IM Group Assignment

This document discusses evaluating an Alcohol/Drug Abuse Prevention Program training using the Kirkpatrick and COMA models. It outlines key variables to measure like reactions, learning, behavior, motivation, and results. Data should be collected on workplace accidents, EAP program utilization, and absenteeism/performance to assess the program's effectiveness.

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IM Group Assignment

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Learning & Development Individual

Case Analysis

The Alcohol Drug Abuse Prevention Program

Submitted to: Dr. Vinit Singh Chauhan

Submitted by: Aryan Raj – 202012053

The Kirkpatrick model of training evaluation would be appropriate in this case because it is
one of the most popular models of training evaluation and it is widely used. There are four
levels of this model, namely Reaction, Learning, Behaviour and Results. The reaction level
helps in determining the response of the participants, the learning level helps in deciding
what the participants learned from the training, the behaviour level determines if the
participants are using what they learned, and the results level measures the stakeholder's
expectations against the results. Behaviour of the employees, the need to use drugs or
alcohol, reaction to the training, implementation of recovery steps, and many more such
variables should be measured. This can be done through proper feedback and implementation
on behalf of the organization, and the managers as well.
To evaluate the Alcohol/Drug Abuse Prevention Program, the most appropriate model of
training evaluation would be the COMA Model.

 (C) The case detail does not provide a clear indication how well training was transferred
and if the skills were mastered. The supervisors should understand the new policy and be able
to clearly explain the policy to their employees in a group setting.

 (O) Trainees should come out with a great understanding of what support systems are in
place and who can help them apply the skills. Do trainees know that there are additional
support systems in place and have resources to ensure they know what signs to look for in
relation to substance abuse.

 (M) Determine if the trainees are motivated to apply their newly learned skills. If
supervisors recognize there are issues, are they motivated to assess the situations, relieve the
employee if unsafe and direct the employee-to-Employee Aid? Failure to do this may indicate
issues with training and transfer.

 (A) Determine if the trainees have developed the attitudes that allow them to feel capable
of applying their new skills on the job. Do the supervisors feel fully confident in their ability
to identify possible substance abuse and fully take action on the policy and steps? The
inability to do this may indicate that further training is needed or additional role playing.
This evaluation could then further determine if the training that was implemented resulted in
a positive change in the behaviour or not. The COMA model would be able to help ascertain
this through the success of the model’s 4 phases.

Main variables to measure:

 Reactions: Conduct focus groups to gauge whether participants felt the training would be
useful in their role and whether they were satisfied with the content. Gauge both affective and
utility reactions.

 Learning: Conduct testing of both declarative and procedural knowledge through written
tests and situational tests.

 Behaviour: Self-reporting: Has knowledge been transferred to team? How many employees
have been identified as having suspicious behaviour?

 Motivation: Test motivation to transfer new skills through questionnaires. i.e., How
important is it to reduce accidents at work? How likely is it that you will apply the learned
training on the job?
 Self-Efficacy: Validate trainee confidence through questionnaire. i.e., How confident are
you that you can explain the new policy to your subordinates? How confident are you that
you could answer questions related to the new policy?

 Perceived Support: Can be measured through a questionnaire.

 Organizational Perceptions: It is important to recognize those that are putting forth an effort
in adopting and implementing the new policies This can be measured through a
questionnaire.

 Organizational Results: Records should be able to show a decrease in workplace accidents

following the implementation of training and the new policy.

Information to be collected to address program improvements:

 Rate of workplace accidents: There should be a significant decrease in workplace accidents
and no bystander or death associated accidents.

 Increased utilization of EAP program: If supervisors are identifying substance abuse and
referring employees to the EAP program, there should be an increase rate of use.

 Change to absenteeism rates: Healthier individuals will come to work. Absenteeism rates
should improve, especially those related to workplace injuries.

 Increased job performance: Higher performance due to limited substance abuse should
produce overall increased job performance.

Taking into consideration the seriousness of the incidents, the data collection design I
would like to recommend is the “Post Only Data Collection Design” for this particular
case. This Alcohol/Drug Abuse Prevention Program should have an immediate impact
and it should not be a slowly executed program. This program should have a
predetermined level of efficiency and sophistication. The trainees should be evaluated
on the job and sufficiently tested to ensure knowledge transfer without any issues.