Types and Significance of Evaluation of Training Program

Evaluation is an assessment of something or making an observation of the outcome whether good or bad. An example of evaluating is after the Year 8 disco, was the year 8 pupil’s filing out an evaluation form on how they thought the event went. There are many different ways to evaluate such as minutes of meeting, questionnaires, post-event papers and circulation list.

The outcome evaluation process consists of a six stage model. The first stage is to build agency commitment and to clarify expectations. The second stage is to build agency capacity to measure the outcomes. The third stage is to identify the outcomes, indicators, and data collection methods. The fourth stage is to collect and analyze the outcome data. The fifth stage consists of improving the outcome measurement system. The sixth and final stage consists of using and communicating the outcome information.

Process evaluation is used to determine if the program activities have been implemented as intended. Outcome evaluation is used to measure effects of a program in the target population by estimating the progress in the outcome objectives that the program is to achieve (CDC, n.d.).

“Outcomes evaluation is often described first by looking at its basic components. Outcomes evaluation looks at programs as systems that have inputs, activities/processes, outputs and outcomes -- this system's view is useful in examining any program!

A process evaluation is a tool utilized to identify the key components of intervention that are effective and under what conditions. Additionally it also evaluates the extent to which a program is being implemented as planned. A process evaluation can be broken down into six steps which are depicted in the diagram below. In order to engage stake holders the process must begin at the evaluation cycle. Stakeholders in regards to our program include those who are directly involved with program operations. This includes the staff utilized to procure supplies and equipment, those involved in the delivery of supplies equipment, those who distribute educational materials, those that perform diabetic testing and those that interact with the target

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

Process evaluation: Assess how the treatment programs within the community is being implemented and whether the program is effective or ineffective and if the objective has been reached and if healthy behaviors are occurring at the individual level within the community.

Process evaluation aims at evaluating the effectiveness of a process or a system, which is in this case a shelter for homeless young women. The results of a process evaluation is used to derive policies for continuous process improvement. In this assignment, I assume that the evaluation is more customer-oriented, and the result of the evaluation is going to be used towards providing better quality of services for the homeless women living in the shelter.

The rationale of this evaluation is to confirm that the goals of the program are being meet. That the children are being educated in making healthy choices and participating in the program. In order for the evaluation to be accurate research needs to determine if the program will be effective.

The evaluation process consists of different standards and guidelines for evaluators and stakeholders to follow. The use of evaluation may remain constant, but

There is no set way to evaluate an evaluation process, however, if several aspects are taken into consideration during the process, it will lend itself to a more structured accountability process. The first thing that should be examined is the evaluator, what qualities, degrees, and/or background knowledge do they possess. Next, a decision should be agreed upon about what needs to be reported of the evaluation: “Was the report in a clear and concise format? “ “How was the report intended to be used?” are jus a few of the questions that should be examined before evaluating the evaluation instrument. Another important aspect of evaluating the evaluation is ” how will it affect the stakeholders involved

Performance review process is a helpful source in which the work performance of an employee is reported and assessed. The performance review process is a vital factor of career development and include routine assessments of workers overall performance. According to Marien (1992), the performance review process is a "strategy session" in which the employee and the supervisor decide on the best path to customer satisfaction and personal development.

By sharing evaluation findings, you can communicate the value of your rural health promotion or disease prevention programme, market the program to other groups and individuals, secure more funding, and influence policy decisions (Rimer and Glanz, 2005). Consider the following when developing a plan for sharing your evaluation results:

Evaluation – is the stage when the company monitors and assesses the budges performance. The budget committee should be taking a look at variances and impacts internal and external to see effects on the budget. This is the stage for reflection.

o Performance evaluations are formal review processes designed to encourage the informal day-to-day practice of performance management, while providing a framework in support of merit pay adjustments, promotion and employment decisions. Evaluating staff performance and helping employees develop their skills are important duties associated with performance management. Performance management begins with supervisors and employees collaboratively setting goals and standards, clearly communicating performance expectations and evaluating the results during the performance evaluation process.