Essay
Unit 17 Training in the business workplace Assignmnet 4 P4 D3
- Institution
- PEARSON (PEARSON)
It conducts a review of the success of a training programme and evaluates the effectiveness of a training programme.
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Assignment 4Unit 17
Task 4a:
In this task I will be conducting a review of the different methods of evaluation that are
available at Tesco. I will give information on how the methods are used and the advantages
and disadvantages of using them to evaluate training. Tesco is a British multinational
groceries and general merchandise retailer, which is located in many countries. There is a
number of methods that Tesco are interested in, such as:
Questionnaires:
This method evaluation will involve the trainee completing a questionnaire based on their
training and how they think it went. It will give a business an opportunity to gather
information and opinions on how to improve a training programme. Questionnaires are
relatively easy to create and can contain both open-ended and closed question to be
answered. This will give a wide variety of answers. The feedback can be received quickly
and it is easy way to compare data. On the other hand, the answers that are given by trainee
on the questionnaire can be dishonest as they may give answers that will make the trainers
feel better but it is not a true representation of how the trainee actually feels about the
training.
Observation:
Training observations are conducted as part of a training programme. Participants are often
in their normal working environment and are doing their normal job. It allows for the trainers
to see how the trainees actually perform, but may make employee perform better that they
would normally because they are being watched.
Trainer/trainee feedback:
This method of evaluation allows for a trainer to gain a reflection on how the trainee was
feeling throughout the training and gives them an opportunity to voice any problems that they
had. Trainer/trainee feedback is often done in a one-to-one meeting and both parties can
suggest improvements for the training. The trainee will be told what they are doing well and
what they need to improve on next time. The trainer may give the trainee goals to work
towards at the next training session to better their performance.
This type of evaluation is often cheap because it is conducted within the place of work. It
allows for the trainee and trainer to understand each other’s opinions and accurate feedback
is given. However, this type of evaluation is time consuming. The trainer will have to take
time out of their day in order to train the trainee sufficiently and will always need to be at the
meetings so that accurate feedback can take place. There would be a lengthy conversation
about improvements and targets not like fi the trainee was to complete put a questionnaire
individually.
Customer comments:
Customer comments can be gained via a questionnaires, surveys, and reviews as well as
other methods. Customer comments provides additional resources to customers that can
improve the product experience and potentially reducing returns. Receiving customers
comments can also give shoppers a feeling of security by reading about others who have
purchased and used products hat they are considering buying. However, comments give
shoppers a skewed impression of a product if there is just one review or rating, especially if
the review of rating is not positive.
Training Audits:
Training audits help to determine the precise objectives of the training, both at corporate
level as well as on an individual delegate basis. They don’t need to be carried out regularly
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