This Article Abstract Free Full Text (Free PDF) Free Alert me when this article is cited Alert me if a correction is posted Citation Map Services Email this article to a friend Similar articles in this journal Alert me to new issues of the journal Add to Saved Citations Download to citation manager Request Permissions Request Reprints Add to My Marked Citations Citing Articles Citing Articles via HighWire Citing Articles via Google Scholar Google Scholar Articles by Wang, G. G. Articles by Wilcox, D. Search for Related Content Social Bookmarking                   What's this?

Training Evaluation: Knowing More Than Is Practiced

Old Dominion University

Diane Wilcox

James Madison University where she teaches HRD, instructional technology, and adult learning

The problem and the solution. Training program evaluation is an important and culminating phase in the analysis, design, develop, implement, evaluate (ADDIE) process. However, evaluation has often been overlooked or not implemented to its full capacity. To assess and ensure the quality, effectiveness, and the impact of systematic training, this article emphasizes the importance of summative evaluation at the last phase of ADDIE and presents developments toward a summative evaluation framework of training program effectiveness. The focus is the connection of final summative evaluation to the direction provided by the analysis phase and the concerns of the host organization.

Key Words: formative evaluation • summative evaluation • ISD • outcome evaluation • impact evaluation

References

• Alliger, G. M., & Janak, E. A. (1989). Kirkpatrick’s levels of criteria: Thirty years later. Personnel Psychology, 42, 331-341.
• Alvarez, K., Salas, E., & Garofano, C. M. (2004). An integrated model of training evaluation and effectiveness. Human Resource Development Review, 3(4), 385-416.[Abstract]
• Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research, Personnel Psychology, 41, 63-105.[CrossRef]
• Brinkerhoff, R. O. (2003). The success case method. San Francisco: Berrett-Koehler.
• Brown, K. G., & Gerhardt, M. W. (2002). Formative evaluation: An integrative practice model and case study. Personnel Psychology, 55, 951-983.
• Desimone, R. L., Werner, J. M., & Harris, D. M. (2002). Human resource development. Cincinnati, OH: South-Western.
• Hannum, W., & Hansen, C. (1989). Instructional systems development in large organizations. Englewood Cliffs, NJ: Educational Technology Publications.
• Holton, E. F., III. (1996). The flawed four level evaluation model. Human Resource Development Quarterly, 7, 5-21.
• Holton, E. F., III. (2005). Holton’s evaluation model: New evidence and construct elaborations. Advances in Developing Human Resources, 7(1), 37-54.[Abstract]
• Holton, E. F., III, Bates, R. A., & Ruona, W. E. A. (2000). Development of a generalized learning transfer system inventory. Human Resource Development Quarterly, 11(4), 333-360.[CrossRef]
• Holton, E. F., III, Bates, R., Seyler, D., & Carvalho, M. (1997). Toward a construct validation of a transfer climate instrument. Human Resource Development Quarterly, 8(2), 95-113.
• Kirkpatrick, D. (1998). Evaluating training programs: The four levels (2nd ed.). San Francisco: Berrett-Koehler.
• Kraiger, K., Ford, J. K., & Salas, E. (1993). Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. Journal of Applied Psychology, 78, 311-328.[CrossRef]
• Mattson, B. W. (2005). Using the critical outcome techniques to demonstrate financial and organizational performance results. Advances in Developing Human Resources, 7(1), 102-120.[Abstract]
• Moller, L., Benscoter, B., & Rohrer-Murphy, L. (2000). Utilizing performance technology to improve evaluative practices of instructional designers. Performance Improvement Quarterly, 13(1), 84-95.
• Moller, L., & Mallin, P. (1996). Evaluation practices of instructional designers and organizational support or barriers. Performance Improvement Quarterly, 9(4), 82-92.
