Training and Development Project Week 4
Yonette Bailey
DeVry University
HRM 420

In order to determine if the training that the cashier and food prep employees is receiving is effective there will be training evaluations done. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. The main purposes of training evolutions include but are not limited to:
Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.
Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.
Power games: At times, the top management uses the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes (Training and Development, 2007). Training evaluations should be completed before, during, and after training. The learner's skills and knowledge are assessed before the training program. During the start of training, trainees generally feel it as a waste of resources because at most of the times trainees are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the trainees likings and learning style. During training short test will be administered in order to determine if the trainee are grasping the information before we move on to the next skill set. After training is when learner’s skills and knowledge are assessed again