PSY-FPX6710_Wood-LeclercEmily_Assessment6

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Capella University *

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6710

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Psychology

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Jan 9, 2024

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The following presentation will review a training evaluation for a secondary onboarding program for the sales department within Company L. They are a Fortune 500 company with over 20,000 employees globally. The account management subdivision of the sales department consists of just over 5,000 employees spanning 15 offices across the globe and some fully virtual employees. Their onboarding training was revamped in 2021, and a recent analysis of feedback from new hires that are 6-12 months within their role, as well as their managers, showed a significant gap from initial onboarding to successful job execution and expectations of the sales department. A new training program has been proposed to address these gaps. The following proposal will detail a recommended plan to evaluate the training following the Kirkpatrick Training Evaluation model. 1 TRAINING EVALUATION EMILY WOOD-LECLERC CAPELLA UNIVERSITY PSY-FPX6710 DECEMBER 3, 2023 COMPANY L MOMENTUM ONBOARDING

In this proposal, we will review the program in question as recommendations have been slightly tailored to specifically address tracking for that program. Each level will have an explanation of why it is important to track and evaluate, followed by recommended guidance and actions the organization could take. Lastly, we have provided additional considerations for the company to review for a holistic view in training evaluation such as timing, stakeholders, resources, and ethical considerations. 2 INTRODUCTION • Program Overview • Fundamentals of Kirkpatrick Training Evaluation • Recommendations by level • Additional considerations 12/3/23 TRAINING EVALUATION 2

Momentum Onboarding is a virtual training created for account managers who are 6 weeks to 6 months within their role. The training itself has been created to increase the overall success rates and increase revenue generated from new hires. They do this by offering 12 sessions spanning 5 consecutive days by SMEs (subject matter experts) for the topics covered. 3 PROGRAM OVERVIEW WHO • Account Managers that are 6 weeks to 6 months within their role WHAT • Momentum Onboarding – series of sessions led by SME’s on topics identified as largest gaps WHY • Provide new hires with structured practice to successfully overcome objections, resulting in higher success rates and greater revenue for the company WHEN • A total of 12 sessions spanning 5 days (est. 20 hours total), executed virtually once per quarter for qualified new hires 12/3/23 TRAINING EVALUATION 3

As previously stated, the success and impact of the training will be evaluated based upon the Kirkpatrick Training Evaluation Model. This model is a 4 level process, that examines the learners reaction (experience), learning (knowledge), behavior (application), and results (impact). These levels are interdependent and should be followed sequentially (Tan & Newman, 2013). In the following slides, we will review guidance on measuring and recommended actions. 4 KIRKPATRICK MODEL 1 2 3 4 12/3/23 TRAINING EVALUATION 4 LEVEL 1 reaction LEVEL 2 learning LEVEL 3 behavior LEVEL 4 results How are the new hires reacting to the training? How much knowledge or skills obtained after execution? How much of what is learned is being applied? How are results impacting the goals of the company?

The first step is to measure how the learner has reacted to the training (Tan & Newman, 2013). Evaluating learner reaction is the first level because, for training to be effective, learners need to be motivated. If they do not react favorably to the training, it will not yield positive results in the following levels. The information gathered in level 1 can be used for multiple purposes. It can give valuable feedback to improve the overall program moving forward, send a positive message to learners that the trainer and organization want to see them succeed and use the training as a method to improve their performance, and lastly, provide managers and other interested stakeholders with quantitative information on the learner experience and provide direction for performance standards moving forward (Kirkpatrick & Kirkpatrick, 2006). 5 LEVEL 1: REACTION Measures how learners have reacted to the training • What was their experience? • What was their engagement? • What was helpful and not? 12/3/23 TRAINING EVALUATION 5 (Kirkpatrick & Kirkpatrick, 2006)

The most common method for measuring reaction are through surveys or forms. The information on these forms is typically broken out into two themes: the subject and the trainer. Other forms can include requests for feedback on the facilities, schedule, and audio/visual aids. When determining what to include on the forms, identify what you want to know and create questions that will yield desired feedback. Using the Likert scale with minimal free-text questions is recommended as learners are typically anxious to move on with their day. However, do not remove the ability for free text comments completely as having the ability to provide comments encourages additional constructive feedback and shows the learner that their feedback is valued. Be sure to keep the survey brief and to the point to increase overall survey participation (Kirkpatrick & Kirkpatrick, 2006). Beyond the formation of the survey, it is important to have standards developed to measure the results against. This can be from available internal and/or external data. It is important to have a benchmark to compare the information in order to provide direct insight into whether the reactions are favorable or not. Lastly, it is important to have set communication guidelines for sharing results from the survey. This will be true for all levels (Kirkpatrick & Kirkpatrick, 2006). 6 RECOMMENDATIONS • Guidance • Identify what you want to know • Design a form or survey • Develop acceptable standards • Communicate reactions • Action • Ownership • Method of deliverance • Timeline 12/3/23 TRAINING EVALUATION 6

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