Effective Training Evaluation Plan

An Effective Training Evaluation Plan

Eric Carwell

Argosy University

Business Psychology | BUS423 A01

It is no secret that the basic skill set of the employees is a major growth factor for the development of any organizations. Having unskilled employees definitely assures that the organization will not run as effectively and efficiently as it should. Any business operating in this manner for a long time could ultimately lead to the closing of its doors. Taking these facts into consideration, it is clear to see that implementing and keeping a continuous education process of employees is essential for the continued growth of an organization. CE (Continued Education) keeps our employees sharp as well as up to date with the lasted

It is a key factor, which enhances the competitive powers of the company by arming the employees with all the basic necessities to be updated by following the latest trends of the modern environment. Keeping employees up to date with the latest changes, positively influences their performances resulting in a well-trained company staff. Apart from the efficiency, our department reduces the circumstances of unplanned events, such as accidents in the workplace. Safety training of the employees is paramount as it provides them with the knowledge they need to safely to operate equipment and avoid as many physical accidents as possible while operating such equipment (Kirsty Saddler and Jan Hills; 2011). Moreover the training process of the employees also increases the chances for a promotion within their area of expertise such as salary hike, etc... Thus giving our company an opportunity to effectively manipulate the future outcomes with regards to growth and

Below are how we use these four levels to verify the effectiveness of our training. The Reaction level basically focuses on the effective learning of the employee along with their reactions, when they are provided with the training. This process involves determining if they are happy with the experience or unhappy. The Learning level, is centered on verifying if the knowledge level of the trainees increased after the training session. This is assessed by the administration of test and quizzes. The Behavior level involves evaluating whether the trainees behavior has changed in some shape form or fashion from the way it was when the training began. One way we evaluate this is by directly measuring their job performance. In most cases, the performance reflects their training, which is a good indication that their behavior has changed. The Results level (the last and final level) is where we look to see what benefits were gained overall from the training received, which means that this level is a combination of all of the levels before it. More specifically what we look for here are the outcomes we were hoping to achieve from the beginning such as: higher morale and increased production. I think it goes without saying that the training we provide is very much essential for the organization to grow and maintain in the current