Evaluating Training Methods

Determining the training need, training objective and how to determine the training method that is most appropriate.

The training objectives that we determined to be the most important are “Problem Solving-Skills, Interpersonal Skills, and Knowledge retention” (Nkomo, Fottler, & McAfee, 2011, p. 167). The training methods best suited for Problem Solving-Skills include a lecture with questions to provide the individuals the necessary information for good problem-solving skills, followed by a simulation of cases from different scenarios so that they can apply what they learned. We also determined that the training method necessary for Interpersonal Skills are training videos that reinforce, solidify and increase the development of good interpersonal skills, which will result in a positive outcome with peers and superiors. After the video assignments are

First, we chose to utilize participant reaction, as it is the easiest system of assessment, as well as the least time-consuming method. Distributing a questionnaire at the end of the training will enable us to receive immediate feedback from the participants as to how effective they felt the training was. The participants will be able to rate how the training was implemented, and we can then see immediately the areas in which our training can be improved. With this method, however, we run the risk of not capturing the long-term effectiveness of the training, as it is only based on initial perception. To mitigate this possible shortfall, we also chose to utilize organizational effectiveness. Although this is a time-consuming process, over an extended period of time, that involves comparing a group of individuals that completed our training to a group of individuals who did not go through our training, we believe this will be able to tell us if our training methods are effective at providing a lasting