Evaluation Of A Training Program

After completing our task needs assessment, we continue with the construction of our lesson plan. Within this lesson plan we need to assure that the transfer of training is exchanged accordingly. For this to take place, a cost-benefit analysis needs to be conducted. It is imperative at this level of training and development to conduct a cost-benefit analysis for Verizon Wireless Corp. This method/technique is designed to determine the feasibility of a training project or plan by quantifying its costs and benefits; meaning

We proposed to use the four levels of learning evaluation: Reaction, Learning, Behavior and Results for all training program. We plan to develop evaluation survey that trait to answer the following question: Reaction: How was the training overall? What did participants like and dislike?; Learning: What knowledge and abilities did participants learn at the training?; Behavior: How have participants applied the skills they learned? And Results: What was the effect on the agency or organization?. We plan to evaluate the Program Recruitment, Enrollment trainee, and Completion of training for feedback and identify weaknesses and provide suggestions for program improvements.

The training and development programs should also expand beyond employees to include suppliers, vendors and customers themselves. As the company is working on the global level, everyone who is involved in the supply chain should be provided training so as to improve the accuracy of the products and the efficiency of the business. These training and development objectives should be supported by the management and all employees because otherwise, the learning will be obstructed. The training design process also calls for developing an evaluation plan. After every few months, all employees should be tests to see how much training has contributed to their competencies. A cost benefit analysis should also be conducted to see how much return the company has

Evaluation involves the assessment of the effectiveness of the training programs. This assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program, whether they learned something from the training and are able to apply those skills at their workplace. There are different tools for assessment of a training program depending upon the kind of training conducted.Since organisations spend a large amount of money, it is therefore important for them to understand the usefulness of the same. For example, if a certain technical training was conducted, the organisation would be interested in knowing whether the new skills are being put to use at the workplace or in other words

Fully explain the purpose of a training needs analysis (TNA). Argue the conditions under which a TNA is always necessary, and offer two examples when a TNA might not be required.

Finally, Person Analysis is exactly that, it analyses data about the trainee e.g. is the problem related to motivation, their resources or environment, their recruitment or their learning and training? This can be analyzed through the use of Performance Analysis Quadrants and assessed by performance appraisals, observation, work samples, interviews and checklists or charts. Most simply the Persona Analysis dictates who will receive the training, their level of expertise on the subject, their current learning style, and the person to train them (Amna, Sumaira 2012).

The personality profile is then completed by the job holder to assess strengths and weaknesses. This is then compared with the requirements of the job and the resulting training needs identified. A computer program is used to assess these needs based on the information inputted into the computer. Another often used training needs analysis tool is brainstorming and Meta planning. This diagnostic uses two techniques - the first is brainstorming which involves staff putting forward their ideas regarding the skills and knowledge that they think are appropriate and required; the second technique is called Meta planning and this is used to allow the staff group to select and prioritize their training needs.

A training program should also evaluate the skill gap and incorporate it to the training program. A training strategy should then be developed with these objectives and skill gaps in mind. A training program would also need management and employee commitment in order for it to be successful (Kasperik&Herlevi, 2009).

Employee training and development also plays important role in evaluation system. Evaluating employees’ strong and weak points is the first thing in deciding which type of training employee needs. Training is an activity purposed for improving and developing the performance, skills or help employee to gain new and specific knowledge that needed for his/her

This section is concerned with evaluation of the programme. This model has five stages and is illustrated in the Training Evaluation Model diagram.

Like employee development, employee training is a continuous process. When aligned with business objectives, the training provided becomes more relevant. Any training programs created by an organization should have a criteria that defines success to be able to ensure that the investments in training provides a return to the organization, to ensure this continues a re-evaluation of the training programs should be completed regularly (Thomas, 2012).

The first step in designing a training system for your company is to determine what

Training needs assessment refers to the process of identifying the performance requirement of a worker. Training needs management evaluates the leaning and development needs of the workers in the organization. An organization that implements training needs assessment effectively manages its resources by directing them to productive departments. The main aim of training needs management is to improve productivity, improve quality of the products and improve resource management in the organization. Training needs management works by identifying the current performance levels and comparing it to the target performance expected of the organization. Management should formulate policies to fill the gap in performance identified during the training needs analysis (Barbazette, 2006).

Given that many organizations view training as a way to gain competitive advantage, and considering the costs associated with training development and implementation, it’s important that trainees learn the necessary knowledge and skills and transfer what they learned to the job successfully.

I was hired as a Training Specialist I for Cardinal Bank in September of 2014. I believe part of my success in landing the job was because of new theories I had learned in the Human Resources Development program.