TABLE OF CONTENTS What's in This Chapter?
Three reasons to evaluate your new employee orientation programme
Kirkpatrick's four-level model for evaluating training
Methods for capturing assessment information
How many times have you heard someone say, It was a great training programme but ? Unfortunately, that statement (or some variation) is spoken far too often and reflects a growing concern by both line managers and senior management that training is costly and not always worth the investment of time and money. This particularly may be true as it relates to a new employee orientation programme. Line managers may believe that the employee's time is better spent learning the job at his or her work site, not in a one-day or twoday session off-site learning information that could be acquired by reading the employee handbook or accessing the company's intranet.
This chapter will help you identify and use various methods to measure the value of the new employee orientation programme so that you can gain greater commitment from managers at all levels of the organization.
There are three reasons to evaluate your new employee orientation programme:
Determine whether the training achieved its objectives. Based on your discussion with key people in your organization, you set the goals and objectives for the programme. Evaluation is the only way to determine if those goals and objectives were met.
Assess the value of the orientation programme. You will want to know the effect the program has on the employee's satisfaction with...
