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Evaluating training programs for org...

Phillips, Julianne Hunton.

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Evaluating training programs for organizational impact: Five reports.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Evaluating training programs for organizational impact: Five reports./
作者:	Phillips, Julianne Hunton.
面頁冊數:	187 p.
附註:	Adviser: Rita C. Richey.
Contained By:	Dissertation Abstracts International61-03A.
標題:	Education, Administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9966169
ISBN:	0599707941

Evaluating training programs for organizational impact: Five reports.
Phillips, Julianne Hunton.

Evaluating training programs for organizational impact: Five reports. - 187 p.

Adviser: Rita C. Richey.

Thesis (Ph.D.)--Wayne State University, 2000.

Corporate America is undergoing tremendous changes. From the technological advances to global business literacy, organizations are not the same as organizations fifty years. Also, within these organizations, the department referred to as Training and Development is making a major shift as well. Moving from the old concept of students in classroom chairs to training that links to the business, producing measurable results is the new way of thinking. For this reason, training professionals need to demonstrate, by evaluation, how training impacts the bottom line.

ISBN: 0599707941Subjects--Topical Terms:

626645
Education, Administration.

Evaluating training programs for organizational impact: Five reports.
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245 1 0 $a Evaluating training programs for organizational impact: Five reports.
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500 $a Adviser: Rita C. Richey.
500 $a Source: Dissertation Abstracts International, Volume: 61-03, Section: A, page: 0840.
502 $a Thesis (Ph.D.)--Wayne State University, 2000.
520 $a Corporate America is undergoing tremendous changes. From the technological advances to global business literacy, organizations are not the same as organizations fifty years. Also, within these organizations, the department referred to as Training and Development is making a major shift as well. Moving from the old concept of students in classroom chairs to training that links to the business, producing measurable results is the new way of thinking. For this reason, training professionals need to demonstrate, by evaluation, how training impacts the bottom line.
520 $a This study investigated what evaluation processes large organizations use to measure the results of their training programs. This study examined whether or not training professionals follow the existing training evaluation models, particularly, the Kirkpatrick Four Level Evaluation Model. Participants were training directors and instructional designers/trainers, from five companies, who were interviewed on evaluation practices. Data were analyzed by HyperRESEARCH.
520 $a The findings of this study state that the Kirkpatrick model is used to evaluate training. The findings further indicate there are two methods used to conduct an impact evaluation. These are a discussion with the business manager to discuss the fourth level measures and a survey. This research suggests that having a dialogue is key to achieving organizational impact. It is within the analysis phase before designing a training program when fourth level measures are discussed. The Dialogue on Evaluation Model addresses the importance of involving the stakeholders or users into the design of evaluation.
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