Human Resource Development 2013

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

The Structure of the Case

The Company

Individual Case

Training Inspector Report

The Case (Cont.)

1. The Company: the case describes the quality of adult learning provided by Stubbing Court Training Ltd. (SCT).

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.

The Case (Cont.)

3. Training Inspectors report: The overall effectiveness of SCT’s apprenticeship

provision is outstanding.

Problem Statement:

To identify the correct evaluation method to be implemented at SCT

To improve current practices

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.

Kirkpatrick's Model

• Reaction Criteria

• Learning Criteria

• Behavior Criteria

• Results Criteria

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.

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

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

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.

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)

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