Date of Award

12-2000

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Abstract

The purpose of this study was to investigate the effectiveness of a private vocational training organization's selection procedures and training programs. Specifically, the selection and training process was analyzed by employing qualitative and quantitative approaches that determined the relevant contribution the process had on employee selection and preparation. As part of this evaluative research, plant managers and supervisors from three machine manufacturing organizations, the program director and faculty of the training organization, and former trainees perceptions were used to compliment the quantitative analysis. Statistical analysis was conducted by assessing the predictive power of interview ratings, aptitude tests, and training tests.

Qualitatively, stakeholders' perceptions revealed the training organization had effectively reduced the training burden on the machine manufacturing organization. Quantitatively, the selection process was shown to be significantly predictive in one of two training programs.

There were two main recommendations emerging from this applied research. One, the use of mixed methods was instrumental in judging the effectiveness of the vocational training organization. Stakeholders' perceptions illustrated that the training program was working and helped to explain the relationships between predictor and criterion measures.

The second issue of interest within this research was the lack of validity between well-known mechanical comprehension aptitude tests (BMCT, FACT Assembly, FACT Components, EAS Numerical, EAS Spatial, and SRA Perceptual Speed) and measures of subjective and objective performance. Due to increases in machine and computer technology, mechanical aptitude as measured by these tests may no longer adequately measure the abilities needed for the machine manufacturing positions.

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