Final answer:
Whirlpool is evaluating the training effectiveness through surveys given to managers post-training. The effectiveness is assessed by measuring immediate reactions, learning outcomes, behavior changes, and business results. Building an environment of trust is essential for accurate feedback and improvements.
Step-by-step explanation:
According to the case study, Whirlpool managers who have completed training are surveyed to find out how well the training is working and what can be done to improve it. In this way, Whirlpool is evaluating training effectiveness.
As highlighted by the 2003 study conducted by Arthur et al., there are four types of measurement used to determine the effectiveness of organizational training: 1) immediate employee reactions, 2) learning outcomes through testing, 3) behavioral changes observed by supervisors, and 4) business results such as productivity and profits. These measurements are crucial to assess the impact of training programs and to enhance future training quality through feedback from the trained personnel.
In order to ensure that training effectiveness is not compromised, companies must create an environment of trust where feedback can be given freely. If employees are worried about confidentiality and do not trust the process, as indicated in some of the cases discussed, the evaluation may yield incomplete or skewed data, thus undermining the process of improving organizational performance through training.