In This Assignment You Will Evaluate Various Approaches To

In This Assignment You Will Evaluate Various Approaches To Evaluating

In this assignment, you will evaluate various approaches to evaluating a training program and then create an implementable post-training evaluation form to assess your results. The training program is titled "Basic Manufacturing Skills for New Employees," targeting 100 new employees with basic skills in mathematics, engineering, language, and reading. The program combines lectures and practical applications, focusing on different skill levels: basic skills for immediate impact, intermediate skills for advancement, and advanced skills for supervisory roles. You are tasked to write a three-page paper that addresses the following points:

1. Identify the process you would use to plan and implement an effective training evaluation, supporting your choice with a rationale.

2. Develop a post-training evaluation form in a Microsoft Word document, including specific measurable areas and a valid rating scale.

Paper For Above instruction

The process of evaluating a training program is critical to determining its effectiveness and guiding future improvements. An effective evaluation process involves systematic planning, clear criteria, and reliable measurement tools to assess whether the training objectives are achieved. One widely accepted approach is the Kirkpatrick Model, which evaluates training across four levels: reaction, learning, behavior, and results (Kirkpatrick & Kirkpatrick, 2006). This model provides a comprehensive framework to assess immediate feedback, knowledge acquisition, behavioral change, and organizational impact.

To plan and implement an effective training evaluation, I would begin with defining specific, measurable learning objectives aligned with organizational goals. These objectives serve as benchmarks for evaluating success and help ensure all stakeholders have a shared understanding of desired outcomes (Bates, 2015). Next, I would design evaluation tools tailored to each level of the Kirkpatrick Model, such as post-training surveys for reaction, pre-and post-tests for learning, supervisor assessments for behavioral change, and performance metrics for results.

The evaluation process also involves establishing data collection methods that ensure reliability and validity. Combining quantitative measures (e.g., test scores, performance data) with qualitative feedback (e.g., interviews, open-ended survey questions) provides a holistic view of the training's effectiveness (Noe, 2017). Moreover, involving participants and managers throughout the evaluation fosters engagement and ensures the collected data accurately reflect the training's impact (Kennedy, 2016).

One rationale for choosing this structured approach—such as the Kirkpatrick Model—is its proven effectiveness across diverse training contexts. It facilitates continuous improvement by providing actionable insights at each level. For example, if reactions are positive but behavior change is lacking, the training content or delivery methods can be adjusted accordingly. Furthermore, aligning evaluation criteria with specific measurable outcomes avoids vague judgments and supports data-driven decisions.

Regarding the post-training evaluation form, it should encompass specific, measurable areas that correspond with the training objectives. For instance, areas might include knowledge of manufacturing processes, skill application on the production floor, understanding of safety procedures, and confidence levels in performing tasks. Each area would be rated on a Likert scale—from strongly disagree to strongly agree—or a numerical rating, such as 1 to 5, to quantify responses systematically.

A sample evaluation form might include items like:

• I now understand the key manufacturing processes covered in the training.
• I feel confident applying new skills in my daily work.
• The training has improved my knowledge of safety protocols.
• I am satisfied with the quality of the training program.

Each item would have a rating scale, such as:

• 1 - Strongly Disagree
• 2 - Disagree
• 3 - Neutral
• 4 - Agree
• 5 - Strongly Agree

Including space for additional comments enables participants to provide qualitative feedback, further enriching the evaluation data. This comprehensive form allows managers to identify areas of strength and opportunities for improvement, supporting continuous development of training programs.

In conclusion, implementing a structured evaluation process like the Kirkpatrick Model, coupled with a well-designed measurement tool, ensures that training programs are thoroughly assessed and continuously improved. Clear, measurable assessment areas and valid rating scales enable organizations to make data-driven decisions to enhance employee skills and overall organizational performance.

References

• Bates, R. (2015). Introduction to Educational Evaluation: Theory and Practice. Routledge.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
• Kennedy, P. (2016). Managing Continuous Improvement in Workforce Development. Training Journal, 32(4), 45-50.
• Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
• Phillips, J. J., & Phillips, P. P. (2016). Evaluation: Methods and Applications. Routledge.
• Brinkerhoff, R. O. (2003). The Success Case Method: Find out Quickly What's Working and What's Not. Berrett-Koehler.
• Saks, A. M., & Burke, L. A. (2016). Self-Directed Learning in the Workplace. Human Resource Development Quarterly, 27(4), 399-426.
• Reio, T. G. (2016). Evaluating Training Effectiveness: A Step-by-Step Guide. Performance Improvement, 55(4), 34-40.
• Holton, E. F., Bates, R. A., & Ruona, W. E. (2016). Development of a Comprehensive Model of Training Effectiveness and Metrics. Human Resource Development Review, 1(3), 285-319.
• Broad, M. L., & Newstrom, J. W. (2011). Mastering Training Transfer. Berrett-Koehler Publishers.