Professional Documents
Culture Documents
1. Introduction
I-Train-U consultants were contracted by the prison to train its over 200 full-time
correctional officers, and their contract is coming to an end. The prison decided to conduct a
review of the costs, benefits, and effectiveness of the training, with a view to either renew the I-
Train-U contract or terminate the contract (Andriotis, 2019). This review was done based on the
training provided, evidence of effectiveness, and impact of the training using the Kirkpatrick
techniques and tools they used, their expenditure for the entire training item by item, and a
access software and simulator to simulate different scenarios when force may be necessary for
safety. This training incorporated an on-site trainer to give instructions and feedback (Andriotis,
2019). The training cost was $80,500, and I-Train-U reported that clients experienced a 15%
reduction in excessive use of force lawsuits in the year following the implementation of the use-
of-force simulator. This training assessed whether the behavior of prison correctional officers has
changed as a result of training. However, it is insufficient to judge the success of this training
because the behavior may change but fail to translate to implementable actions (Andriotis, 2019).
Empirically 15% reduction in excessive use of force lawsuits means the employees are
implementing what they learned during training. The team would thus recommend renewing the
training but cutting down the cost by eliminating on-site trainers sessions.
2
The training consultant hired the services of a motivational speaker, who delivered
presentations in four sessions of one hour each to inspire officers’ safety at a cost of $3,800.
They reported that clients loved their motivational speakers, and attendees reported increased
enthusiasm and engagement as a result of these presentations. This training evaluated learners’
reactions to training, and it seemed the weakest of the four according to the management team
evaluation. The chances are that those who participated in the training could have been happy
due to other reasons like how the motivational speaker was engaging them, friendliness, and
even being good at narrating evens (Walter & Rodriguez, 2017). No empirical evidence to
quantify its level of effectiveness against money spent; therefore, the management team does not
recommend its use in the event that the I-Train-U contract is renewed.
The consultant facilitated correctional officers using lecture-based seminars, where on-
site trainers delivered weekly training lectures. This training method was expensive in terms of
time, and it consumed in excess of $47,000 (Andriotis, 2019). The consultant reported that
trainees who attended lecture seminars showed significant knowledge gains between pre-training
tests and post-training tests of seminars. The results of this training measured what the
correctional offers learned or the change in skills from before to after training. There is no
empirical evidence indicating that it was effective, considering that it was one of the most
expensive methods, having consumed $47,000 (Walter & Rodriguez, 2017). The management
team recommends doing away with this training because nothing in the results shows whether
assignments, quizzes, and videos which were accessed by trainees anytime-either on-site or off-
site. This training used about $15,750 and was one of the least expensive methods. The
consultant reported that the trainees who utilized the online training modules were 20% more
likely than other employees to comply with safety standards, follow supervision protocols, and
were likely to be promoted. The outcome of this training evaluated the impact of employees'
training programs on business results. It measured parameters like quality, efficiency, and the
effectiveness of employees' training programs in relation to societal benefits like the ability to
add value to the company’s clients (Walter & Rodriguez, 2017). Given the outcome of this
training, the management team recommends its renewal. This training process of all seemed to
have been more effective on the trainees with practical skills they are likely to transmit after
training procedures (Andriotis, 2019). Its cost also was relatively low compared to the use of a
6. Conclusion
results at a low cost, and it should be renewed. Use-of-Force Simulator was also effective in
influencing employees' behavioral change but relatively expensive. It should be renewed with the
removal of the on-site trainers’ component. Motivational Speaker sessions and Lecture-based
Seminars were not effective at all, their results lacked empirical evidence on their impact on
employees and the organization, and therefore the two training methods should not be renewed.
4
References
Andriotis, N. (2019, November 13). How to Evaluate a Training Program: The Definitive Guide
Walter, K., & Rodriguez, J. (2017). The Importance of Training and Development in