The factors for evaluating training programs are

The factors for evaluating training programs are reactions, learning, behavior and results.
This method gauges the reactions of the participants – whether they liked the program and content or not. These reactions are usually
generalized rather than focused feedback.
The learning criterion refers to measuring the skills learned by employees from the program as compared with those who
have not attended the program, whereas the behavior criterion describes the transfer of training to the performance of the
job.
The behavior criterion refers to the effective application of skills learned at training to the actual job functions.
The results aspect of training evaluation refers to the final results of the training in terms of increased productivity,
decreased costs and increased profits.
One of the main reasons for introducing training programs in companies is the eventual decrease in company costs as a consequence
of improving the methods of working at the company
The needs assessment element of the systems approach to training comprises of three types of analyses: organization
analysis, task analysis and person analysis.
Task analysis is the method of determining what the training content should consist of based on an examination of the tasks and duties
of the job.
Person analysis determines which employees need or do not need training whereas organization analysis focuses on the
areas of the organization that require training based on a study of the organization as a whole.
It is wasteful to train employees in a subject matter in which they are already proficient. By determining which employees need training
and in the relevant subjects in which there is a shortcoming, resources can be better managed and conserved.
The training methods commonly used for nonmanagerial staff include on-the-job-training (OJT), apprenticeships,
cooperative training, classroom teaching, self-directed learning, audiovisual learning, e-learning and simulation methods.
Cooperative training mixes formal classes with on-the-job experiences. This may take the form of internships or government training.
Self-directed learning, also known as programmed instruction, is a method of training where materials such as books and
computers are used to break down information into small logical learning segments that require regular responses from
the trainees.
At the end of each segment, the trainee is required to answer one or more questions by typing in an answer or pushing a button. If any
are wrong, then the information is re-presented in a different format and more questions are posed.
E-learning is becoming increasingly popular as a means of delivering training to employees via the Internet and it has
many advantages that include cost savings, and the fact that employees can learn at their own pace and at a time and
place of their choosing.