Training Evaluation Methods in Management

This article discusses the different types of training programs in management and the evaluation methods used to assess their effectiveness.

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6.1 Training Evaluation methods
Employee training program can be classified into six types, orientation training,
onboarding training, technical skill development training, soft skill development training,
product and services training and mandatory training. Orientation is being considered as the
most common types of training program in which, the corporate culture, company mission and
values, organizational structure and leadership practices are being shared (Roussel, Gruson &
Galan, 2019). Onboard training is being considered another important training type that is being
prepared by the leader for reaching the departmental goals and objectives. In the technical skill
development training program, sharing the knowledge technologies, the skills of the participants
are being improved. Through the soft skill development training process, personal attributes as
well as internal interaction process in the workplace is being improved. The product and service
training is about sharing the knowledge with the new employees regarding the product and
services which are being offered by the company. Mandatory training is a general type of
training in which the training regarding occupational health and safety is being provided. The
soft skill development training program can be chosen in case of improving the internal culture
in the workplace. Adopting soft skill development of training program, the internal culture can
be improved, which can help to ensure individuals engagement in the organizational growth. By
choosing this training type, personal attributes as well as internal interaction process in the
workplace can be improved, which can help to develop the interaction process in the workplace
(Ashrafioun et al., 2016).
In the year 1950, the training evaluation model has been introduced by Kirkpatrick,
which has been developed based on the probability process (Kirkpatrick & Kirkpatrick, 2016). In
the first step, reaction is being measured based on the satisfaction level of the participants. In

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order to implement the soft skill development training program, after sharing the aim of the
training participants, there reaction needs to be analyzed. In the second level, learning will be
analyzed for understanding if the training process can be able to increase the skills as well as
knowledge of the participants or not. In the third stage, the behavioral characteristics of the
participants will be judged. After the completion of training process, how it has impact on
changing the behavior of the participants will be analyzed. In the final level, result is being
determined in case of identifying the positive impact of the training program on the business.

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References and bibliography
Garvey, R., Garvey, B., Stokes, P., & Megginson, D. (2017). Coaching and mentoring: Theory
and practice. Sage
Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick's four levels of training evaluation.
Association for Talent Development.
Lancer, N., Clutterbuck, D., & Megginson, D. (2016). Techniques for coaching and mentoring.
Routledge.
Moldovan, L. (2016). Training outcome evaluation model. Procedia Technology, 22, 1184-1190.
Ashrafioun, L., Gamble, S., Herrmann, M., & Baciewicz, G. (2016). Evaluation of knowledge
and confidence following opioid overdose prevention training: a comparison of types of
training participants and naloxone administration methods. Substance abuse, 37(1), 76-
81.
Roussel, S., Gruson, B., & Galan, J. P. (2019). What Types of Training Improve Learners’
Performances in Second Language Listening Comprehension?. International Journal of
listening, 33(1), 39-52.