Training Evaluation

Training Evaluation

Introduction

The training evaluation process is an essential part of the training program of the company. Organization is not only accountable for the training of employees; they are also responsible to make sure that the knowledge has been transferred to them effectively. Training methods will be used to evaluate the training process for the improvement in training program, where information will be collected to verify whether current training program is supporting the company to progress the performance of its business. In this paper I am going to select the best evaluation method based on my understanding of various methodologies. I will write the purposes and objectives of training evaluation, and I will define the chosen evaluation method and the reason to choose the method.

Discussion

Background

The company has completed the process to analyze the need in developing customer service training program and it is about to implement the training program for the development of their employees. The training program focuses on transferring product knowledge, use of technology, laws that can impact on products and business, ways of communication in term of listening, speaking and writing, problem solving, and stress management. The company has developed the plan to implement training program, but before implementation the program, it is important for the company to evaluate the training development program. Training evaluation is the process of examining a program to check whether training has the desired effect. It will make sure that the employees will be able to implement the learning from training program in their regular work routine.

Purpose of training evaluation

Training evaluation will determine the effectiveness of training program (WHO, 2013). The main purposes for training evaluation are feedback, research, control, power games, and intervention.

Feedback: It will allow the employees to give feedback about their outcome of learning and defining objectives.

Research: It will to find the relationship between obtained knowledge, transference of knowledge at the place of work, and training.

Control: It allows controlling the training program. If the training program is not valuable or effective, then necessary changes can be brought up in training program.

Power games: Sometimes, top management level uses the data to maneuver it for their own advantage.

Intervention: Training evaluation allows determining whether the actual outcomes from training program meet the expected outcomes.

Objectives of Training Evaluation

The training evaluation system will be carried out to achieve two primary objectives.

To improve the training, if it is not effective and not delivering the desired performance of the company.

To report back to executive management about six months after the program has been delivered.

Approach to Training Evaluation

It is important for the training profession to know right approach and technique to conduct training evaluation (Wang & Wilcox, 2006). Training evaluation methods must be selected based on the objectives of the training development program and meet the expectations and demands of the organization. The information for the training evaluation can be gathered from the evaluation of competency learning and evaluation of competency application.

Evaluation of Competency learning

The evaluation of competency learning determines that whether employees have learned the training ...