Training Evaluation
Instructional Objectives:
1. Explain the 12- steps of service, which are: Greet table immediately, Coke a Cola/Game Day Specials, Deliver drinks, Take appetizer order, Enter immediately, Take food order, Enter immediately, Deliver food, check back, Desert order, Drop check, Table turn. (Shcarf, 2012)
2. Demonstrate employee’s customer service and team work skills.
3. Accomplish tasks quickly and accurately through team work.
Evaluation Design:
The best suited evaluation for this training is Pretest/Posttest and a Comparison Group. This is the most expensive evaluation process. The comparison group requires more time on the part of both the program staff and the evaluator. This includes meeting time, consulting time, and time to share and resolve differences of opinions. It also increases the potential for bias, since evaluators working closely with program staff may want to show project success as it reflects work done by their colleagues. The reason this evaluation process was selected despite the cost is for the simple fact that the benefit out weighs the high cost. Since staff are often more knowledgeable than an evaluator about the unique needs, culture, and circumstances of the target population, their input can make the evaluation more relevant, appropriate, and sensitive. This creates a more accurate estimate of why and how the program affected the staff. evaluation is not just for the trainer or teacher or organization or policy-makers - evaluation is absolutely vital for the learner too, which is perhaps the most important reason of all for evaluating people properly, fairly, and with as much encouragement as the situation allows. ( leslie , 2010)
Measurements of the Evaluation: Reaction: Reaction evaluation is how the delegates felt, and their personal reactions to the training or learning experience. A combination of verbal reaction and post training questioner will be used. Verbal reaction will be noted and
1. Explain the 12- steps of service, which are: Greet table immediately, Coke a Cola/Game Day Specials, Deliver drinks, Take appetizer order, Enter immediately, Take food order, Enter immediately, Deliver food, check back, Desert order, Drop check, Table turn. (Shcarf, 2012)
2. Demonstrate employee’s customer service and team work skills.
3. Accomplish tasks quickly and accurately through team work.
Evaluation Design:
The best suited evaluation for this training is Pretest/Posttest and a Comparison Group. This is the most expensive evaluation process. The comparison group requires more time on the part of both the program staff and the evaluator. This includes meeting time, consulting time, and time to share and resolve differences of opinions. It also increases the potential for bias, since evaluators working closely with program staff may want to show project success as it reflects work done by their colleagues. The reason this evaluation process was selected despite the cost is for the simple fact that the benefit out weighs the high cost. Since staff are often more knowledgeable than an evaluator about the unique needs, culture, and circumstances of the target population, their input can make the evaluation more relevant, appropriate, and sensitive. This creates a more accurate estimate of why and how the program affected the staff. evaluation is not just for the trainer or teacher or organization or policy-makers - evaluation is absolutely vital for the learner too, which is perhaps the most important reason of all for evaluating people properly, fairly, and with as much encouragement as the situation allows. ( leslie , 2010)
Measurements of the Evaluation: Reaction: Reaction evaluation is how the delegates felt, and their personal reactions to the training or learning experience. A combination of verbal reaction and post training questioner will be used. Verbal reaction will be noted and
Cited: • leslie , R. (2010). Training program evaluation. Retrieved from: http://www.businessballs.com/trainingprogramevaluation.htm • Shcarf, T • Shaw, J. (2009). Evaluating training and results. Retrieved from http://managementhelp.org/training/systematic/ROI-evaluating-training.htm • Raymond Andrew Noe (2008)