Evaluating the Training Effort

With today’s emphasis on measuring result, it is a crucial that the manager evaluate the
training program. There are several things you can measure, participants reactions to the
program, what the trainees learned from the program, and to what extent their on the job
behavior results changed as a result of the program.
We are follow two basic issue to address when evaluating the program. One is the design of the
evaluation study and, in particular, whether to use controlled experimentation. The second is,
what should we measure?

Designing the study

Our training main object was how effective way we can create aware among employees sexual
harassment knowledge and how detrimental it is at a workplace. Another objective is how we
can be sure that the training caused the results that we are trying to measure

Controlled experimentation
Controlled and experimentation is there for the evaluation process of choice. We believe that a
controlled experiment uses a training group and a control group that receive no training. Data
are obtained both before and after one group is exposed to training and before after a
corresponding period in the control group. We all are agreed that it’s a kind of conscious
training this make it easier to determine the extent to which any change in the training group
performance resulted from the training, rather than from some organization wide change like a
rise in pay.

Training and the Workplace

Most training takes place in an organizational setting, typically in support of skill and knowledge
requirements originating in the workplace. This relationship between training and the
workplace is illustrated that we measure in this Figure
Using the diagram in as a structural framework, we can identify five basic points at which we
might take measurements, conduct assessments, or reach judgments. These five points are
indicated in the diagram by the numerals 1 through 5:
1. Before Training
2. During Training
3. After Training or Before Entry (Reentry)
4. In The Workplace
5. Upon Exiting The Workplace

Training effective to measure: We categories of our training outcome four way

Reaction: Reaction may best be defined as how well the trainees liked a particular training
program." Reactions are typically measured at the end of training. However, that is a
summative or end-of-course assessment and reactions are also measured during the training,
even if only informally in terms of the instructor's perceptions.
Learning: Test the trainees to determine whether they learned the principle, skill and facts
were supposed to learn.
Behavior: Changes in on-the-job behavior. Hence we have not enclosed this one in quotation
marks. It is deemed useful, therefore, to assess behavior changes at the end of training and in
the workplace. Indeed, the origins of human performance technology can be traced to early
investigations of disparities between behavior changes realized in training and those realized on
the job.
Results. Most important we ask yourself “what results did we achieve, in term of the training objectives
previously set?” “Reduction of costs; reduction of turnover and absenteeism, reduction of grievances;
increase in quality and quantity or production; or improved morale which, it is hoped, will lead to some
of the previously stated results." These factors are also measurable in the workplace.