The Logic Behind Training Evaluation

It is not out of the ordinary for businesses to venture into holding training programs for their employees, both old and new. This is because there are just so many new things, like, methods, procedures, and technologies alike, popping all over the business world. Moreover, the implementation of these new methods or procedures, as well as the usage of these new technologies, can bring forth a lot of advancement and improvement in the company.

Thus, it is of much importance for businesses to hold training programs and sessions for their employees when deemed needed. And in ensuring the effectiveness of these training sessions, it is then important for businesses to undergo training evaluation.

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Training evaluation actually refers to the process of scrutinizing all aspects of training sessions held by businesses. After all, training programs and sessions are given so that the members of a company's workforce would acquire new job skills or enhance the present ones needed in performing certain tasks that come with their jobs.

To make sure that these training programs do fulfill their purpose, there should then be training evaluation; and this is not done without the use of training metrics.

There is actually a method of training evaluation introduced by Donald Kirkpatrick in 1994 that is being used by many companies today. This method is comprised of four levels.

The first level focuses on the reactions of the participants of the training program. It is at this level that the perceptions of the participants regarding the training program are measured by the managers themselves. This stage is very important towards achieving improvement for both the participants and the organization as a whole. If the perceptions and the reactions of the participants towards the training sessions are negative to begin with, then there is not much hope for positive outcome.