BUS407 Week 8 Scenario Script: Evaluating the Training Slide # Scene/Interaction Narration Slide 1 Scene 1 / Deborah’s Office (Talking to the student) Deborah: Hello! Last week, we reviewed the Computer-based training methods. Remember, these methods are excellent in terms of time and consistency of the training. However, they have higher implementation cost than the traditional methods. In addition, we covered the development and implementation of our training program. We reviewed the components of an instructional strategy or training plan and we decided to work under the Experiential Learning Model. Now that we have only two weeks to go, we must decide how we will evaluate our training program. We must evaluate our training program to guarantee continuing support to any future training effort. Slide 2 Scene 2 / Taormina’s Conference Room (Talking to the student) Deborah: One important concept related to evaluation is Return on Investment. Return on Investment, or ROI, is a performance measure used to evaluate the efficiency of an investment. This ROI could be measured in monetary or non-monetary terms. Designing the evaluation of training consists of two phases. Let’s review them. The first phase is process data evaluation and the second phase is outcome data evaluation. Process data evaluation compares the developed training to what actually takes place in the training program. Outcome data evaluation determines how well training has accomplished its objectives. Let’s take a look at where they fit into the evaluation phase of the training process model. Slide 3 Interaction Slide This slide will have an interactive model of the evaluation phase as illustrated in the textbook. The student will click on each box to learn information about each step. Slide 4 Scene 3/ Taormina’s Conference Room (Deborah talking to student) Deborah: We need to outline the steps of our process data evaluation. Remember, process data evaluation is used to compare the executed training with the planned training. Our first step is analyzing the processes used to develop the training for Taormina. This is called the “before training” step. Second, we need to analyze the processes and techniques used to deliver the training program. This is called the “during training” step. Now let’s review the outcome data evaluation. Remember, outcome data evaluation is used to determine how well the training met or is meeting its goals. There are four levels of outcome data evaluation: reactions, learning, job behavior, and organizational results. We need to review all of them before we decide which one to use. Let’s see… Slide 5 Interactive Slide Students will interact with buttons on the slide to view information about each level of outcome data evaluation. Level Definition Reactions Used to determine what the trainees thought about the training. Learning Serves as a pre-training measure of trainees’ knowledge, attitude, and skills. J ...

1. BUS407 Week 8 Scenario Script: Evaluating the Training
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1 / Deborah’s Office
(Talking to the student)
Deborah: Hello!
Last week, we reviewed the Computer-based training methods.
Remember, these methods are excellent in terms of time and
consistency of the training. However, they have higher
implementation cost than the traditional methods.
In addition, we covered the development and implementation of
our training program. We reviewed the components of an
instructional strategy or training plan and we decided to work
under the Experiential Learning Model.
Now that we have only two weeks to go, we must decide how
we will evaluate our training program.
We must evaluate our training program to guarantee continuing
support to any future training effort.
Slide 2
Scene 2 / Taormina’s Conference Room
(Talking to the student)
Deborah: One important concept related to evaluation is Return
on Investment.
Return on Investment, or ROI, is a performance measure used to
evaluate the efficiency of an investment. This ROI could be
measured in monetary or non-monetary terms.

2. Designing the evaluation of training consists of two phases.
Let’s review them.
The first phase is process data evaluation and the second phase
is outcome data evaluation.
Process data evaluation compares the developed training to what
actually takes place in the training program.
Outcome data evaluation determines how well training has
accomplished its objectives.
Let’s take a look at where they fit into the evaluation phase of
the training process model.
Slide 3
Interaction Slide
This slide will have an interactive model of the evaluation
phase as illustrated in the textbook. The student will click on
each box to learn information about each step.
Slide 4
Scene 3/ Taormina’s Conference Room
(Deborah talking to student)
Deborah: We need to outline the steps of our process data
evaluation. Remember, process data evaluation is used to
compare the executed training with the planned training.
Our first step is analyzing the processes used to develop the
training for Taormina. This is called the “before training” step.
Second, we need to analyze the processes and techniques used
to deliver the training program. This is called the “during
training” step.

3. Now let’s review the outcome data evaluation. Remember,
outcome data evaluation is used to determine how well the
training met or is meeting its goals.
There are four levels of outcome data evaluation: reactions,
learning, job behavior, and organizational results.
We need to review all of them before we decide which one to
use.
Let’s see…
Slide 5
Interactive Slide
Students will interact with buttons on the slide to view
information about each level of outcome data evaluation.
Level
Definition
Reactions
Used to determine what the trainees thought about the training.
Learning
Serves as a pre-training measure of trainees’ knowledge,
attitude, and skills.
Job Behavior
Determines whether the training transferred to the job.
Organizational Results
Determines if any change after the training was completed.

