To motivate companies to evaluate training programs, management personnel who are in charge of training and development must emphasize that an evaluation would provide management with the crucial information that defines the success or failure of training programs, depending on the goals that were stipulated…
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To motivate companies to evaluate training programs, management personnel who are in charge of training and development must emphasize that an evaluation would provide management with the crucial information that defines the success or failure of training programs, depending on the goals that were stipulated. The evaluation of training programs would assist in generating data that would confirm the strengths, as well as effectiveness of training and development programs; and if there are evident weaknesses that need to be addressed. Thus, companies would be motivated to evaluate training programs through the provision of accurate information that relates the direct impact of these programs on the overall improvement of the organization in terms of performance, job satisfaction and financial success. 2. What are result outcomes? Why do you think that most organizations don't use results outcomes for evaluating their training programs? According to Zoe (2010), result outcomes are results of training evaluations which are “used to determine the training program's payoff for the company” (p. 225). Examples of the results outcome apparently included standards of performance such as productivity, quality, costs, repeat customers, customer satisfaction, and even information on work-related accidents (Zoe, 2010, p. 222).
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