Part 2_Assess Training Effectiveness

Part 2: Assess Training Effectiveness

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Part 2: Assess Training Effectiveness

Supermer Technologies should assess the effectiveness of each training program to determine its impact on the operations of the company. The main aims of the training programs were to improve the productivity, skills, and creativity of the employees and improve the brand of the company, which would provide it with a competitive advantage. This is the main reason as to why the company should be committed to the training its employees and spend its valuable time and finances to ensure the effectiveness of the training programs.

Supermer Technologies should assess the effectiveness of the each training program using Kirkpatrick’s Four-Level Training Evaluation Model. It comprises of proven methods to determine the effectiveness of any training regime. It is the industry standard in evaluating the effectiveness of training programs. The model comprises of four levels – reaction, learning, behavior, and results (Kirkpatrick & Kirkpatrick, 2016).

Reaction is the first level of the training evaluation model. This involves understanding the reaction of the learners towards the training. It would be first step in fully understanding the reception of the training among the employees of the company. It would require Supermer Technologies to evaluate if each training program was useful and relevant, whether it was enjoyable, and if it accommodated the pace and learning styles of the learners. This would help the company to get the bigger picture and know how it can make the most of what has been learned in the training. Feedback forms and bulkpost-training surveys can be used in measure the satisfaction of the learners after undertaking each training program (Kirkpatrick & Kirkpatrick, 2016).

Learning is the second level in the training evaluation model. This would involve measuring the skills that the employees are required to gain after undertaking the training. It can be undertaken by conducting bulkpost-tests or quizzes after the completion of each of the training programs. This process would help in verifying the knowledge or skills that the employees have acquired in real time (Kirkpatrick & Kirkpatrick, 2016). Supermer Technologies can either use a written quiz or on-the-job practical evaluation to determine the knowledge and skills that the employees have acquired after undertaking the training programs.

Behavior is the third level of the training evaluation model. It would involve determining the level to which the employees have applied what they have learned from the training in their job-behaviors. It involves determining the application of the skills and knowledge gained from the training in the daily activities of the organization (Kirkpatrick & Kirkpatrick, 2016). This would be undertaken using feedback and report from supervisors, on-the-job observation, self-assessment questionnaires, and employee interviews.

Results is the fourth level of the training evaluation model. It involves measuring the impact of the training program in improving the performance of the organization. Supermer Technologies would measure the tangible results that have caused by the training program. This would require the company to use various metrics to determine the results of the training. It would measure the improved productivity and work quality, customer satisfaction, employee engagement, and reduced duration of undertaking various activities (El-Gohary, 2012). This would help in determining the return on investment (ROI) of the training programs.

In conclusion, it would be vital for Supermer Technologies to use all the steps in evaluating the effectiveness of each of the training programs. It should not simply use one of the levels of Kirkpatrick’s Four-Level Training Evaluation Model.

References

El-Gohary, H. (2012). Transdisciplinary marketing concepts and emergent methods for virtual environments. Hershey, PA: IGI Global.

Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick’s four levels of training evaluation. New York, NY: Association for Talent Development.