Building A Training Program In This Assignment
Building A Training Programin This Assignment You
Evaluate various approaches to evaluating a training program and then create an implementable posttraining evaluation form to assess the results. The training program is titled "Basic Manufacturing Skills for New Employees," targeting 100 new employees with foundational skills in mathematics, engineering, language, and reading. The program involves a combination of lectures and practical applications, with different skill levels required for immediate impact, advancement, or supervisory roles.
The task is to write a 2- to 3-page paper that: 1) identifies the process you would use to plan and implement an effective training evaluation, supporting your response with a rationale; and 2) creates a posttraining evaluation form in a Microsoft Word document. The evaluation form should include specific measurable areas with a valid rating scale.
The paper should be submitted as M4_A2_Lastname_Firstname.doc by the due date. Grading will be based on the clarity of the process explanation, the quality of the posttraining evaluation form with measurable criteria and a rating scale, proper APA citations, and overall organization and language quality.
Paper For Above instruction
Designing an effective training evaluation process is essential to determine the success of a program and identify areas for improvement. To evaluate a training program like "Basic Manufacturing Skills for New Employees," I would employ the Kirkpatrick Model, which involves four levels: Reaction, Learning, Behavior, and Results. This model offers a comprehensive framework to assess not only immediate learner satisfaction but also long-term impact on job performance and organizational goals.
The first step involves planning an evaluation that aligns with the training objectives and organizational needs. Before the training begins, clear, measurable learning objectives should be established for each skill level—basic, intermediate, and advanced. These objectives serve as benchmarks for evaluating whether trainees meet the desired competencies after the training. To implement this, I would develop pre- and post-assessment tools to measure knowledge and skills gain. For practical skills, observation checklists and performance tasks can provide tangible evidence of competency development.
At the reaction level, gathering participant feedback through surveys or questionnaires immediately after training offers insights into engagement and satisfaction. This informs whether the training environment was conducive to learning. For the learning level, assessments such as quizzes, practical demonstrations, and self-assessment questionnaires are used to gauge knowledge retention and skill acquisition.
To evaluate behavior change on the job, follow-up observations and supervisor feedback occurring weeks or months post-training can be instrumental. Such measures determine whether employees are applying the skills learned and whether there is an improvement in work quality and productivity. The final level, results, assesses the broader impact, including production efficiency, error rates, safety incidents, and employee advancement within the company.
Supporting this process is a structured posttraining evaluation form. This form should include measurable criteria such as:
- Knowledge comprehension accuracy
- Practical skills demonstration proficiency
- Application of skills on the production floor
- Participant satisfaction level
- Supervisor observations of behavioral change
- Production output improvements
A valid rating scale could employ a 5-point Likert scale—from "Strongly Disagree" to "Strongly Agree"—to quantify trainee confidence, skill application, and satisfaction. For example, statements could include: "I am confident in applying the skills learned," or "The training has improved my job performance."
Implementing this evaluation process requires collaboration with trainers, supervisors, and trainees to ensure the tools are aligned with operational goals and training content. Regular review and updating of the evaluation methods ensure continued relevance and accuracy, fostering a culture of continuous improvement in employee development programs.
References
- Handbook of industrial and organizational psychology (pp. 547-594). Consulting Psychologists Press.