['Training', 'Safety and Health Programs and Training']
['Training', 'Safety and Health Programs and Training']
04/30/2024
Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
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If it is clear that the training did not meet its objectives, it may be necessary to revise the training program or provide periodic retraining.
At this point, asking employees and trainers questions may provide clues as to how you can improve your program. Among the questions that could be asked are:
- Were parts of the content already known and, therefore, unnecessary?
- What material was confusing or distracting?
- Was anything missing from the program?
- What did employees learn, and what did they fail to learn?
It may be necessary to repeat training steps, that is, to return to the first steps and retrace one’s way through the training process. As the program is evaluated, ask:
- If a job analysis was conducted, was it accurate?
- Was any critical feature for the job overlooked?
- Were important gaps in knowledge and skill included?
- Was material already known by employees intentionally omitted?
- Were instructional objectives presented clearly and concretely?
- Did objectives state the level of acceptable performance that was expected of employees?
- Did learning activities simulate the actual job?
- Were learning activities appropriate for the kinds of knowledge and skills required on the job?
- When the training was presented, was the material well organized and its meaning clear?
- Were employees motivated to learn?
- Were employees allowed to participate actively in the training process?
- Was your evaluation of the program thorough?
A critical examination of the steps in the training process will help you determine where the course revision is necessary.
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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.