Training Evaluatio Strategies

Training Evaluation Strategies
John Tucker
HRM/531
November 17, 2013
Jack Schultz
It is crucial for Jason Galvan’s business, Bollman hotels, to have a training program to develop their employees, and a strategy to evaluate its results after training (Aun, 2011). A training evaluation strategy is a systematic process of assessing the value or potential value of a training course, activity or event. Results of the training evaluation are used to guide decision-making around various components of the training (e.g. instructional design, delivery, results) and its overall continuation, modification, or elimination (Arthurs, 2014). With a focus on expansion in India, the company will be hiring and retaining employees with a high level of education that will require a well thought out training evaluation method to provide excellent training program that can be fine-tuned to varying employee skill levels. A comprehensive training evaluation strategy that encompasses training criteria, pretests, monitoring and observing training, collecting feedback, and implementing feedback will ensure Bollam hotels implements and improves upon a well-rounded employee training program.
Training Criteria and Pretest
Since the company is expanding to India with highly educated employees, the company will be in good standing to implement a training evaluation that will capture the new employee’s interest, is effective in training employees to perform their jobs well, and allow for employee satisfaction with outstanding training outcomes. The training evaluation plan will need to include three important training criteria: Internal Criteria, External Criteria, and Participant’s Reaction. Internal criteria is directly associated with the content of the training program and will evaluate whether the hotel employees learned the facts and guidelines covered in the training program. External criteria is related more to the ultimate purpose of the training program, for instance improving…

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