Evaluating Training Methods

Determining the training need, training objective and how to determine the training method that is most appropriate.

The training objectives that we determined to be the most important are “Problem Solving-Skills, Interpersonal Skills, and Knowledge retention” (Nkomo, Fottler, & McAfee, 2011, p. 167). The training methods best suited for Problem Solving-Skills include a lecture with questions to provide the individuals the necessary information for good problem-solving skills, followed by a simulation of cases from different scenarios so that they can apply what they learned. We also determined that the training method necessary for Interpersonal Skills are training videos that reinforce, solidify and increase the development of good interpersonal skills, which will result in a positive outcome with peers and superiors. After the video assignments are

complete, the employees will be assigned to groups and engage in role-play exercises to practice and implement everything they learned. Last, to close the loop and to test Knowledge Retention we will include another lecture with questions, but for this training method we will perform “on-the-job coaching” and request “feedback from performance appraisal” to determine how well they are maintaining the information provided during the training (Nkomo, Fottler, & McAfee, 2011, p. 167).

Our recommended training evaluation methods and the problems we might encounter in using it in a valid way.
To evaluate the effectiveness of our training programs, we chose to utilize two evaluation methods.

First, we chose to utilize participant reaction, as it is the easiest system of assessment, as well as the least time-consuming method. Distributing a questionnaire at the end of the training will enable us to receive immediate feedback from the participants as to how effective they felt the training was. The participants will be able to rate how the training was implemented, and we can then see immediately the areas in which our training can be improved. With this method, however, we run the risk of not capturing the long-term effectiveness of the training, as it is only based on initial perception. To mitigate this possible shortfall, we also chose to utilize organizational effectiveness. Although this is a time-consuming process, over an extended period of time, that involves comparing a group of individuals that completed our training to a group of individuals who did not go through our training, we believe this will be able to tell us if our training methods are effective at providing a lasting

impact.
The most effective training methods that facilitates our learning
The training methods what we believe are most effective are lecture with questions, observations and programmed videos instructions. We discovered that our good portion of our team’s make up is analytical and visual learners in nature. As we learn, we find it very beneficial to have and ask questions in order to clarify and validate our understanding of the training objectives. An example we all related to is the method and approach to solve a complex mathematical word problem. To solve the mathematical equation, the person must know the fundamentals and required math operations to solve the equation; however, it is just as important to have good problem-solving skills to understand the more complex underlying information required to complete the correct solution of the problem.
We also agreed that training videos with quizzes at the end of the video to test the absorbed information are an integral part of validating the retention of the learnt knowledge. Learning by observation is a method we related to, for example, as we collaborate into a assignment, project or operational system without fully understanding the core task and responsibilities could hinder our efficiency to the team or organization. While the strategic training phases are important to the long-term success of an organization, our team agreed that learning by observation, or “on the job training” is also paramount to understand why a operational system was created, how it functions, and what options are available to be effective. Problem solving skills, interpersonal skills and knowledge retention we agree enable us to provide meaningful and valuable impact to an organization.