The bottom line in Evaluation at HD or WD
An organization needs to undertake constant training of both the staff and consumers to inculcate attitudes, skills, and knowledge. The training process in such a case calls for an assessment of reactions to identify target learning. As a measure to improve the business results, the relevant organs as well as individuals need to access communications on the end reactions to determine the viability of the training sessions. There is a need to assess the changes in behaviors of the learners.
The outcomes of a learning process are mostly expected in a change in behaviors an aspect that is vulnerable to misinterpretation. An evaluation of learning would thus call for taking into account factors like environmental barriers as well as management protocols hindering the application of the acquired skills. An effective process of evaluation for instance needs to have a control group to show the disparity in attitudes, skills, or knowledge for the two groups. A test tool like the Management Inventory on Managing Changes (MIMC) then need to be undertaken to measure an improvement in knowledge. Such a test ought to, however, assess the emphasis put on the key areas of study. The entire process of evaluation of learning needs to notably ensure that the participants give honest feedback.
Maintenance, review, or improvement of a program is eventually based on reactions mostly summarized in reports referred to as happy sheets. The trainers are also guided by the reactions towards both the effectiveness of their programs and what they need for better results. Eventually, the reports are comprehensive for presentation to the management as a benchmark for productivity. There is thus a need to ensure that 100% honest responses are obtained. A standard ought to be set to measure reactions like ranging from poor to excellent. The trainers additionally need to evaluate the responses as appropriate to curve a way for developing a summary that can be provided to the relevant stakeholders.