Training evaluation in the technical training department at Company A

Abstract

There is a tremendous amount of documented research in the field of training evaluation. The Kirkpatrick model still appears to provide the basis for training evaluation in most organizations. In fact, an overwhelming amount of research and publications done in the evaluation field indicate that most organizations use evaluation methods based on Kirkpatrick’s four-level model of reaction, learning, behavior, and results. The purpose of this study is to design and implement a training evaluation plan that includes level 2 and level 3 evaluations, along with a written set of standard procedures for evaluation for the Technical Training and Documentation (TTD) department at Company A. The TTD department does not currently have a comprehensive evaluation process. At this time, TTD only uses level 1 evaluations regularly and level 2 occasionally. These methods, used in this fashion, do not allow in-depth analysis of the training programs. TTD wishes to implement a more thorough evaluation program that includes level 3 evaluations. Level 3 evaluations measure the extent to which the skills learned during training are applied on the job. The results from the evaluations will be used to improve the training courses by identifying deficiencies in the training and highlighting job tasks that the training can target. This study seeks the evaluation methods that are most appropriate for the student population and their work environment. The type of work that the students perform is complex and the tasks are rarely repeated exactly. Company A utilizes a central training facility and the students travel from around the world to attend the training courses; when the training is complete the students return to their worksites. It is difficult to maintain contact with some of the students due to the fact that they are so geographically dispersed and because many of them work in sensitive environments that do not even have access to email. This makes the follow up contact, which is crucial for level 3 evaluation, extremely arduous. For these reasons, the training department must rely on participation from the students and their managers in the evaluation process. The study population includes field engineers, site analysts, and district service managers, all of whom are Company A employees. A survey was used to gather data to aid in the development of a level 2 and level 3 evaluation tools. The questions for the survey were derived from the literature review and from working with the manager of the Technical Training and Documentation department. The results from this survey were analyzed in chapter four. Chapter five contains the conclusions based on the results and analysis of the survey.