Training Evaluation

“Companies are investing millions of dollars in training programs to help gain a competitive advantage.” (Noe, 2008, pg. 197). Russell Mill Distribution Center has a high rate of back injuries with many of our employees due to improper lifting. To be positive that our proper lifting techniques training session will be effective and beneficial to our company we will create a training evaluation. “A training evaluation is the process of collecting the outcomes needed to determine whether training is effective.”(Noe, 2008, pg 197). “An evaluation is important because it will help improve the quality of training, insure that money is being spent on training, insures that objectives are being met, improves performance of employee and the company and increase profitability.“(Noe, 2008). In the training evaluation process, our first step is the evaluation design. This step is vital to provide an appropriate assessment. “A good evaluation design offers an opportunity to maximize the quality of the evaluation, helps minimize and justify the time and cost necessary to perform the work, and increases the strength of the key findings and recommendations by ensuring that threats to valid results are minimized.” ("Evaluation design ," )
The evaluation design we will incorporate into the training evaluation is pretest/ posttest. The general purposes of our evaluation varies from attempting to measure how well employees are learning the material to assessing training pedagogy in order to improve training effectiveness. The pretest/posttest is commonly used to measure basic knowledge of core concepts and objectives. It is evident that the pretest/posttest assessments can demonstrate evidence of content learning and assess instructional effectiveness.
The company’s evaluation of the trainee will be based upon the following items: Tests and exams; which include multiple choices questions that demonstrate the trainees’ ability to explain and evaluate lifting training principles