TABLE OF CONTENTS Another helpful collection method is the interview, although it is not used in evaluation as frequently as questionnaires. The HRD staff, the participant's supervisor, or an outside third party can conduct interviews. Interviews can secure data not available in performance records, or data difficult to obtain through written responses or observations (Kvale, 1996). Also, interviews can uncover success stories that can be useful in communicating evaluation results. Participants may be reluctant to describe their results in a questionnaire, but will volunteer the information to a skillful interviewer who uses probing techniques. While the interview process uncovers reaction, Learning, and Impact, it is primarily used with Application data. A major disadvantage of the interview is that it is time consuming and requires interviewer preparation to ensure that the process is consistent.
Interviews usually fall into two basic types: (1) structured and (2) unstructured. A structured interview is much like a questionnaire. Specific questions are asked with little room to deviate from the desired responses. The primary advantages of the structured interview over the questionnaire are that the interview process can ensure that the questionnaire is completed and the interviewer understands the responses supplied by the participant.
The unstructured interview allows for probing for additional information. This type of interview uses a few general questions, which can lead into more detailed information as important data are uncovered. The interviewer must be skilled in the probing process.
The design issues and steps for interviews are similar to...
