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The Wal-Mart Organization
Training evaluation and its effectiveness
There are many types of training evaluation used but the Wal-Mart Organization adopted the input evaluation method because it was relevant to the organization. Input evaluation is used to assess all the elements associated with the training based on the selection of trainers, trainees, materials, venue, curriculum plan, and the cost (Tessaring & Descy, 2004).
The training evaluation method is effective because it met all what I expected from the training. The training was helpful because I learnt many new things, which will assist me, improve on my performance in the organization. According to the participant’s views and comments after the training, they were satisfied that the training was helpful.
Most of them recommended that such training sessions should be organized regularly to equip them with new skills and knowledge (Tessaring & Descy, 2004). The effectiveness of the training evaluation would be determined by the on how the participants answer the question and how they will conduct themselves at the work place.
Evaluation design
Evaluation design is a conceptual framework or a logical model that is used to come up with a conclusion (Tessaring & Descy, 2004). The following the evaluation design I adopted.
Who are the primary audience?
The primary audience in this case is the employees of the Wal-Mart Organization.
What is the primary purpose?
The main aim or the purpose is to train them on how evaluation is done and its importance to them and to the organization in general.
What is the best method of collecting information?
Using questionnaires was the most appropriate method because it will be detailed and the respondents will be free to provide the required information in accordance to the questions asked and the information needed.
How will the information be analyzed?
The information will be analyzed based on the questions and information in the questionnaires. For example, graphs may be used if it contains a lot of figures and a summary if it contains only some comments and explanations (Tessaring & Descy, 2004).
How will the information be reported?
It can be in form of a written report or a presentation is done to the employees if there is enough time and all employees will be available during presentation. Since I will the one reporting the findings, I would prefer to do a presentation so that all employees can participate fully and ask questions for further clarification (Tessaring & Descy, 2004).
It is important for an organization to have a clear evaluation design because this is the only way of providing a solution to the problems affecting the organization and the employees as well. Lack of clear understanding by the employees of what evaluation is, may lead to problems when the results are out on an individual employee on his or her performance (Tessaring & Descy, 2004).
The hypothetical evaluation
To that, the evaluation was effective; the audience who are the employees of Wal-Mart Organization had a session of debriefing, warm up, presentation and the time to cover the presentation materials (Tessaring & Descy, 2004). I found time to ask the employees and all those who attended the training on what they gained from the whole session. The employee’s perspective towards the organization changed for the good because of how the employees conducted themselves at the work place. All the sessions were fully utilized by trainees because it was evidenced even when they were on break, there were discussions, and posing many questions on various issues (Tessaring & Descy, 2004). From the period allocated for each activity, many issues were discussed. Though it has not been practically proved, I believe that, employees will apply what they learnt in the training session at the organization.
Reference:
Tessaring, M. and Descy, P. (2004). The foundations of evaluation and impact research: third report on vocational training research in Europe: background report. Luxembourg: Office for Official Publications of the European Communities.