HRMT 160: Training & Development Program Evaluation Report, Fall 2018

This report evaluates a training and development training program using Kirkpatrick's model, focusing on reaction, learning, behavior, and results. The training program involved 10 trainees with objectives to increase productivity, improve service quality, reduce operational time, and enhance safety knowledge. The evaluation revealed that while most trainees showed significant improvement in behavior, attitude, and commitment, some required further development. The results indicated that the training would help the organization achieve higher productivity and profitability through employees well-versed in technological advancements and safety measures. The evaluation team faced challenges in analyzing responses using the Likert scale and understanding the Kirkpatrick's model stages.

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

3TRAINING AND DEVELOPMENT
were in need of more improvement so that they be able to reach the desired level of
improvement.
Results:
From the outcome of training activity, it was visible that the improvement of the
trainees during the training period will significantly help the organization to achieve more
productivity and profitability. Along with that, it will be significant for the organizations to
have such employees who are well known about the various aspects of the technological
advancement, safety measures and the techniques for the quality improvement.
Barriers:
The team generally faced very basic barriers in the evaluation as the team was
significantly facing issues in analyzing the responses by the application of the Likert scale
and along with that, the various stages and their activity in the Kirkpatrick’s model were
unknown to many of the members of the team. Hence the team was taking some minutes for
the proper evaluation of the responses.

4TRAINING AND DEVELOPMENT
Level 1: Reaction
Survey Question 1: Was the training valuable for your experience?
Likert Scale Response
Strongly agree 2
Agree 5
Neutral 2
Disagree 1
Strongly disagree 0
Level 2: Learning
Survey Question 2: How far do you agree that your knowledge regarding self-efficiency has
increased after the training session?
Likert Scale Response
Strongly agree 1
Agree 6
Neutral 1
Disagree 1
Strongly disagree 1

5TRAINING AND DEVELOPMENT
Level 3: Behavior
Survey Question 3: How far I agree that the behavior of the trainees have changed?
Among the 10 trainees that participated in the training activity, 7 were observed to have
significant improvement in their behaviors and the rest 3 still need more improvement so that
they be able to reach the desired level.
Level 4: Result
Survey Question 4: What is the final outcome of the training?
The result of the training activity shows that 7 of the trainees were able to achieve the desired
competencies like efficiency, productivity, reduction in the cycle time, effective management
and increment of the knowledge of technological advancement along with the proper
knowledge regarding the implementation of the safety measures in the training activity. On
the other hand, the rest of the three trainees still lack in the achievement of the mentioned
aspects of the training. Those three trainees still need improvement so that they be able to
reach the desired level of the competency. The achieved improvement of the employees will
be significant for the organizations as that will make sure that the organization is able to
increase the productivity and the quality of the services and the products that it will offer to
the customers.