Effective Training

Effective Training

Question # 1

Reaction Outcome

Reaction outcome refers to the reaction of the trainee towards the training. Their reaction can be measured by asking questions or by getting questionnaire filled. The reaction can be good or bad depending on the effectiveness of the trainer and training itself.

Learning Outcome

Learning outcome refers to the learning of trainees throughout the training which can help them get better results. The extent to which participants are able to transfer the things learned in the training program is known as transfer of training. This is how the success of the training program is evaluated. A training program will be declared successful only if the participants involved are groomed properly and if they are applying the training in the right way (Armstrong, 1992)

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Job Behavior Outcome

Training helps trainees change their job behavior or enhance it with respect to organizational culture. Outcome related to job behavior are then said to be job behavior outcome. Training is an important aspect of development. It provides an insight on how to go about the course also helps the individual in gaining an insight on the subject. Training may allow professional participants to learn the objectives, which will prove to be beneficial for their professional career.

Question # 2

Cost Benefit Evaluation Methods

Cost benefit evaluation of training is required to evaluate if the cost of training has brought prominent result. Cost-benefit evaluation is done to see if the suggested plan is feasible or not. It helps the management is taking decisions on the basis of facts. When a plan is presented, cost and benefit analysis is conducted to make sure that the plan is good for the organization.

Similarly, a training program also needs a cost-benefit evaluation to be conducted. The costs associated with this training program are the cost of the trainer, in case ...