Training Evaluation

1065 words 5 pages
“Companies are investing millions of dollars in training programs to help gain a competitive advantage.” (Noe, 2008, pg. 197). Russell Mill Distribution Center has a high rate of back injuries with many of our employees due to improper lifting. To be positive that our proper lifting techniques training session will be effective and beneficial to our company we will create a training evaluation. “A training evaluation is the process of collecting the outcomes needed to determine whether training is effective.”(Noe, 2008, pg 197). “An evaluation is important because it will help improve the quality of training, insure that money is being spent on training, insures that objectives are being met, improves performance of employee and the …show more content…

Learning evaluation has a major advantage because it can provide formative evaluation information that can be used to improve future versions of the training program. Behavior is the next level in measuring the training effectiveness. To measure this behavior we will collect data to determine “what extent did participants change their behavior back in the workplace as a result of the training.”("Why measure training," 2010). ) We will use on the job observation to note if the employees are correctly lifting with the proper techniques. “Evaluation of implementation and application is an extremely important assessment - there is little point in a good reaction and good increase in capability if nothing changes back in the job, therefore evaluation in this area is vital, albeit challenging.” ("kirkpatrick's learning and," 2009) . The last level is level 4-Results. It is basically what will the organizational benefits resulted from the training. We will measure the results from our training of proper lifting techniques by interviewing the managers to see if the employees are using the techniques that are discussed in the training. We will also measure the results by collecting data such as lower absenteeism, and fewer accidents do to improper lifting. We used D.L. Kirkpatrick’s four level frameworks in order to categorize the turning outcomes. The outcomes we will use are cognitive


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