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In your Effective Training text, at the bottom of page 315, the authors tell us that reaction is the most commonly used method of evaluating a training program, and ROI is the least commonly used method (Blanchard & Thacker, 2013). However, it would seem that organizations would have more interest in ROI than in reaction.
-Based on your experiences with training programs that you have attended (or even university courses you have attended), why do you think the reaction method is more commonly used?
-Discuss an example of how a program you have participated in was evaluated, and how this evaluation might have been improved.
Use properly cited sources as appropriate.
Grade Scoring Guide attached
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Ebook is called Effective Training
Use your Blanchard and Thacker text, Effective Training, to complete the following:
Read Chapter 9, “Evaluation of Training,” pages 314–344.
Training evaluation should ask the question, “Did the training accomplish its purpose, and did the training provide value to the organization?” This chapter takes a look at the rationale for evaluating training, the types of data that we can collect, and the four levels of training evaluation developed by Don Kirkpatrick.
Read Appendix 9-1, “Evaluation: The Validity Issues,” pages 347–353.
This appendix describes utility analysis, which is a cost/benefit analysis. Cost is subtracted from benefit to determine the value (utility) of the training. The concept is useful, but the actual development of the data is complicated.
Use the Capella library to complete the following:
Read Engel and Kapp’s 2004 article, “Sovereign Bank Develops a Methodology for Predicting the ROI of Training Programs,” from the Journal of Organizational Excellence, volume 23, issue 2, pages 51–60.
Read Farrell’s 2005 article, “What’s the ROI of Training Programs?” from Lodging Hospitality, volume 61, issue 7, page 46.


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