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TRAINING EVALUATION
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OBJECTIVES (1)
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OBJECTIVES (2)
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EVALUATION IS IMPORTANT IN MANY RESPECTS
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KEY TERMS
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FORMATIVE EVALUATION
To insure training is well organized
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Summary
SUMMATIVE EVALUATION
To insure the training went well
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THE EVALUATION PROCESS
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KIRKPATRICK’S MODEL OF TRAINING EVALUATION
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REACTIONS
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NET PROMOTER SCORE (NPS)
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LEARNING AND COGNITIVE OUTCOMES
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BEHAVIOR & SKILL-BASED OUTCOMES
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AFFECTIVE OUTCOMES
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RESULTS
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RETURN ON INVESTMENT
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WHICH OUTCOMES?
presented to highlight
considerations in determining
which evaluation outcomes to
select.
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RELEVANCE
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RELIABILITY
Evaluators are concerned with consistency over time, such that items
do not change in meaning or interpretation over time
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DISCRIMINATION
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PRACTICALITY
يكون قابل للتطبيق
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TRAINING EVALUATION PRACTICES
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WHICH OUTCOMES?
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THREATS TO VALIDITY
reliability لها عالقه بال
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CONTROLLING FOR THREATS
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POST-TEST ONLY
في االخير بعد االختبار
اشخاص برا الكالس حقنا٥ اشخاص مالهم عالقه بالقروب مثل انها تجيب
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PRE-TEST / POST-TEST
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PRE-TEST / POST-TEST WITH COMPARISON GROUP
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TIME SERIES
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SOLOMON FOUR-GROUP
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WHEN NO EVALUATION MAY BE NECESSARY
Time constraints
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WHEN EVALUATION IS A MUST
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COST-BENEFIT ANALYSIS
Cost-benefit analysis
• Process of determining the economic impact of training using
accounting methods that look at training costs and benefits
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COST CATEGORIES
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DETERMINING BENEFITS
الفوائد حقت الدورة
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CALCULATING RETURN ON INVESTMENT (ROI)
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UTILITY ANALYSIS الساليد مايهمها الننا نعرفة مره
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SUCCESS CASES AND RETURN ON EXPECTATIONS
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BIG DATA
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BIG DATA AND TRAINING
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Appendix of Image Long Descriptions
THE EVALUATION PROCESS Long Description
Evaluation Process
This slide depicts the steps in training evaluation from top to bottom:
1) conduct a needs assessment, develop measurable learning objectives and analyze transfer of training, develop
outcome measures, choose an evaluation strategy, and plan and execute the evaluation.
This slide presents Kirkpatrick’s model of training evaluation in boxes (from left to right, top to bottom):
Level 1: Reactions
Level 2: Learning, Cognitive, Behavior/Skill, & Affective Outcomes
Level 3: Transfer, Behavior/Skill Outcomes
Level 4: Results
Level 5: Return on Investment (ROI)
In four boxes, the words “relevance, reliability, discrimination, and practicality” are presented to highlight considerations
in determining which evaluation outcomes to select.
The bar chart presents percentages of organizations examining different training outcomes (from left to right): Reactions
(88%), Cognitive (83%), Behavior (60%), Results (35%), ROI (15%) and None (4%).