Why not compare the performance of the group

Assignment Help Strategic Management

Reference no: EM133566764

Question: Your instructor should already have assigned you to one of the four simulation scenarios. This module, you should plan to complete and turn in Part II on Training & Development. Note that your "supervisor" at your simulated organization has given you a specific training/development task to complete, and has also provided you with general details of the training needs assessment. You have also been provided with a few tips and insights that will help you formulate your plan of action.

Your output should be a presentation detailing your plan of action to respond to your supervisor. Your presentation should be no more than 10 minutes. Presentations should include your narration and a visual aide (PowerPoint, Prezi, Emaze, Microsoft Sway, Microsoft Mix, and/or a detailed outline are acceptable).

Your work will be graded on content, critical thinking, clarity, creativity, and correctness.

Training evaluation is a critical component of the training cycle. Consider some stronger ways to measure training success instead of the traditional Pretest/Posttest training evaluation:

Training vs. No Training - The most meaningful results are those that are compared to a control group. Instead of looking only at pre- vs. post-training behavior, performance, or productivity, why not compare the performance of the group that received the training with that of a group that did not receive training? The hope would be the trained group would way out-perform their untrained peers.

If you want to go crazy, consider a Solomon 4 Group design where you can compare both pre-post, and trained-untrained.

Trained Group Pre-Training Performance

Trained Group Post-Training Performance
Untrained Group Pre-Training Performance

Untrained Group Post-Training Performance

Reference no: EM133566764

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