Effective training requires the use of a systematic training process. Evaluation of training is one part of this, it allows you Measure training outcomes and Compare outcome to training objectives and criteria. Evaluation of training compares the post-training results to the pre-training objectives of managers, trainers, and trainees. Too often, training is conducted with little thought of measuring and evaluating it later to see how well it worked.1 Because training is both time consuming and costly, it should be evaluated. Let me take my personal experiences as an example.
I started to work for KFC Fremont store since last year; my first day as a cashier in the front and before the actual working I was asked to watch KFC culture orientation about 30 minutes on the computer, after that, shift-supervisor used 20 minutes to tell me how to take orders with system, how to pack food and how to charge money. Supervisor showed you how to do at first and you were going to follow it, once you met any question or make any mistake supervisor would tell you and correct it. It is always like demonstrate and then practice, correct it when it is needed. In some cases, this kind training saves lot of time and is more practical for employees, at the same time it is costless and flexible for employer. Personally speaking, it is easy and fast to catch the general points in a short time, I would like to call it is observe-practice training than objective training. This observe-practice training always come to first at the most of fast food restaurants; is it efficient or effective? Generally speaking, at most of common situation; it is a short-cut for both employees and employers. However, when comes to particular circumstances; such as inspections, customers services crisis, etc., basically you are stuck. Because you are required to get more information in detail about products, WHY is more important than