Human Resource Development 2013
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Transcript of Human Resource Development 2013
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Case StudyWorking In The Horse
Industry
By;By;PRIDHIVRAJ NAIDU – 814284PRIDHIVRAJ NAIDU – 814284
NOR LIYANA BT MOHD KHALIL – NOR LIYANA BT MOHD KHALIL – 814093814093
KOK SAU YEE - 813315KOK SAU YEE - 813315
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The Structure of the Case
The Company
Individual Case
Training Inspector Report
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The Case (Cont.)
1. The Company: the case describes the quality of adult learning provided by Stubbing Court Training Ltd. (SCT).
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The Case (Cont.)
2. Individual Case: Ben McClumpha has
completed the advance apprenticeship with SCT.
•He got placement with International Show Jumpers.
•After apprenticeship McClumpha joined Ian Stark in Scotland, a winner of Badminton Horse Trials.
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The Case (Cont.)
3. Training Inspectors report: The overall effectiveness of SCT’s apprenticeship
provision is outstanding.
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Problem Statement:
To identify the correct evaluation method to be implemented at SCT
To improve current practices
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Solution: Kirkpatrick's Model
• The choice of evaluation criteria,
• The dependent measure used to operationalize the effectiveness of training is a primary decision that must be made when evaluating the effectiveness of training.
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Kirkpatrick's Model
• Reaction Criteria
• Learning Criteria
• Behavior Criteria
• Results Criteria
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Reaction Criteria
• Which are operationalized by using self-report measures, represent trainees’ affective and attitudinal responses to the training program
• the extent to which the trainees like the program is extensively stated in the inspector’s report of the SCT evaluation.
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Learning Criteria
• Measures of the learning outcomes of training; they are not measures of job performance.
• They are typically operationalized by using paper-and-pencil and performance tests.
• In the of SCT training center, the evaluation needs a proper training assessment plan. This is in line to evaluate the procedural knowledge and declarative knowledge acquired by the trainee
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Behavior Criteria
• Measures of actual on-the-job performance and can be used to identify the effects of training on actual work performance.
• Behavioral criteria are typically operationalized by using supervisor ratings or objective indicators of performance.
• In the case of Mr. McClupmha, highlights the efficiency of the training provided and the success story in the working environment
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Results Criteria
• Used to evaluate the effectiveness of training.
• Results criteria are frequently operationalized by using utility analysis estimates (Cascio, 1991, 1998).
• From the report SCT improving varies aspects of teaching, assessment, and internal verification.
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Conclusion
Kirkpatrick’s (1959, 1976, 1996)
four-level model of training evaluation and criteria continues to be the most popular
evaluation method.
(Salas & Canon-Bowers, 2001; Van Buren & Erskine, 2002)
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Thank You
From;From;PRIDHIVRAJ NAIDU – 814284PRIDHIVRAJ NAIDU – 814284
NOR LIYANA BT MOHD KHALIL – NOR LIYANA BT MOHD KHALIL – 814093814093
KOK SAU YEE - 813315KOK SAU YEE - 813315