The Four Categories of Evaluation Results, Essay Example

Reaction results are assessments of the subjective measurements, affective components and perceptions of the trainee’s experience during the training process. The reaction results are representative of the initial level and possess significance due to the attributes of the assertive reactions forming motivations for learning. The learning may take place in the event that the training is perceived as mundane or on the other hand, it may not take place even if the training is stimulating (Blanchard & Thacker, 2010; Landy & Conte, 2010).

Notwithstanding, if the training is mundane, the process of memory retrieval of what had been learned will prove to be challenging for the trainee. Consequently, the trainees may not derive as much learning from the mundane experiences as they would during the sessions where the training had been found to be stimulating. The elevated reaction ratings which are derived from the trainees would show that the trainee’s attention had been engaged and sustained. Special learning theory states that maintaining the trainees’ attention spans during the learning process is the initial element of learning (Blanchard & Thacker, 2010; Landy & Conte, 2010).

The learning results are assessed by the effectiveness with which the learning objectives and the goals had been accomplished. In the model presented in the text, the optimal manner of assessing the trainees’ learning would have been ascertained during the analysis of the training needs which had been conducted during that temporal interval. In effect, the needs evaluation is a “pre-test” An identical assessment at the conclusion of the training process will demonstrate the learning gains which have been accomplished (Blanchard & Thacker, 2010; Landy & Conte, 2010).

The employment behavioral results are assessments of the extent to which the behavior which has been learned is effectively communicated to job performance. The extent to which the job production is enhanced places a limit on the amount that the training will influence an enhancement in organizational results. The organizational outcomes are manifested at the most elevated level in the hierarchy. The organizational outcomes are reflective of the differential in performance which has been delineated by the training needs analysis. Consequently, reactive training sessions may be initiated by the perceptions of the OPG (organizational performance gap) (Blanchard & Thacker, 2010; Landy & Conte, 2010).

References

Blanchard, P. N. & Thacker, J. W. (2010). Effective training: Systems, strategies and practices (Custom 4^th edition). Upper Saddle River, NJ: Prentice Hall.

Landy , F. J. & Conte, J. M. (2010). Work in the 21^st century: An introduction to industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons, Inc.