Training Evaluation Strategies, Research Paper Example

Following the review of the strategy related to staffing and growth at Clapton Commercial Construction, it is evident that there is a need for a training plan to support the learning of the new colleagues, and increase the rate of retention. This way, the company could increase its overall organizational competency, while being able to match job descriptions with the needs of the market, as well as the knowledge of future and current employees.

Training Criteria

It is extremely important that all roles within the organization will have a training criteria and assessment assigned to them. As an example, after studying job descriptions, those roles that involve manual handling would require regular training, in line with the local state regulations, and an 80 percent test score. Training criteria – in order to promote democratic  leadership – should be equally determined for old and newly recruited employees. I recommend that after reviewing the job descriptions, all roles are assigned with a training schedule and a minimum pass requirement.

Pretests

In order to create a pretest/posttest design to measure the efficiency of the training programs, it is important to create reliable and objective measurements. These should be created for every level of employment and role type. Comparing the pretest competencies and performance at work with the posttest  results,  Clapton Commercial Construction will be able to determine the  effectiveness of the training and its value for the organization. It is recommended that employees are provided with a questionnaire related to their role’s main tasks and regulatory requirements before and after the training/testing.

Monitoring and Observing Training

It is recommended that training is supervised and schedules are computerized. Performance on a team and location level needs to be measured, based on pass rates, participation rate, and the staff’s level of understanding. Measures should be based on test scores, time to complete modules, and the number of modules delivered in each month. Further, it is also crucial that the company puts measures in place to compare competency level of existing employees before and after the training, as well as the competency of old and newly recruited workers.

Collecting Feedback

Measuring the performance on a less objective level can be completed through questionnaires distributed to employees. Those participating in the training should be asked about their expectations about the modules they are about to study, and upon completion they should be questioned how the training matched their expectations. Some recommended questions of the survey (using Likert scale) should be:

• How easy was the training material to follow?
• Do you feel that the training helped you become more efficient as an employee?
• Do you think that you can do your job in a more compliant manner after completing the training?
• How relevant was the training to your everyday tasks?

Finally, employees would be asked whether or not they had suggestions for the training team to make the programs more effective.

Feedback Result Implementation

It is recommended that modules are reviewed after each course delivered, based on the feedback received from participants.  Modules that were found to be hard to follow would need to be discussed with employees who had difficulties with the training material, and content needs to be clarified. The training material should also be reviewed by the compliance department regularly to ensure that it follows the latest regulatory requirements.

References

Cascio, R. (2012) Managing human resources. 9^th Edition. McGraw-Hill Education. Chapters 6-7.