Please read the questions and answers and write a positive paragraph on one of t

Question

Please read the questions and answers and write a positive paragraph on one of the questions. Q1. Assume that you were the training manager in the Westcan case (in chapter 4). How would you suggest evaluating the training, assuming they were about to conduct it as suggested in the case? Be as specific as you can. Aside from using the four levels by Kirkpatrick, and questionnaires, surveys, etc. I would also employ the use of operational and organizational analysis along with a person analysis. These three, combined with the aforementioned strategies, can lead to a successful training evaluation. An operational analysis will help to define the requirements of the jobs and can be used to outline the training needs for such. The organizational analysis examines the strategy of an organization along with the objectives, goals, practices, and systems and how they affect the performance of employees. The person analysis ensures that the employee has the proper KSA’s to effectively complete their daily duties within their jobs. Q3. Name some of the steps in the evaluation process? Evaluating the cost and benefits of training are two important steps in the evaluation process. One needs to determine whether the materials provided to the employees are worth the money spent. Will the employees actually be able to use the information that is given to them? Will that information be worth the price? Our text states that there needs to be evidence of cause and effect to know if these steps are successful in the process.

Explanation / Answer

The use of organizational analysis, operational analysis and person analysis is an effective way of training evaluation. Organizational analysis helps establish the link between organization’s goals, objectives and strategies and the performance of its employees. Operational analysis investigates whether the job requirements are relevant and adequate. At the last level, person analysis evaluates the effectiveness and adequacy of employees’ KSAs. In addition to these three analyses, Kirkpatrick’s four level training evaluation model helps objectively analyze the effectiveness and impact of training. The four levels are reaction, learning, behavior and results. First level, reaction, measures the employees’ reaction to evaluate how well the training was received. Learning measures how much the training resulted in increasing the knowledge of the training participants. At behavior level, change in behavior is measured as an indicator of training evaluation. At the results level, organizational results are measured. The three analyses together with Kirkpatrick’s four levels make a holistic approach to training evaluation.

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