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Evaluating Time in Relation to Training
Training & Organizational Development
Evaluating Time in Relation to Training
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
What is the industry practice for evaluating time and its impact on the overall effectiveness of training?
Please consider the following scenario:
1-Day class, four topic areas presented. I have
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Forums » Topic Forums » Training & Organizational Development » Evaluating Time in Relation to Training
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Evaluating Time in Relation to Training
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Evaluating Time in Relation to Training
posted at 4/25/2007 2:36 AM EDT
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Posts: 1
First: 4/25/2007 Last: 4/25/2007 |
What is the industry practice for evaluating time and its impact on the overall effectiveness of training?
Please consider the following scenario: 1-Day class, four topic areas presented. I have evaluated each of the four topic areas using a 1 (poor) - 5 (outstanding) scale. I also evaluated time using the following scale: 1 = extremely too short 2 = not enough time allotted 3 = just right (optimum) 4 = too much time allotted 5 = extremely too long Student responses yielded the following results: Topic A 4.3 Topic B 5.0 Topic C 3.9 Topic D 4.4 Time 2.7 If time is used in the overall calculation, the overall average is severely impacted. However to not include time in the overall calculation would be to not consider it and its impact on the overall effectiveness of training. Even if the scale for time is altered to include a range of scores that equate to 5 being optimum and 1 being extremely short or long, I am still not sure if this is the best approach to evaluating time. So, Question: 1. What is the best approach to evaluating time in relation to training so as to arrive at an overall rating that reflects overall training effectiveness? 2. Is time generally evaluated separately or is it evaluated in conjunction with the subject areas that are being taught? |
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Evaluating Time in Relation to Training
posted at 4/29/2007 9:13 PM EDT
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
If you are going to include a quantitative measure for satisfaction with time, you are right in that you will require high dissatisfaction at 1 and high satisfaction at 5. However, my main contribution would be to say that I would not equate participants satisfaction with time as a strong indicator of training effectiveness.
What you are talking about is what we call a Kirkpatrick Level 1 evaluation based on participants reactions. Yes, this can give a clue to how effective the training was, but this is only a very small part of the story. Please review the four levels of Donald Kirkpatricks model for evaluating the effectiveness of training on our website at http://www.businessperform.com/html/evaluating_training_effectiven.html I usually include one question about the length of the training on a participant feedback form. Not so much to gauge effectiveness, but to uncover any impediments to being a successful program. Participants subjective perceptions about how the long the program *should* be is no substitute for sound instructional design. I feel you are micro focusing on time when there are bigger fish to fry. Les Allan Author: From Training to Enhanced Workplace Performance Business Performance Pty Ltd http://www.businessperform.com |
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