Evaluation | RU Training @ Roosevelt University in Chicago

Category Archives: Evaluation

Training Evaluation Series Part 4: Measurement Tools from Scholarly Publications

Posted on October 9, 2017 by Kathleen Iverson 7 comments

Last week, in the post, “Measuring Intangible Benefits,” you were introduced to strategies to locate tests that allow you to quantify the intangible outcomes of training by using the Mental Measurements Yearbook. As you will find, the “Yearbook” reviews commercially available tests, but there are many other tests in published research studies. The best database available to locate tests is PsychTests,

Training Evaluation Series Part 3: Measuring Intangible Benefits

Posted on October 2, 2017 by Kathleen Iverson 27 comments

When considering the word “intangible” terms like ethereal, ghostly, spectral, unearthly and supernatural come to mind. Not exactly how we think of the efficient and grounded process of calculating the return on investment (ROI) of training. In the Phillips ROI Methodology (see diagram below), intangible benefits are those that not readily converted to a monetary value; outcomes that are difficult

Training Evaluation Series Part 2: Formative Assessment

Posted on September 25, 2017 by Kathleen Iverson 25 comments

Few words elicit a more immediate and visceral response than the word “test.” That’s because, in most educational settings, we have testing all wrong. Often, tests are s a primary measure of success and in some instances can have lifelong ramifications—like the ACT and SAT—on one’s future. The same holds true for training evaluation. We often focus on summative evaluation

Training Evaluation Series Part 1: Survey Design Basics

Posted on September 18, 2017 by Kathleen Iverson 29 comments

This fall RU Training will offer a series of articles addressing advanced topics in training evaluation. I hope that these posts will benefit our current students and our alumni. This series assumes a basic knowledge of both Kirkpatrick’s Model and Phillip’s ROI Methodology. The first article addresses survey design basics. Surveys are an essential tool throughout the training process. Before

The CPLP: Driving Success

Posted on September 12, 2016 by Kathleen Iverson 9 comments

Celebrating its 16th birthday this year, the CPLP exam has established itself as the certification of choice for workplace learning professionals who meet the testing criteria of five years of experience in training related areas (your MATD counts toward this). The CPLP certification offers training professionals a way to demonstrate and communicate their mastery of the ATD competencies. Even though our curriculum

Does Diversity Training Work?

Posted on March 14, 2016 by Kathleen Iverson 14 comments

As our workforce becomes increasingly diverse, organizations look to training to increase communication and collaboration and reduce conflict. Diversity training is defined as any program designed to facilitate positive intergroup interaction, reduce prejudice and discrimination, and generally teach dissimilar others how to work together effectively (Bezrukova et al. 2012) But does diversity training deliver? A recent review suggests that the

Adjust your expectations and rethink the rubric

Posted on September 18, 2014 by Kathleen Iverson 70 comments

Rubrics show great promise as both a way to communicate expectations and to assess performance. In just a few short years, rubrics have become an essential resource in the race to make higher education more accountable. Can it be long before this unpretentious tool, once confined to k-12 classrooms, finds its way to the workplace? How can we best employ

Perfect Performance Objectives

Posted on September 2, 2014 by Kathleen Iverson 72 comments

By: Kathleen Iverson At first glance, the premise of the perfect performance objective is deceptively simple. Dick and Carey (2009) define performance objectives as statements of what the learners will be expected to do when they have completed a specified course of instruction, written in terms of observable performance. To most novice designers, this sounds easy enough—write down what learners

Beyond the Myers-Briggs: Assessment tools for Organization Development Practitioners

Posted on June 11, 2014 by Kathleen Iverson 18 comments

Each year millions of copies of the Myers-Briggs Type Inventory (MBTI) are administered by counselors, coaches, and consultants yet some experts in the field of psychometrics are not impressed by the reliability and validity of the instrument. Still, others feel that its role in executive coaching is very limited (see Wagner 2003, Using the MBTI as a tool for leadership