Do training effectivness and reply to donald and kathryns

 

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Reflect on and explore the reasons why evaluation is critical to  training success. Discuss the reasons evaluation is critical to  effectiveness of training. Explain the connection between organizational  improvement and training effectiveness.

Your initial post should be 250 to 300 words. Use this week’s lecture  as a foundation for your initial post. In addition to the Blanchard and  Thacker (2013) text, use at least one additional scholarly source to  support your discussion.

Respond to at least two other posts regarding items you found to be  compelling and enlightening. To help you with your reply, please  consider the following questions:

  • What did you learn from the posting?
  • What additional questions do you have after reading the posting?
  • What clarification do you need regarding the posting?
  • What differences or similarities do you see between your initial discussion thread and your classmates’ postings?

Your reply posts to Donald and Kathryns should be a minimum of 150 words each.

Donalds Discussion:

 

The  evaluation of training identifies ways that trainers can improve for the  future. The data gathered from this will assess training and  performance which is vital to an employees future. Trainers can look at  this information and can assess whether or not the training needs to be  changed for future training. By using the direct effective training  evaluation, trainers will be able to collect the required data needed to  asses training. From there they can make changes by increasing or  lessoning everything.

The guarantee that the training is done right comes from the  evaluation training, this in turn will help trainers to assess the  employees skills and knowledge to perform their job well. The evaluation  training will also help measure the output of the training data the  trainer receives, which will make sure that training is in the companys  directive and training needs.

Training evaluation can prove that training is actually good for any  company. It also shows that the trainer shows the value of the training  program by providing management data. This is evidence that if the  training is successful, it can prevent budget cuts to training. An  organizations improvements is a planned change with the intentions of  growing effectively, but by adding training and training for new  positions within. A trainer can gauge training effectiveness by asking  each employee to apply what they have learned when the training is  complete. Then, trainers and managers will be able to assess everything  and what to add or take away if anything from the training provided. 

Blanchard, P. N., & Thacker, J. W. (2013). Effective training:  Systems, strategies, and practices (5th ed). Upper Saddle River, NJ:  Pearson Education, Inc.

Kathryns Discussion:

 

Evaluation  of training is critical to success because it helps organizations to  assess whether or not they have spent the appropriate amount of time,  money, and resources on the specific type of training. Additionally,  evaluations help to identify areas for improvement, or topics that are  no longer effective or appropriate for training. Also,  evaluations help to identify topics that may be better suited for  online training, OTJ training, conventions, learned through teambuilding  getaways, etc. There are many  reasons for an organization to evaluate its training topics and programs  so they can assure that they are not wasting valuable time, money, and  resources. If transfer of learning is not occurring after the training, then this is another reason why evaluations should be conducted. Perhaps  there was a better way to present the information, depending upon the  type of job or the trainees learning style. Perhaps it was a training  that was better suited as a hands on training, rather than a lecture. Or, perhaps there was a way in which to cut down on the length of the training so employees could get back to work. Therefore,  it is imperative for organizations to compare the cost-benefit  evaluation, the cost-effectiveness evaluation, and the cost-savings  evaluation against one another (Blanchard & Thacker, 2013). Above all, training must demonstrate value in order to be considered effective (Blanchard & Thacker, 2013). Yacovelli  (2012), notes that the key reason for training is to maximize the  return on investment (ROI) for the company so they can increase  productivity and revenues. 

References

Blanchard, P., Thacker, J. (2013). Effective Training. Upper Saddle River, NJ: Pearson 

Education.

Yacovelli, S. (2012). How to effectively evaluate e-learning (Links to an external site.)Links to an external site. (Links to an external site.)Links to an external site.. TD Magazine. Retrieved from http://www.astd.org/Publications

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