|Due By (Pacific Time)
||11/27/2016 12:00 am
reply must be 250–350 words and be supported by 1 other scholarly source in current APA formatting. All sources must be current, or published within the last 5 years. Do not use other textbooks aside from course materials and do not repeat sources used in the thread in your response.
What metrics might be useful for evaluating the effectiveness of a company's training?
The training department is an integral part any organization. The department can influence each employee from start to finish. Trainers have a unique ability to connect with people through many levels of learning. However, you must assess their skills to capture and continue the level of learning they provide. Identifying the key components and their effectiveness across the organization provides essential benefits for the employer and the employee.
The key to identifying these skills is to find a method to gather the information and opinions of people who take the training. Trainers normally provide assessments at the end of a class to determine how well they did. The assessment normally consists of a series of questions in which the student can rate the content and performance of the class and trainer. The questions range from the ease and understanding of the class to how well the trainer did. Was the trainer easy to understand? Did you find the information learned useful? How well did the trainer interact with the other members of the class? These are all questions which could be used to evaluate class and the trainers. Once received, these become measurable outcomes for the training department. The assessments can help to identify gaps in knowledge and resources (Cox, D. 2011).
Many departments also find other ways to evaluate the effectiveness of the training department. In-house surveys are offered in conjunction with online training resources for professional development. These surveys capture information which can be measured to provide an overall outlook of the training. In addition to the survey method, some companies will also partner trainers with other trainers to provide paired or buddy training. With this concept, students evaluate the trainers and the trainers evaluate each other. The observations are a resourceful learning tool for some companies (van der Gluten, C., & Verhaegen, B. 2013). It provides an opportunity for peer assessments with each of the trainers and the students. It helps to identify the strengths and weaknesses of each trainer while providing opportunity for reflection. This has proven effective in organizations with large employee populations. Peer evaluations also promote a competitive spirit amongst team members.
When evaluating the department, the surveys provide the most effective means of gathering the information. They provide an anonymous and detailed approach to capturing information. The information could enhance the current curriculum or bring new materials and methods for learning. The information could also recognize great trainers in the department or weed out the ones that may not be doing a great job.
Companies rely on training departments to provide the skills needed to maintain and grow their organizations. Therefore, evaluation of what they do is key to the overall success of the employee and the organization.
Cox, D. (2011). Education 101: How to improve your department's training program. Biomedical Instrumentation & Technology, 45(4), 279-81. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/893429790?accountid=12085
Noe, R. A. (2013). Employee Training and Development (6th ed.). New York: McGraw-Hill/Irwin.
van der Gluten, C., & Verhaegen, B. (2013). In-training assessment developments in postgraduate education in Europe. ANZ Journal Of Surgery, 83(6), 454-459. doi:10.1111/ans.12190