Question

You are the chief learning officer for your organization. To evaluate the effectiveness of your new training program, you provide formal training to ten employees on a new data entry system. You then compare their performance to ten other employees who received only on-the-job training in the new data entry system. Which evaluation criterion are you using in this situation?

a.reactions
b.behavior
c.earning
d.results

Answer 1

The evaluation criterion being used to compare the performance of employees with different training on the new data entry system is results, which assesses the measurable impact of the training on productivity and profits.

Step-by-step explanation:

In the scenario presented, where the effectiveness of a new training program is being evaluated by comparing employees who received formal training against those who received only on-the-job training, the evaluation criterion being employed is d. results.

This criterion focuses on measurable outcomes, such as productivity and profits, to determine the impact of the training on performance. It is part of a broader framework for assessing the efficacy of training programs, which includes reactions, learning outcomes, behavior changes, and results. The mentioned criterion, results, is aligned with an organization's ultimate goals and often includes quantifiable indicators of success.

A study by Arthur et al. (2003) supports the significance of using results as a metric by indicating that effective organizational training can be gauged through various types of measurements, where results related to productivity and profits are key indicators of training success.