Practical Research 1 Lesson 9 Scope and delimitation.pptx
Human Resource Development 2013
1. C ase S tudy
Working In The Horse Industry
By;
PRIDHIVRAJ NAIDU – 814284
NOR LIYANA BT MOHD KHALIL – 814093
KOK SAU YEE - 813315
2. The Structure of the Case
The Company
Individual Case
Training Inspector Report
3. The Case (Cont.)
1. The Company: the case describes the
quality of adult learning provided by
Stubbing Court Training Ltd. (SCT).
4. 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.
5. The Case (Cont.)
3. Training Inspectors report: The overall
effectiveness of SCT’s apprenticeship
provision is outstanding.
8. 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.
10. Reaction Criteria
• Which are operationalized by using selfreport 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.
11. 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
12. 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
13. 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.
14. 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)
Good morning class,
The frame of the presentation:
I will explain the case & our problem statement we will be solving
Secondly we will discuss the solution based on the approach we have selected
The case has three main parts : company, individual and the supervisors report
The company is basically an training center, specializing in Horse training
The individual case is an example of one of its successful trainees – after training has got a good job with Olympic training center
The case mainly looks at the evaluation system handled by the training center
After implementing a training – how it is evaluated, What has been done, is there any improvement needed?
In the supervisors report everything done at the center is excellent and up to standards
But – from the HRD perspective – we have identified that the training center is lacking in the formal methods or approach in how the evaluation is done
But – from the HRD perspective – we have identified that the training center is lacking in the formal methods or approach in how the evaluation is done
Based on that – the problem statements are as follows -
To understand better the problem statement
HRD framework here clearly shows the evaluation steps
Select evaluation criteria
Determine evaluation method - Kirkpatrick's method
Conduct evaluation of program – questionnaire/exam/test
Interpret results – conclude whether the goal and objective is achieved