Developing a Computer Training Evaluation Plan

The information that is collected is information based on knowledge, attitude and behavior. The evaluation should be done to see if the trainee’s knowledge has increased due to the training, or if the information provided to them during the training has helped them expand on the knowledge that they already have. In the case of the social agency, the evaluation should look at if the managers were able to learn the key methods of encouraging and supporting the employees. The trainee’s attitude towards the training process and the intended

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

The training development team will evaluate this and make any relevant training. The method of monitor effectiveness of the training will include testing of the trainee at the end of the course to see if the skills were mastered. The success of the mastered skills will be compared to the problems identified by the needs assessment to see if there were any reductions in the complaints. For example, The prior rate 78% of returns should be used as a baseline when making a comparison to monitoring for

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

What is a training program? A training program are programs created for teaching employees in particular skills. Employee training is an essential in maintaining a great staff and keeping everyone communicating. Having a training program that is well created to establish and achieve maximum results. The requirements of the training program are recognized during a training needs analysis (TNA). When a training program is executed properly, it would increase total production and provide the understanding, skills and approaches the employee would need to have a successful performance. The paper would reflect the creation of a two-part training program for twenty employees which would cover the training necessity to push the

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Purpose of the evaluation: What aspect of the program would you assess? How does this complement the larger group evaluation? (5 points)

Evaluation of the program should be ongoing, in the best effort to target issues within the program as efficiently as possible. Evaluation should be built into the program, making it effortless for those involved to provide the necessary information to create useful evaluations. Additionally, any evaluation should be cost effective, so as to not hinder the program as a whole. Any evaluations must also be done ethically and conducted competently. It is also important to disseminate the results of evaluations to interested and appropriate audiences.

Section 2: Content. In this assignment, you will apply what you have learned about the use of training to make improvements in employee performance in support of organizational objectives. The organization that I have selected is the Recruiting and Retention battalion for the Army National Guard for the state of Georgia. The area where performance does not meet expectations or could use some improvement is in setting appointments and converting interviewees into applicants. My paper will address the following aspects and objectives: 1) Identify a performance gap that can be closed by a training and development program; 2) How I would design an effective training program to address this performance gap; 3) Provide details of the training program and explain how it would close the performance gap and 4) Explain how the results will be measured.

The evaluation of a program can be simple and informal or complex and very formal or a combination of the two. For every program designer or manager there are benefits to program evaluation and a necessity to evaluate the program. Program evaluation tells you whether the time and effort spent in and on the program is worth it ("Why Program Evaluation is Important | National Center for Women & Information Technology," n.d.). This is a look into what program evaluation is, why a program should be evaluated, the different models of evaluation, and an in-depth look at one specific model – The Goal Free Model.

Centrally track employee training progress and certification and education requirements, and analyze the impact the training has had on performance reviews and promotions.

The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.