Scenario 5.1: Is Training Worthwhile?
Co-op Credit is a large credit union in Manitoba.Its training program is one that develops financial service representatives.The training consists of several modules,and each is evaluated upon completion.In-house and classroom-based modules teach content,such as computer literacy,cash duties,and introduction to the credit union's products and services,and progresses through to more advanced training,such as consumer lending practices,estates,and minimal mortgage lending.Each three- to five-day module is followed by a work period of three to 12 months,so that employees can apply their knowledge.Training is measured by having participants complete a satisfaction survey at the end of the classroom training,writing exams,and having managers conduct performance reviews on the job-specific competencies that were learned during the training sessions.Co-op Credit union provides development resource kits,which include career assessments,training courses,seminars,books and work opportunities to all their employees.They provide leadership development training and mentoring to their managers.Coop Credit has increased their attention on talent management as a way to attract and retain top talent.
-Please refer to Scenario 5.1.Which of the three evaluation methods used by Co-op Credit Union would be the least effective way to measure training?
A)reaction
B)results
C)behaviour
D)learning

Question

Quizplus · Accepted Answer

Reaction, which is measured by satisfaction surveys, is considered the least effective way to measure training effectiveness because it only gauges participants' immediate perceptions and does not assess whether they have learned or can apply new skills.