The practice of training evaluation has not kept pace with prescription, and evaluations being being done are frequently negligent of appropriate controls needed to draw valid conclusions. A comparison was made of training outcomes contrasting results obtained using carefully controlled scientific approaches with those from a more popular less scientific approach. The research design involved the collection and analysis of data from a single organizations managerial training program. , Three different methods of training evaluation were studied: an "immediate reaction" rating sheet, a self-report participant survey, and a similar survey completed by t he participants' subordinates. Bo th surv ey r e sul t s showed no signif icant c hang es in on-the-job behavior six weeks after training. In contrast the "immediate reaction" ratings were positive, implying the training program was a "success." Conclusions w ere drawn concerning the validity of methods compared.
| Identifer | oai:union.ndltd.org:unt.edu/info:ark/67531/metadc500925 |
| Date | 12 1900 |
| Creators | Hale, John P. |
| Contributors | Johnson, Douglas A., Sininger, Rollin Albert, Watkins, C. Edward |
| Publisher | North Texas State University |
| Source Sets | University of North Texas |
| Language | English |
| Detected Language | English |
| Type | Thesis or Dissertation |
| Format | iv, 46 leaves, Text |
| Rights | Public, Hale, John P., Copyright, Copyright is held by the author, unless otherwise noted. All rights reserved. |
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