Evaluation methods for a cultural diversity training session

¶ … Training Session

A Cultural Diversity Training Session

In light of the increasing importance of promoting workplace diversity, it is imperative that the organization carries out a cultural diversity training session that will see the employees embrace each other's cultural differences. It will also foster an inclusive environment where all opinions are respected. According to Brislin (2008), cultural diversity is essential for the maintenance of a balanced organization because as employees with different backgrounds interact, they are able to put their differences aside and work towards achieving the organization's goals.

There will be four steps in the evaluation process that will be used to assess the success of the training session. The methods applied in evaluation are outlined in the table below

Goals

Evaluation Method

Issues addressed

Training Validity

Participant evaluation forms and questionnaires that will feature different questions on the meaning of cultural diversity, its importance and implications.

How much the trainees learned from the session.

Transfer Validity

An interactive forum between all the participants of the training session, where a controversial issue will be debated.

How trainees will deal with the different opinions passed across in the forum.

Intra-organization validity

An interactive forum between participants of the training session and a group of people that have not been trained on the importance of cultural diversity

How the trainees level of respect for other cultures will be different from those who have not been trained

Inter-organization validity

A review of recent complaints in the company and the use of questionnaires and interactive forums to assess the need for the training program in the other company

Whether the needs of the other organization are the same as those of our company, which will determine how successful the training will be.

Training validity

The trainees need to show that they understood what they learnt, in this case what cultural diversity is, and how it is applicable in the work environment (Wentland, 2007). The major questions that will be addressed by the evaluation forms and the questionnaire include: did the trainees understand what culture is? Do they recognize the bearing culture has on people's opinions? Are they aware of word and phrases that may be considered inappropriate in different cultures? How well can the trainees identify different areas of the workplace environment that highlight the importance of cultural diversity?

Intra-organizational validity

It will be harder for the trainees to maintain their composure in a forum where some participants have not been trained. This other group of participants may use derogatory terms, become disrespectful or offend others in the debate as they may be more intent on winning. A debate forum between the trainees and an untrained group will be able to measure how different the performance of the trained group is different from the untrained one.

Inter-organizational validity

This measures how well a training program can be implemented in another organization. Since the needs of organizations are different, it is important to first find out what the other organization requires. The use of questionnaires and interactive forums that tackle various cultural issues will show how much the organization needs diversity training. A review of complaints from employees and consumers will also show to what extent cultural diversity influences positive results in that organization.