Application 4
Ashton Morlote
Saint Leo University

Evaluation of training is a very important part of training all together. Many people may say otherwise but that can be countered for the following reasons. There is constantly pressure from upper management to provide evidence as to why the training department is of value to the company as a whole. However, you do not only want to show that your training is adding value. You also want to make sure that your training is being done properly and you also want to improve your training for future participants (Eason, par. 2). These three reasons alone are enough for anyone who is running a business or just a training department to include evaluation of training in their programs.
To evaluate the training at Kareco for the new employees, we must first determine who our audience will be. Because this is not stated, we are going to assume that we are preparing these evaluations for upper management. This will help upper management see how the training has helped their new employees begin working in their new positions. Now that we have our audience specified, we are able to decide what we are going to evaluate. This is important because we do not want to waste time and money evaluating certain outcomes that our audience is not interested in. There are four levels of outcome data as noted in Effective Training Systems, Strategies, and Practices; reaction, learning, behavior, and organizational results. Reaction outcomes are a measure of “the trainee’s perceptions, emotions, and subjective evaluations of the training experience” (Blanchard & Thacker, 2013, p. 321). Learning outcomes are a measure of how well the learning objectives were achieved (Blanchard & Thacker, 2013, p. 322). The learning objectives need to be stated beforehand in the training needs analysis (TNA) for this type of evaluation to be