wk 3 program design and evaluation
Respond to the following in a minimum of 175 words:
Recall the readings and activities you have completed this week and research a TED Talk or other academic video that applies to one or more of your weekly objectives.
Answer the following questions and include a link to the video:
- What do you find interesting or surprising about the information in the video?
- How does it relate back to your weekly objectives?
Reply to at least two of your classmates. Be constructive and professional in your
Training requires the firmâ€™s investment of time and finances. For this reason, it is important to determine if the training conducted is yielding benefits for the organization. Otherwise, it can result is the incorrect allocation of resources. Training evaluation is a good way to determine the effectiveness of a training program. According to Noe (2017), the firm should conduct an analysis of its training needs to answer the following questions: Why are we conducting a training? How is it related to the business? Who needs training? What should be the training content? What are the training objectives? and What is the transfer training plan?
Answering these questions will also provide the framework to identify the best method to gather information and understand how the training program has influenced the employee and the company. Ultimately, the training method aims to confirm that the employee is walking away with new skills and that will increase productivity and help the organization reach its goals.
Measurable methods, such as surveys, can be used to collect feedback from all parties involved in the training process: employees, managers, trainers, third parties, customer, and field experts. The training evaluation should capture the following: Reaction outcomes, learning or cognitive outcomes, behavior and skill outcomes, and affective outcomes.
Reaction outcome refers to the traineeâ€™s perception of the program which also include facility, trainers, and content. Typically known as instructor evaluations, these could be surveys completed at the end of a course.
Learning or cognitive outcomes refer to the degree to which trainees are familiar to the training material. It aims to determine if the trainee acquired the new skills or knowledge the training intended to provide. Tests and self-assessment are common ways to measure learning or cognitive outcomes.
Behavior and skill outcomes refer to extend to which trainees have learned the intended skill trained. This can be measure through performance observation.
Affective outcomes refer to the attitude or disposition of the trainee towards the training and career development. Measuring this outcome can be a guide to understanding the employeeâ€™s goals and career development aptitude.
The following video can help illustrate the importance of training development and its different components: https://www.youtube.com/watch?v=vzYOHU3zDjs
Workplace Orientation is Not Training was a very valuable and informative Ted Talk. I will be honest in saying I do not like a lot of Ted Talks, but this one put into words how I have felt for a long time. Both my parents own small businesses and I have had many conversations about business practices. Constantly adding value to employees with training is something I have helped my mom with her business. She owns a drug testing business. There are new developments in testing technology and also retraining on standard operating procedures is vital. Making sure the workers do the same process every time goes to ensure there is no deviation in the procedure. This is important because they get brought into court from time to time and have to defend their procedures. Having constant training and a well laid out procedure has ensured their credibility to defend their findings when the findings are challenged. Investing more than just items to bring a little enjoyment, like a foosball table, will ad value to the company and only make it better overall.