Disney Summer Internship Training Program Evaluation - Essay Example

number Disney Summer Internship Training Program Evaluation The model that will be used in this paper is Donald Kirkpatrick's Four Level Evaluation Model. The model was published for the first time in a string of articles in the Journal of American Society of Training Directors in 1959. While Kirkpatrick's work is now normally referred to as "levels", he never used that term, preferring to name them as "steps". Additionally, he never referred to it as a model but used terms such as techniques for conducting the evaluation (Craig, 1996). The four steps of the evaluation according to Kirkpatrick include: 1. Reaction – This is how the learners reacted to the learning process. The reaction in this case might be positive or negative. 2. Learning – This step tries to gauge the level at which the learners acquire knowledge and skills. 3. Behavior – This step seeks to find out what changes in the job performance were as a result of the learning process. 4. Results – this step concerns itself with finding out the results that arise from the learning process in terms of increased efficiency of operations and improved production and quality. (Kirkpatrick, 1959) This model is relatively important as it provides a valuable tool in the process of planning, trouble shooting and evaluation. But though this level is used for training purposes, the model can also be used for other applications in the learning processes such as informal learning, education and development (Nadler, 1984). Kirkpatrick wrote that his objectives would be related to the traditional classroom programs, the most general form of training. He further stated that many of the procedures and principles can be applied to all manner of training activities that includes participation in outside programs, performance review, planned instruction, and the comprehension of selected books (Craig, 1996). This paper would seek to evaluate the Disney Internship training program plan. In the paper, the plan will be weighed according to Kirkpatrick's model to find out what changes should be made to the plan, if the objectives of the plan were achieved, the strength and weaknesses of the plan, to identify the people that should participate in future programs, what participants benefited the most and what changes, if any, should be made to the program to make it better. The objective of this training plan is to increase the quality of service provided by interns through the dissemination of knowledge to them that they can use and apply to their workplace to improve their efficiency and productivity. Another objective of the plan would be to increase the number of students who would come back to the organization to work as full time employees. This is because, after the intern training program, they would have been introduced into the working world and trained as full level employees. Further, the plan will introduce a seminar course so as to enable the interns to share in the culture of Disney. This is whereby the interns will be introduced to the various activities that go on in the organization. This will fast track their intake into the work force of the organization, boosting their individual confidence and the overall performance of the organization. The plan would also enable the interns to network with the managers and high level employees of Disney and this will open up even more opportunities for them. The training methods in this training plan will include the use of the standard in-class training alongside other techniques of training including the use of simulations, behavior modeling, mentoring, on the job training and job rotation. These various methods of training will aid the intern in mastering the necessary skills required for the job. These methods of training will guide an individual more comprehensively as it seeks to not only impart the knowledge needed, but also to give a hand on approach to tackling the job. Using this plan will improve the efficiency of the intern in retaining the skills imparted. Job rotation will also improve the efficiency of the interns by enabling them to gain experience, not just of a particular kind but throughout various departments in the organization. There is indeed a marked difference between the cognitive and affective reactions to training. The abilities of the interns to store the various skills and knowledge gathered throughout their period of training will largely depend on how they react to the training. Those who are more inclined to the affective reaction will better absorb skills when they are in the working environment and they have a hands-on experience. They react better to situations where they can see the skills in use and have an opportunity to try out the job themselves. On the other hand, the cognitive types will gain knowledge better when they are given the knowledge in a classroom setting or are given the knowledge in the form of a book or article. The internship training plan includes both the affective and cognitive methods of training through the combined use of the traditional classroom setting to disseminate knowledge as well as the hands on approach to their training. Learning as already mentioned will take on both the affective and the cognitive approach to ensure that every intern will get the best kind of training and will become more efficient. The cognitive training includes the use of; lectures, discussions, audiovisual, case studies and behavior modeling, while the affective learning methods will involve on the job training, job rotation and mentoring. Trainee behavior is an issue that is largely dependent on the policies of the organization. For example, the behavioral policy of Disney is strict and the guidelines have been laid down. For instance, grooming is a major part of the organization and there are specifications about how each employee should dress. The results of the training program will seek to create employees that are ready for the job market. The plan has put this issue into perspective by bringing in the issues of grooming on the job training. This approach ensures that the interns, once their internship runs out will be ready for the job market. Interns will be required to work in various departments of the organization and gain knowledge. At the end of their internship period, they can be hired back into the company after they graduate. The internship plan will ultimately bring to the company a high return on investment. This is because, the organization will need fewer resources to train new employees as they would hire the interns who are already trained for the job. Also, training interns is expensive than training one employee who still requires a salary. The interns can also be trained as a group requiring fewer personnel to train them than would be for an employee. The contribution of this training to the society will be important. The program will not only seek to produce employees for Disney but will also be creating responsible people in the society who are able to take on various roles. For example, the evaluation of every intern to gauge how better they learn will make them adopt the design that works best for them, not only in the current scenario but also in various aspects of their lives. The internship program will also aid the interns to get some valuable contacts with the management of Disney that will aid them later when looking for work. Works Cited Craig, R. L. (1996). The ASTD Training: Development Handbook. New York: McGraw-Hill. Kirkpatrick D. L. (1959). 'Techniques for evaluating training programs.' Journal of American Society of Training Directors, 13 (3): pp21–26. Nadler, L. (1984). The Handbook Of Human Resource Development. New York: John Wiley & Sons. Read More