assignment on Joyful Bakers Company

METHODS

Training is the process of teaching and learning activities to equip members of a particular organization with the knowledge and skill to perform a task assigned. Different methods can be used to administer the training (Kitivo & Kavulya, 2021). Joyful bakers would use techniques to ensure that their employees are familiarized with the job to prevent accidents. Their objective was also to make the employees aware of working from home.

The classroom-based training program would be efficient in training them. In this method, all the employees in attendance are taken to a room where they are taught the theory of working remotely. Through this method, they would also be taught the basic things of the machines they use in their job (Kitivo & Kavulya, 2021). This training method is efficient as it helps educate many people in one room, saving time.

Interactive training is another technique that can be used to deliver training. This method allows the employees to interact with the new digital equipment. Remember, the objective is to enable them to work remotely; they need to be shown how to operate digital equipment to help increase the sales of joyful bakers. Interactive training would be efficient if the trainers divided the trainees into groups for easier monitoring. This is because interactive training is more practical training.

On-the-job training can also be used to enhance training. This method allows the trainees to have knowledge of their job and participate in activities that relate to their job. This method would greatly help trainees as they are given a chance to use machines they use at work (Saldert et al.,2018). This would help them familiarize themselves more with the devices, reducing accidents. It would also be a suitable method as it gives the employees of joyful bakers the platform to put the skills of working from home into practice.

During the training, the trainees are expected to have their set objectives that they would discuss with the trainer. This will help them know if they are making any progress as individuals with the training. The trainees also have a chance to interact with each other where they get to discuss the movement's progress. Through trainee interaction, joyful bakers would get to motivate each other.

Trainers would be monitoring the progress of the employees in training. They could also answer questions asked by the trainees even during breaks (Saldert et al.,2018). They also have a duty of ensuring that the trainees do not injure themselves with the machines they use for training; they need to set necessary precautions.

EVALUATION

Evaluation is the process of collecting and analyzing information about an activity and seeing its outcome. It is the general examination o a program. Kirkpatrick's model can be used to learn the primary levels of evaluation (Saldert et al.,2018). In this case, it can be used to gauge the outcome of joyful bakers' employees' training.

Reaction level is the first mode that helps assess how the learners viewed the training. Through these criteria, the management gets to know if the trainee found the training engaging. They can also know if the training was relevant to the trainee's job. This can be ascertained by asking questions to the trainees after they are done with the training. Through the questions, joyful bakers employees get to rate their experience with the training.

The learning level is the second level in the model, and it is also known as the cognitive outcome. This method can see whether the trainee gained the skills and knowledge they were required to during the training. It can be evaluated by marking exams and the scores reviewed. It can also be achieved by conducting interviews after the training to see if the trainees gained anything.

Behavior criteria are the third Level in the Kirkpatrick model that can be used in evaluation after training. It can also be referred to as the skilled-based outcome. This method helps know if the trainees were impacted by what they learned and if they are putting that into practice (Saldert et al.,2018). This is evaluated by looking at the changes in the trainees' behavior. In this case, the employees of joyful bakers have to portray a behavior change if the training impacts them.

Training evaluation may have challenges that may affect the efficiency of the review. The management may use ambiguous questions that the trainees don't understand, and they get the wrong answers (Kitivo & Kavulya,2021). If joyful bakers use obscure questions in their interviews and exams, they might collect incorrect information.

Training data from evaluation is not used in making significant decisions. The information gathered from the assessment is used for general knowledge and is sometimes not used at all (Saldert et al.,2018). This happens if the management tends to ask the wrong questions. Another problem would be the inaccurate entry of data. If joyful bakers report that the training is complete yet the whole exercise is not done, the data entered would be wrong.

Some things can be done to avoid having such problems where the training ends up being nonbeneficial and funds are lost. To prevent the problem of ambiguous questions, it is essential to meet with stakeholders and evaluate the correct questions. This meeting can also help determine what the stakeholders need to know, thus avoiding collecting data that cannot be used to make significant decisions.

References

Kitivo, E. M., & Kavulya, J. M. (2021). Evaluation of Training Programmes. International Journal of Educational Theory and Practice, 4(1-4), 1-16.

Saldert, C., Jensen, L. R., Blom Johansson, M., & Simmons-Mackie, N. (2018). Complexity in measuring outcomes after communication partner training: Alignment between goals of intervention and methods of evaluation. Aphasiology, 32(10), 1167-1193.