Evaluation Methods
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Evaluation Methods
Describe three different types of evaluations to perform during training.
There are several types of evaluations that must be carried out to ensure that training is conducted effectively for the benefit of the trainee as well as the trainer. In order to achieve this, there are certain things that must be considered to ensure success in training is attained (Bennett, 2003). The things to be considered are the levels of evaluation that play a very important role in evaluating the entire training exercise. They are;
Knowledge acquisition – since examinations are not conducted to employees after a training session, chances are that employees will not utilize the most of what they have acquired. For an organization to be certain that, its employees got the best out of the training attended; it must conduct a knowledge acquisition test to them. When employees become aware that what they learnt will be tested against them, they will tend to utilize every opportunity. This move ensures that the organization reaps the best and most of training its employees.
Measurable business improvement – the most important reason that employers organize trainings for their employees is to ensure that their businesses get the best out of its employees (Patton & Patton, 2002). Because of this, employers have the right to know what impact a training will have on their businesses in order to improve the overall performance of the business.
Return on investment (ROI) – any organization must put into consideration the kind of returns it will have on training its employees. Knowledgeable employees will result in effective performance of the organization and as such, employers must wisely make decisions to ensure that it is the right move to make when it sends its employees to training.
Which methods do you advise for your training group?
In order for trainers to ensure that trainees get the best information intended for them, they can use several methods to facilitate this. These methods include;
Lecture – this method of training is used to pass information to a large group of people. Professionals’ use this method to impart knowledge when information materials are not readily available and a lot of information has to be conveyed at a short time uses it (Bennett, 2003). In order for this to be successful, language barriers should not be present.
The Lecture/Discussion – this method of training is used to pass information to a relatively small group of people. People who are familiar to each other and already have the knowledge of what the training is about use it. Language barriers should not be present for effective communication to take place.
The Skill Lesson – this method is used teach correctness and job safety, confidence development, speed and accuracy achievements, and to encourage employees on their work.
On-the-Job Training – this is a four step training method that prepares an employee on the things he need to have to produce the best to the organization. This method prepares, presents, corrects, and encourages an employee to bring out the best they have for the good of the organization (Patton & Patton, 2002).
Why did you pick these evaluation types?
These evaluation types are used to ensure that an employee becomes goal oriented when attending a training session. Having the thought of the organization in mind when attending training shapes an employee to be centered on the kind of information he is to achieve. Because of this, an employee trains for the good of the organizations as well as self. What I pick is that these evaluation types are done for the benefit of the employees and the organization as well.
References
Patton, M., & Patton, M. (2002). Qualitative research and evaluation methods (3rd ed.).
Thousand Oaks, Calif.: Sage Publications.
Bennett, J. (2003). Evaluation methods in research. London: Continuum.