4. Slide 6
Scene 4/ Deborah’s office
Deborah: Okay! We need to decide which level to use for
Taormina. Remember, this is Taormina’s first training program,
so you might want to cover all angles.
What do you think?
Slide 7
Scene 5/Test your Knowledge
What level or levels of outcome data evaluation are most
applicable to Taormina’s new training program?
Reaction:Incorrect. We need to know the trainees’ impression
about our training program. This will assist us in improving
future training efforts. However, we might need to evaluate
something else to confirm the effectiveness of our training
program.
Learning: Incorrect. We can compare the effectiveness of the
training by assessing trainees’ KSAs before the training occurs.
However, we might need to evaluate something else to confirm
the effectiveness of our training program.
Job Behavior: Incorrect. This level is an attitudinal measure,
which will provide data about the effectiveness of the training
opportunity. However, we might need to evaluate something
else to confirm the effectiveness of our training program.
Organizational Result: Incorrect. We need to review how well
our training objective solves Taormina’s sales issue. However,
we might need to evaluate something else to confirm the
effectiveness of our training program.
All of the above: Correct! We should use all of them to fully
evaluate the outcome of our first training program. Through
these four levels, we will obtain enough data to improve any
future training effort.

5. Deborah: We need to know the trainees’ impression about our
training program. This will assist us in improving future
training efforts. However, we might need to evaluate something
else to confirm the effectiveness of our training program.
Deborah: We can compare the effectiveness of the training by
assessing trainees’ KSAs before the training occurs. However,
we might need to evaluate something else to confirm the
effectiveness of our training program.
Deborah: This level is an attitudinal measure, which will
provide data about the effectiveness of the training opportunity.
However, we might need to evaluate something else to confirm
the effectiveness of our training program.
Deborah: We need to review how well our training objective
solves Taormina’s sales issue. However, we might need to
evaluate something else to confirm the effectiveness of our
training program.
Deborah: I agree! We should use all of them to fully evaluate
the outcome of our first training program. Through these four
levels, we will obtain enough data to improve any future
training effort.
Slide 8
Scene 6/Deborah’s Office
Deborah: Great job today!
We understood the importance of evaluating training programs
and we reviewed the steps of the evaluation process.
We discussed how important it is to evaluate the process data
and the outcome data. Remember, the evaluation of training will
ensure continuing support to our HR training initiatives.
Please participate in discussions about the topics we covered

6. today, as well as completing relevant e-Activities.
See you soon!
Research Paper Instructions
READ THESE INSTRUCTIONS THOROUGHLY!
Please use the MLA format not the APA format and the
Instructor uses Turnitin to check for plagiarism.
Here are the details: The Topic will be “Education and Success”
1. The research paper will need to be at least 6 FULL pages
long, not including the Works Cited page at the end. Do not go
over 7 pages.
2. The paper will have MLA Style for documentation of
citations, sources, and essay formatting. Please refer to the
resources located throughout the course for information and
assistance. Also, feel free to contact me individually by email at
least a week before this project is due (this allows for response
time) with any questions you might have. NOTE: quotes must
be integrated into a sentence and NOT stand-alone quotes. The
quoted part may not be longer than one text line - a text line is
one line on a page. Quotes are used to support your ideology -
NOT to fill pages. Integrating quotes into sentences of your own
words shows an ability to master the written language and
professionalism in writing. Use no more than two quotes from
each research source on your Works Cited page.
3. You are to select your own topic for this research project.
The proposal submitted earlier in the course will determine your
topic.
4. The paper will need to have a deductive thesis to keep the
paper focused and organized. Unit 3 explains how to develop
the thesis and use it for an organization.
5. Include one visual aid such as a picture, graphic, table, chart,
etc. in the research paper and give credit (document according
to Purdue OWL) to the source of this visual aid. In the six pages
this assignment requires, the graphic can take up no more than
one-half of one of those pages. (That really means 5.5 pages of

7. writing with .5 of a page allowed for the visual aid). This visual
aid requirement is to be in compliance with state guidelines for
the class.
6. The paper needs to have at least 4 outside sources. At least
half of the sources you use need to be non-internet. By non-
internet, this means general web pages found through a search
engine such as Google Advanced Search. It is acceptable to use
library sources that are accessed online, such as the college's
system of OhioLINK and the EGCC Gateway. Please refer to the
links below for assistance in accessing these library sources.
https://egcc.edu/wp-content/uploads/2017/10/ONLINE-
LIBRARY-QUICK-START.pdf (Links to an external site.)
https://egcc.edu/wp-content/uploads/2017/10/PASSWORD-
LINK-information-Oct-06-2017.pdf (Links to an external site.)
7. The paper uses a formal, academic tone of voice: third
person. Third person is "he or she," "they," "one." Do NOT use
first person of "I," or "me," and do not use second person of
"you."
8. The paper is an original creation for this course session and
not a reworking of any previous essay submission from any
prior course experience.