Prepare a 12-15 slide presentation to corporate leadership in which you propose a plan to evaluate a recent training initiative.
Introduction
This presentation could be used as an artifact in your professional portfolio, as an example of the type of project that an I/O consultant can do for an organization.
I/O practitioners are often engaged in identifying organizational training and development needs and are frequently asked to evaluate the effectiveness of a training initiative.
The practice of I/O psychology is currently the broadest occupational specialization in the field of psychology. In this course, you have been exposed to some of the foundational theories and processes of this specialization. You have begun to identify your interests within the specialization and have engaged in substantial research focusing on one I/O subfield.
Our last fundamental focus for this course in I/O psychology is the study of learning. I/O practitioners are often engaged in identifying organizational training and development needs. They develop programs and approaches for training employees, based on an understanding of the learning process. How do people learn and how does their learning develop? It is necessary to examine these questions in order to maintain a high level of performance in any organization.
In 1996, Kirkpatrick and Kirkpatrick (2013) developed a model to guide training evaluation, and this model has become widely accepted and used by organizations today. Although the model is comprehensive in describing the different levels of evaluation, many practitioners only focus on the first two levels of evaluation. The data from these two levels is useful in the continuous improvement of the training itself, but not so useful in supporting organizational decisions about the value of the training. For this, Levels 3 and 4 are needed. It is useful to focus on a comprehensive approach to training evaluation, using all four levels of the Kirkpatrick Training Evaluation model.
Reference
Kirkpatrick, J. D., & Kirkpatrick, W. K. (2013). Creating a post-training evaluation plan. Training and Development, 67(6), 26–28.
Preparation
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
How would you begin to develop an evaluation plan for an initiative?
What is the most important insight you are taking from this course?
What trends do you see in the future of the I/O specialization? What skills or competencies might be required?
Select a current, past, or upcoming training from an organization and design an evaluation for each of the four levels of the Kirkpatrick Training Evaluation model. You may wish to refer to the journal article “Creating a Post-Training Evaluation Plan,” linked in the Resources: Training Evaluation Planning or Methodology activity.
Analyze an approach to evaluating the training. Note: Kirkpatrick’s seminal text Evaluating Training Programs: The Four Levels is included in the Resources: Training Evaluation Planning or Methodology activity as an example of training evaluation methods.
Your presentation should be professional in tone, but also appropriate for the target audience: corporate leadership. For your presentation, use the software of your choice and add speaker’s notes to each slide. Include the following
Description of the training: General description of the company; issue being addressed; target group, subject, duration, expected results.
Application of professional knowledge to database selection: Describe how you would conduct the evaluation (procedures data collection) and the type of methodology used for each.
Data analysis: Analyze data collection procedures for alignment with professional ethical and diversity standards.
Performance reporting: Describe to management what is involved in each level of the training evaluation. Which level does the organization need, based upon the cost and outcomes?
Level 1 Reaction: What was their reaction to the training? This typically includes content, relevance, and delivery.
Level 2 Learning: Can you measure learning from the training? The pre/post test on content is the most common method used. This level shows a change in participants’ knowledge following the training.
Level 3 Behavior: Are the skills learned being applied on the job? This level of evaluation attempts to determine if participants are using the knowledge and skills learned in the training on the job. Can their use of the training knowledge and skills be observed? How are individual differences factored into the results?
Level 4 Results: Describe what you would do to examine the effect on the organization. What are the performance measures? How could the data be used? Is it a value-added effect? Note: Performance reporting includes making recommendations for change based upon data in a nonthreatening way to leaders and participants.
Summary: Specify commitments of time, people, resources, and ethical considerations that would be required to conduct this evaluation.
Additional Requirements
Written communication: Written communication is free of errors that detract from the overall message.
APA formatting: Resources and citations are formatted according to current APA guidelines for style and formatting.
Software: Use the presentation software of your choice.
Length of presentation: 12–15 slides with speaker’s notes and APA citations.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria
Competency 1: Analyze the foundational theories and concepts of industrial and organizational psychology.
Analyze training, performance, and evaluation theory concepts to apply to an evaluation plan.
Competency 2: Assess the level of consistency of current industrial and organizational psychology practices with foundational and historical psychological theories.
Articulate the description of the company, the issue being addressed, the target group, subject, duration, and expected results.
Competency 3: Analyze the tenets of ethical standards and diversity in the field of industrial and organizational psychology.
Analyze data collection procedures for alignment with professional ethical and diversity standards.
Analyze performance reports to make recommendations for change based upon data in a nonthreatening way to leaders and participants.
Competency 5: Apply critical thinking to evaluate current trends and practices in the field of industrial and organizational psychology.
Analyze critically current trends and practices that promote continuous improvement.
Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
Construct a professional and organized presentation that is supported by scholarly evidence.
Summarize specify commitments of time, people, resources, and ethical considerations that would be required to conduct this evaluation.