HELP! Are there any mistakes in this?

Evaluating the Effectiveness of Training.

The main goal:
Improving the training program, ultimately improving the effectiveness of training

The most important aspect of building an effective training (training what? program) is to build a high-quality evaluation system for training efficiency. This means that we need to understand if the objectives have been achieved, control the quality of training and determine its practical value - how well the new knowledge and skills will be applied in the workplace.
Evaluation results are important for the improvement of the training program, as well as for further planning of staff training and development of an (improved) training system.

The lack of such system may lead to:
• A significant reduction in the quality of training;
• Lack of effective means of learning management; (this doesn't make sense)
• Overall reduction in the effectiveness of training.
The supervisor of the cycle holds the duty of evaluating the effectiveness of the training.
Evaluating the effectiveness of a training program requires two phases:
1) The reaction of the audience to the training
2) The evaluation of the knowledge and experience gained by a trainee during training program.

At the first stage, the supervisor conducts a survey. Used (this word here makes no sense) questionnaires contain a wide range of questions on all aspects of training, including:
• How important the goals were;
• How trainees rate the quality of ongoing training;
• How effective the used learning tools were;
• How effective the applied teaching methods were;
• Whether it convenient (useful) or not to use in training handouts, including aids, techniques;
• Which additional topics should be included in the curriculum;
• How trainees rated the conditions of training;
• How nutrition was organized;
• How accommodation was organized.


As a result of surveying we can understand:
• How satisfied students were with the quality of education and how it corresponded to their expectations;
• How well the training was organized; and
• Which additional expectations they had.
The evaluation results show the degree of satisfaction of the students with the training.

The purpose of the second phase - (the most effective assess whether during training achieved the main goal. At this stage of tests used to test knowledge and skills.) this makes no sense, consider revising
Testing trainees takes place before and after the training. A double-test will allow us to asses how the competence of the trainees has changed as a result of training. After analyzing all of the results received by trainees, we can deduce how effective the training was.

The introduction of a high-quality performance evaluation system of training in an organization is the most important task of specialists (providing construction of training) this doesn't make sense. Implementation of the evaluation the effectiveness of training system will allow us to:
• Assess the quality of training provided by the organization;
• Evaluate the effectiveness of the training program as a whole; and
• Reduce training costs.

HELP! Are there any mistakes in it?

Evaluating the effectiveness of training

The main goal:
Improving the training program; improving the effectiveness of training.

(или)

Improving training programs; improving the effectiveness of training.

The most important aspect of building an effective training program is to build a high-quality evaluation system of training efficiency. This means that we need to understand the objectives being achieved, control the quality of training and determine its practical value - how well the new knowledge and skills will be applied in the workplace.
Evaluation is important for improvement of the training program as well as for further planning of staff training and the development of a training system.

The lack of such a system may lead to:
• a significant reduction in the quality of training;
• a lack of effective means of learning management;
• overall reduction in the effectiveness of training.

A supervisor of the cycle guides effectiveness evaluation of the training.
Methodology of effectiveness evaluation of training consists of two phases:
1) The reaction of the audience at the training
2) evaluation of the knowledge and experience gained by a trainee during the training program.

At the first stage, the supervisor asks questions. They use questionnaires containing a wide range of questions on all aspects of training, including:
• How important the goals are;
• how trainees rate the quality of ongoing training;
• how effective the used learning tools are;
• how effective the applied teaching methods are;
• was it convenient to use training handouts, including aids, technique;
• What additional topics they would like to include in the curriculum;
• how trainees rate the conditions of training;
• how nutrition was organized;
• How accommodation was organized.


As a result of questioning, we can estimate:
• how satisfied students are with the quality of education and how that corresponds to their expectations;
• how well the training was organized;
• What additional expectations they had.
The results of the evaluation show the degree of satisfaction of the students of the training.

The purpose of the second phase: to assess how effective the training was in achieving the main goal. This stage of tests is used to test knowledge and skills.
Testing trainees takes place before and after the training. A double-test will let us assess how the competence of trainees has changed as a result of their training. After analyzing all of the estimates received by trainees, we can estimate how effective the training was.

The introduction of a high-quality performance evaluation system of training in an organization is the most important task of specialists who create training programs. Implementation of the effectiveness evaluation will allow us to:
• assess the quality of training provided by the organization;
• evaluate the effectiveness of the training program as a whole;
• Reduce training costs.