Beyond Cost Justification: Evaluation Frameworks in Corporate Distance Training

Abstract

Evaluation remains one of the biggest challenges for workplace training professionals today. Few organizations have mastered training evaluation, with even fewer moving beyond assessing learner reaction and satisfaction. The introduction of technology‐based distance training, coupled with large initial investments in technologies that are needed to support distance training programs, has further exacerbated evaluation efforts for training organizations. This article looks at the changing environment of training evaluation and the application of evaluation methodology in corporate distance training.

Evaluation of Three Blended Learning Courses to Strengthen Health Professionals' Capacity in Primary Health Care, Management of Sexual and Reproductive Health Services and Research Methods in Guinea

“…Evaluations enable us to determine whether and how well the training accomplished the assigned goals and objectives ( 13 ). Evaluation remains one of the biggest challenges for training institutions, particularly workplace training professionals, and few organizations conduct comprehensive evaluations of their training.…”

“…Evaluation remains one of the biggest challenges for training institutions, particularly workplace training professionals, and few organizations conduct comprehensive evaluations of their training. Several reasons have been reported, such as the time between training and the opportunity to use the skill or knowledge or the challenge of evaluating training and outcomes for complex skills or problem-solving ( 13 ). Moreover, few evaluations go beyond assessing learner reaction and satisfaction, which are levels one or two of Kirkpatrick's four-level model (Reaction, Learning, Behavior, and Results), commonly used for training evaluations ( 14 , 15 ).…”

“…Moreover, few evaluations go beyond assessing learner reaction and satisfaction, which are levels one or two of Kirkpatrick's four-level model (Reaction, Learning, Behavior, and Results), commonly used for training evaluations ( 14 , 15 ). The introduction of e-learning and distance support for these training programs does not seem to have improved training evaluations ( 13 ).…”

Introduction to domestic violence, abuse, and coercive control for counselors: An evaluation of the impact of training

“…Evaluation can help determine how much of the newly acquired knowledge in training is transferred to practice, it improves performance and leads to good practice (Cheng & Hampson, 2008; Collins, 2008; Salas, Cannon‐Bowers, 2001). Training characteristics such as instructional style, practice and feedback impact on training effectiveness (Alvarez et al, 2004); however, several elements can have an impact on the success of training including individual and organizational determinants (Keen & Berge, 2014). Some individual factors that impact on training transfer identified in the literature are intellectual ability, self‐efficacy, locus of control, anxiety, negative affect, career goals, motivational level, experience, abilities, expectations, and personality traits such as openness to new experiences and conscientiousness (Alvarez et al, 2004; Burke & Hutchins, 2007; Giangreco, Sebastiano, & Peccei, 2009; Sar et al, 2012).…”