2. Chapter 41 Training for Organizations Research Skills

3. Training for Organizations Chapter 42 Research Skills Review: One minute elevator speeches: Why do a needs assessment? Why do an evaluation?

4. Training for Organizations Chapter 43 Selected Methods The observation method The interview method The survey method Testing

5. Training for Organizations Chapter 44 A Step-by-Step Approach Step 1. Identify needed data Step 2. Determine who has the answers to your questions Step 3. Design the data collection instrument determine major points, questions, and sequence of the questions develop a coding or tabulating method to analyze findings

6. Training for Organizations Chapter 45 A Step-by-Step Approach (cont.) Step 4. Have “experts” review the draft instrument Step 5. Field test the instrument, then distribute it to or interview targets Step 6. Analyze and interpret responses

7. Training for Organizations Chapter 46 The Questions Categorical questions How many people do you supervise? Likert-type questions On a scale of 1 to 7….. Open ended questions

8. Training for Organizations Chapter 47 The Observation Method Types of variables descriptive inferential evaluative

9. Training for Organizations Chapter 48 The Observation Method Recording observational data elapsed time recording frequency recording interval recording continuous recording

10. Training for Organizations Chapter 49 The Observation Form Group work: Develop an observation form you could use as a guide in observing a newly hired training instructor.

11. Training for Organizations Chapter 410 The Interview Why do it? Why not do it?

12. Training for Organizations Chapter 411 Interview Guides Structured questions “How many performance appraisals did you conduct last month?” Open questions “When conducting performance appraisals, what were your biggest challenges?”

13. Training for Organizations Chapter 412 Preparing for the Interview 1. What do you need to know? 2. Who has the answers?

14. Training for Organizations Chapter 413 Choices at the Design Stage How many people to interview? Interview one-on-one or in small groups? In person or by telephone (video conferencing?) Location of interview (privacy, comfort, interruptions)

15. Training for Organizations Chapter 414 Preparation for the Interview Will interviewees need to show you something, such as their use of technology? Audiotape? (questions of confidentiality) Need for repeated access? (and relationship-building) Potential problems (e.g., getting them to talk; getting them to stop talking!)

16. Training for Organizations Chapter 415 Conducting the Interview Put the interviewee at ease Explain why you are there & why the interviewee was chosen Estimate how long the interview will take Explain what you will do with responses note-- Questions should be designed to help the client clarify issues rather than provide information for the interview.

17. Training for Organizations Chapter 416 The Interview Strategy Listening is more than hearing One study reported that we spend 70% of our day communicating: writing 9% reading 16% talking 30% listening 45%

18. Training for Organizations Chapter 417 Stages of Interviewing plan (who, what, when, where) prepare (template-based questions) set the stage (“partner” with interviewee”) collect data (keep in mind the purpose of the interview) close the interview (summary, thanks) follow-up (copy of results?)

19. Training for Organizations Chapter 418 Preparing for the Interview What do you need to know? Who has the answers?

20. Training for Organizations Chapter 419 Choices at the Design Stage How many people need to be interviewed? Interview one-on-one or in small groups? Should the interview be in person or by telephone? (videoconferencing?!) Where should the interview be held? How long should the interview be? How should data be recorded?

21. Training for Organizations Chapter 420 Choices (cont.) Will interviewees need to show you something, such as their use of a technology? Audiotape? (questions of confidentiality) Need for repeated access? (and relationship-building) Potential problems (e.g., getting them to talk; getting them to stop talking!)

22. Training for Organizations Chapter 421 Stages of Interviewing plan (who, what, when, where) prepare (template-based questions) set the stage (“partner” with interviewee”) collect data (keep in mind the purpose of the interview) close the interview (summary, thanks) follow-up (copy of results?)

23. Training for Organizations Chapter 422 The Survey Method The method has a long history…population counts and surveys of crop production (Why? Taxes!) Sociologists first linked data collection instruments with statistical procedures for analyzing their data

24. Training for Organizations Chapter 423 Designing a Questionnaire Questionnaire Template Directions Body Ending Demographic Data

25. Training for Organizations Chapter 424 The Mail Questionnaire Advantages Low cost Greater anonymity Considered answers Accessibility (wider coverage) Disadvantages Requires simple questions No opportunity to probe No control over who responds Often low response rate

26. Training for Organizations Chapter 425 Group Assignment To assess computing needs of students, write two: categorical questions Likert-style questions open-ended questions

27. Training for Organizations Chapter 426 Tests Measure how well someone does a specific task or what they know about given content Must be valid and reliable

28. Training for Organizations Chapter 427 Types of Tests Pretests (for placement purposes) Formative (evaluate learning progress) Diagnostic (identify learning problems) Summative (determine that learning occurred)

29. Training for Organizations Chapter 428 Creating and Using Tests 1. Record test items 2. Review and edit test items Use a table of specifications to ensure coverage and match with learning objectives 3. Arrange the items in the test and prepare directions for the test 4. Administer and score the test

30. Training for Organizations Chapter 429 Experimental Methods Used in training environments to provide evidence of the usefulness of a specific training intervention. In short, is one learning method better than another, and if so, to what degree?

31. Training for Organizations Chapter 430 Using Experimental Designs Post-test Only Design X O 1 Pre-test, Post-test Design O 1 X O 2

32. Training for Organizations Chapter 431 Two-group Pre-test, Post-test Design O 1 X a O 2 O 1 X b O 2 Four-group DesignO 1 X a O 2 O 1 O 2 X a O 2 O 2

33. Training for Organizations Chapter 432 Time series O 1 O 2 O 3 O 4 X O 5 O 6 O 7 O 8

34. Training for Organizations Chapter 433 Review The importance of a good data collection instrument How to write good questions Important instrument guide design elements The importance of planning

35. Training for Organizations Chapter 434 Exercise: Break into groups again Then, using the sample interview guide one person play the role of the interviewer, one the interviewee Those watching should use the check sheet provided

36. Training for Organizations Chapter 435 Summary & Questions What did you learn? Any questions?

37. Training for Organizations Chapter 436 See you on next week!