• Nickols, F. W. (2005). Why a stakeholder approach to evaluating training? Advances in Developing Human Resources, 7(1), 121-134.[Abstract]
• Noe, R. (2002). Employee training and development (2nd ed.). New York: McGraw-Hill.
• Phillips, J. (1997). Handbook of training evaluation and measurement methods (3rd ed.). Houston, TX: Gulf.
• Phillips, J. (2003). Return on investment in training and performance improvement programs (2nd ed.). Boston: Butterworth-Heinemann.
• Rouiller, J. Z., & Goldstein, I. L. (1993). The relationship between organizational transfer climate and positive transfer of training. Human Resource Development Quarterly, 4(4), 95-113.
• Rummler, G. A., & Brache, A. P. (1995). Improving performance: How to manage the white space on the organization chart (2nd ed.). San Francisco: Jossey-Bass.
• Russ-Eft, D., & Preskill, H. (2005). In search of the holy grail: Return on investment evaluation in human resource development. Advances in Developing Human Resources, 7(1), 71-85.[Abstract]
• Scriven, M. (1991). Evaluation thesaurus (4th ed.). Newbury Park, CA: Sage.
• Scriven, M. (1996). Types of evaluation and types of evaluator. Evaluation Practice, 17(2), 151-161.
• Spitzer, D. R. (1999). Embracing evaluation. Training, 36(6), 42-47.
• Spitzer, D. R. (2005). Learning effectiveness: A new approach for measuring and managing learning to achieve business results. Advances in Developing Human Resources, 7(1), 55-70.[Abstract]
• Sugrue, B., & Rivera, R. J. (2005). 2005 state of the industry: ASTD annual review of trends in workplace learning and performance. Alexandra, VA: American Society for Training and Development.
• Swanson, R. A. (1996). Analysis for improving performance: Tools for diagnosing organizations and documenting workplace expertise. San Francisco: Berrett-Koehler.
• Swanson, R. A. (2001). Assessing the financial benefits of human resource development. Cambridge, MA: Perseus.
• Swanson, R. A. (2005). Evaluation, a state of mind. Advances in Developing Human Resources, 7(1), 16-21.[Abstract]
• Swanson, R. A., & Holton, E. F. (1999). Results: How to assess performance, learning, and perceptions in organizations. San Francisco: Berrett-Koehler.
• Wang, G. (2002). Control groups for human performance technology (HPT) evaluation and measurement. Performance Improvement Quarterly, 15(2), 34-48.
• Wang, G., Dou, Z., & Li, N. (2002). A systems approach to measuring return on investment for HRD programs. Human Resource Development Quarterly, 13(2), 203-224.[CrossRef]
• Wang, G. G., & Spitzer, D. R. (2005). HRD measurement & evaluation: Looking back and moving forward. Advances in Developing Human Resources, 7(1), 5-15.[Abstract]
• Wang, G. G., & Wang, J. (2005). HRD evaluation: Emerging market, barriers, and theory building. Advances in Developing Human Resources, 7(1), 22-36.[Abstract]
• Wexley, K. R., & Latham, G. P. (1991). Developing and training human resources in organizations. New York: HarperCollins.
• Wang, G. G., & Wilcox, D. (2006). Training evaluation: Knowing more than is practiced. Advances in Developing Human Resources, 8(4), 528-539.[Abstract/Free Full Text]

CiteULike

Connotea

Del.icio.us

Digg

Reddit

Technorati

This article has been cited by other articles:

				G. G. Wang and D. Wilcox Training Evaluation: Knowing More Than Is Practiced Advances in Developing Human Resources, November 1, 2006; 8(4): 528 - 539. [Abstract] [PDF]

This Article Abstract Free Full Text (Free PDF) Free Alert me when this article is cited Alert me if a correction is posted Citation Map Services Email this article to a friend Similar articles in this journal Alert me to new issues of the journal Add to Saved Citations Download to citation manager Request Permissions Request Reprints Add to My Marked Citations Citing Articles Citing Articles via HighWire Citing Articles via Google Scholar Google Scholar Articles by Wang, G. G. Articles by Wilcox, D. Search for Related Content Social Bookmarking                   What's this?