Training and Development: Evaluation

Running head: TRAINING AND DEVELOPMENT
Training and Development
Name of the Student
Name of the University
Author Note

1TRAINING AND DEVELOPMENT
Topic: Evaluation
In respect to the evaluation of the plan of training program, it will be justify to assert
that the motivation behind the training program would build the productivity dimension of
the worker remembering the hierarchical development. The entire thought of the training
would be aptitude advancement of the workers so the efficiency of the representatives is
expanded.
The training activity included 10 trainees where the objectives of the training were to
increase the productivity of the employees, improvement of the quality of their services, the
learning of the various techniques in order to reduce the time to be consumed for their
operations and proper management of the timing. Apart from this, the training had many
other important objectives like the proper understanding of the safety measurement, the
incorporation of the knowledge regarding the technological advancement and the effective
management procedures.
For the evaluation of the training’s effectiveness, the Kirkpatrick’s model was applied
where the evaluation was divided into four parts. The parts were Reaction, Learning,
Behavior and Results. The first two parts of the mentioned model observed the application of
the Likert Scale for the evaluation of the responses of the trainees and on the other hand, the
responses in the behavior and the results part were descriptive in nature.
Kirkpatrick’s model:
Reaction:
The concerned level is significantly focused towards the response of the trainees. The
level of the satisfaction or the degree of favorableness obtained by the trainees in response of
the training activity is usually gets described in this stage. Apart from this the training’s
impact on the job of the trainees is achieved in this sage. In this case, the stage was conducted

2TRAINING AND DEVELOPMENT
by a specific question to the trainees regarding the value of the training activity on the career
of the trainees as professional individuals. 7 out 10 respondents were observed to happy with
the training’s impact on their career. To be specific, 5 of the 7 were observed to acknowledge
the value of the training in their career and the rest two were significantly happy with the
improvement that they had in their operations after the training activity. On the other hand,
one of the respondents were seen to be disagreeing with the fact that the training was valuable
for career and two remaining trainees were confused with the impact of the training on their
career growth.
Learning:
The mentioned stage describes the level of the achievement of the knowledge or the
skills, the confidence and the attitude towards the development and the level of commitment
shown by the trainees. In this case, the trainees were asked a question regarding the training’s
impact on the improvement of their self-efficiency. Majority of the respondents were
observed to acknowledge the fact that the training sessions were able to increase the self-
efficiency of the employees. 6 out of the 10 respondents were observed to choose the agree
option and 1 chose the strongly agree option among the majority respondents who considered
the training to be progressive and on the other one among the rest three were observed to get
confused along with that, the rest two were observed to disagree the effect of the training on
the improvement of the self-efficiency.
Behavior:
The stage specifies the ability of the trainees to implement their learning during the
training and their attitude towards the training activities. In this part, 7 out of the 10 trainees
were observed to have significant improvement in their behavior, attitude and the
commitment to the process of development. On the other hand, rest of the remaining trainees