ISTD DIPLOMA IN TRAINING AND DEVELOPMENT
REGISTRATION NO. 64/20771 NAME: SAUDAMINI BAHADURGE
PAPER:VI EVALUATION OF TRAINING
RESPONSE SHEET NO.2
QUESTION 1 Briefly enumerate any five METHODS available to you for measuring the outcome of training.
a. Observation: Observation is the most direct, objective and reliable form of measurement for understanding human behavior. While using observation in training assessment, the evaluator should consider factors like, the setting in which the behavior will be observed, length of time of observation, ascertain who will observe and how will the data be coded and analyzed. Observation may range from most natural, uncontrolled observation to most exact film records. Applicability over a wide range of trainee groups, behaviours and organizational set-up and flexibility in providing various forms of data, such as counts of individual behavior, or records of sequence of events are strengths of the method. However, it is expensive and labour intensive as compared to indirect measures like self-reports.
b. Interview: It is a powerful scientific tool for data collection in training evaluation. Interviews are used to elicit both quantitative and qualitative information on complex issues like beliefs, attitudes, feelings and behavior of the trainees. They can provide a basis for prediction understanding and action. A good interview is one that is planned carefully, executed skillfully and is goal oriented. Interviews can be structured or unstructured. Personal interviews yield good response, correct and relevant information as the interviewer acts as a catalyst. Owing to its flexibility, the interview is a superior technique of exploration of deeper and complex areas of training evaluation. Limitations of the method being imposing high demand in terms of cost, energy and time. Skills of the interviewer are important and one has to be wary of interviewer bias.
c. Questionnaire: It’s a measurement tool consisting...