Final answer:
Psychological data from training sessions can measure the effectiveness of organizational training, as shown in studies that look at employee responses, learning outcomes, and impacts on productivity and health outcomes like blood pressure. These measures can help in designing effective training programs and understanding cognitive load's impact on decision-making in professional settings.
Step-by-step explanation:
Evaluating the Effectiveness of Organizational Training
Psychological data collected from a training session can reveal significant insights into the effectiveness of organizational training programs. A study conducted in 2003 by Arthur, Bennett, Edens, and Bell showed that training can be effective, utilizing measures such as employee response, learning outcomes, and observable behavioral changes in job activities. Furthermore, positive impacts on productivity and profits were noted as a result of diverse training methods like self-instruction, lectures, and computer-assisted training
Another important aspect of psychological data collection in training is evaluating the impact of such interventions on health-related outcomes, such as in a study where blood pressure measurements were taken before and after biofeedback exercise training. The results, showing a decrease in blood pressure, serve as evidence of the training's efficacy.
Similarly, the use of specialized software to aid stroke patients in regaining problem-solving skills was tested by observing improvements over a period of time. This approach to data collection evaluates the long-term outcomes of training interventions. A study in the field of human factors psychology, such as the one conducted by Bruno & Abrahão (2012), also highlights how cognitive load can affect decision-making accuracy in professional settings – an important variable to consider in designing training programs.