Final answer:
The primary goal of training evaluation is to measure behavioral changes and the transfer of learning to ascertain the impact on job performance. Studies support its effectiveness through various metrics, and its success is influenced by organizational culture and appraisal systems.
Step-by-step explanation:
The overall goal of training evaluation is to measure the criterion of behavioral changes and transfer of learning. This includes assessing whether the training has had a direct impact on the employees' performance and how effectively the learned skills and knowledge are being applied to their job roles. A notable study by Arthur et al. (2003) revealed that training is effective when evaluated based on a variety of measurements, including the immediate response of the employee, learning outcomes, supervisory assessments of job activities, and organizational results such as productivity and profits. Moreover, the effectiveness of performance appraisals and training are deeply interconnected, as appraisals often reveal the need for further training or the success of previous training programs.
In practice, however, many elements including organizational culture and the type of performance appraisal system used can influence the effectiveness and acceptance of these evaluations. This further underscores the importance of a well-thought-out training evaluation process that is aligned with the goals and culture of the organization. Additionally, it is essential to understand the desired outcomes of the training, which may include diverse aspects like improved teamwork through diversity training, increased job satisfaction, or the implementation of a fair performance appraisal system.