Final answer:
The 2003 study by Arthur, Bennett, Edens, and Bell revealed that employee training effectiveness can be measured through immediate responses, learning outcomes, job activity assessments, and productivity and profit results. These assessments combine both qualitative and quantitative data to provide a comprehensive evaluation of training's impact on employee performance within an organization.
Step-by-step explanation:
Evaluating Employee Training and Performance
When discussing employee training and its effectiveness, several measures can be taken into account. The study by Arthur, Bennett, Edens, and Bell in 2003 delved into this by evaluating various forms of training such as self-instruction and computer-assisted training. They determined training effectiveness based on immediate response to the training, learning outcomes at the end of training, behavioral measurements of job activities, and overall results including productivity and profits.
The complexity of measuring training effectiveness implies the need for a nuanced approach, accounting for various forms of data collection and analysis. Qualitative and quantitative data both play roles in providing a comprehensive assessment.
When looking at the measurements, they can generally be categorized as standard compliance techniques, measurement of timeliness, assessment of responsiveness, or evaluation of performance standards. These methods assist in determining how well employees have adapted to the training and how it translates into their job performance. Qualitative data such as employee attitudes, alongside quantitative data like completion times or productivity figures, present a fuller picture of the training's impact.
To understand the nuances of data assessment, it is essential to consider the type of measure scales, such as nominal, ordinal, interval, or ratio. In business and organizational contexts, evaluations often rely on these scales to quantify or categorize information for decision-making processes.
To efficiently implement these scales and measurements, businesses must have a deep understanding of the spread of the data and be aware of various types of variability, such as sampling or induced variability, which can affect outcomes. Overall, the goal is to align training processes with organizational performance objectives strategically.