W6BUS680Res2

To help you with your reply, please consider the following questions:  250 words each part 1 and 2 each. These are classmates post and I just need a response to their initial post using the questions below. Please keep part 1 and 2 separate. Thanks

· What did you learn from the posting?

· What additional questions do you have after reading the posting?

· What clarification do you need regarding the posting?

· What differences or similarities do you see between your initial discussion thread and your classmates’ postings?

Part 1

Examine the reasons why evaluation is critical to training success.

It is critical to evaluate training success because it impacts an organization’s bottom line, quality, competitiveness, and continuous improvement. Since training can be costly and organizations spend money on providing training to their employees, so it is important to know the cost/benefit of the training (Blanchard, 2019). 

Discuss the reasons evaluation is critical to effectiveness of training.

Evaluation of training is critical to determine if the training was effective because you need to understand if the training did improve employees’ performance and capabilities. The evaluation may also determine areas that are lacking or missing from the training program and therefore not benefiting the employees or the organization. 

Explain the connection between organizational improvement and training effectiveness.

Organizational improvement is connected to training effectiveness because effective trainings improve the knowledge, skills, and abilities of the employees. This improvement impacts the environment, morale, growth opportunities, and increases performance all of which impact the organization’s bottom line and their return on investment. 

Reference: Jessica M Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and practices (6th ed.). Chicago Business Press.

Part 2

You must evaluate your training to determine whether it has the desired effect. Your organization can improve the effectiveness of training and, ultimately, the performance of the organization by understanding and applying different training evaluation models and methods. Unless reinforced and monitored, only 15 percent of what is learned during training will be applied at work. When a post-training support structure is included in the training design and development process, there is a greater likelihood of resources producing measurable results (KIRKPATRICK & KIRKPATRICK, 2013). There has been an increase in the number of organizations evaluating training over the last few years. As a result of an increase in accountability, this is one of the main reasons for this. Top management is demanding evidence that training departments  are  contributing  positively  to  the  bottom  line (Blanchard & Thacker, 2019). As previously mentioned, by evaluating a training program, you can determine whether it produces the desired results. Training programs should be regularly evaluated to identify where they might be falling short or not engaging learners. The more these areas are addressed, the more benefit employees will receive from organizational training.

With a continuous evaluation of training, an organization can keep refining there program and training employees to benefit both individual and overall growth.

Dyvon G

Blanchard, P. N., & Thacker, J. W. (2019).  Effective training: Systems, strategies, and practices  (6th ed.). Chicago Business Press.

KIRKPATRICK, J. D., & KIRKPATRICK, W. K. (2013). Creating a Post-Training Evaluation Plan. T+D, 67(6), 26–28