Research Paper Help on Evaluation Tools

Evaluation Tools

In order to ensure that the mission and vision of the organization are followed and executed in the correct way, Wyndmoor retirement community undertakes regular trainings to help employees improve their skills and knowledge. The community/facility specializes in offering assisted living care to the senior citizens of Indiana, Terre Haute. The facility has devised several evaluation tools that they use to measure the effectiveness of their training services. To measure the efficacy of the programs, the company reviews the performance of various individuals and departments to ascertain whether there are any improvements. The results obtained helps the management in making informed and evidence based decisions that may include increasing funding to a given program, changing the program approach including the trainers, dropping the program , or even adding the resources needed to help in training. This paper will analyze questionnaires, interviews, and observations as the most common approaches that are used to measure effectiveness of the training by the facility based on the Kirkpatrick four levels of evaluation approach.

Training Event Overview

The main aim of the training is to help the employees of the organization to improve their skills while undertaking their obligations. From the company sources, trainings are held within the company premises at the meeting hall, some are held at the departmental level, while others are held in other companies that the company need to benchmark with. The training was held at the company premises and all the employees attended. The training was facilitated by an external consultant who emphasized on the effectiveness of productivity within the workplace, the relevance of various departments, morals, and ethics as well as customer service. He indicated the importance of functioning within the set topology/hierarchy that ensured effective utilization of communication, and decrease of conflicts between various persons and departments. In the training, the importance of human resources department was put into focus, and all members were encouraged to respect the office as it acted as the backbone of the organization. He indicated the problems that were occurring because of lack of the HR department included poor relationship between the staff and the management, poor labor relations, and client issues among others. The training was conducted on a Friday and since it had been communicated, all the employees attended. To measure the effectiveness of the program, questionnaires were administered together with observation and discussions to ascertain whether the participants were able to put into practice what was being taught.

Kirkpatrick’s Evaluation Model

Kirkpatrick’s level Tool used
Level 1 –  To measure the participants                        reaction to the event Questionnaires Observation
Level 2 –Actual learning measurement Questionnaires, observation, discussions
Level 3 –Business application of the training Observation and interviews/surveys
Level 4 –Business results as an result of the training Observation, surveys, post tests

Summary of the Training Report

Towards the close of the training, questionnaires were administered and the results showed a positive response to the training. The employees welcomed the training since it addressed most of their issues that were not being addressed harmoniously. There was a general concern that the consultant could have used audial-visual aids as these could have virtually acted as a real scenario. The relevant target persons who were the administration personnel’s could have been the main target for the training and not the entire organization. This, to some extent, wasted the facility resources /time, as some people would have been told to return to their workstations after their training parts were over.