Thus, a task may fall into any of the six boxes of this 2 X 3 matrix. For example, a task performed below standard may also be under-trained, indicating that more training time might be allocated to that task to improve its effectiveness. Finally, efficiency and effectiveness results are integrated with training transfer data. Training transfer examines whether or not learning transfers from the course to the job. Efficiency is measured in terms of the average number of times each task is performed on the job.
Effectiveness is measured in terms of graduate abilities to apply what was taught.
This information is integrated into the 2 X 3 matrix and is displayed with the tasks that fall in each box to allow course designers to see, in one place, all of the data that are related to each task. Examined separately, the results of training efficiency, training effectiveness and training transfer data provide useful information for understanding and changing different aspects of a training system. Training effectiveness data suggest that for tasks performed below the performance standard, course revisions may be necessary while tasks performed above standard are less likely to require course changes. Training transfer data indicate that more task experience might be required early on-the job to facilitate job performance where the opportunity to perform the trained tasks is low. However, these data are more useful when considered in combination.