NEED TO MAKE THE ANSWER TO QUESTION SHORT

2. What is one thing that Whitney and Company should do to evaluate the effectiveness of the orientation training program? Be sure to make direct reference to one (or more) of Kirkpatrick's Levels of Training Evaluation and explain why you think that level of evaluation is appropriate.

Following Kirkpatrick's training evaluation advice, the Whitney company should determine the trainees' response, their learning or knowledge transfer, the behavioral change resulting from the knowledge learned, and the enhancement of organizational performance. A rigorous training evaluation mechanism ought to be in place for this. The student's response to the training should be recorded in a questionnaire, and the knowledge transfer should be evaluated based on how well the learner performed on the job. Any behavioral changes in the employee that might improve his performance and client response must be assessed regularly. Periodic performance evaluations are also necessary to monitor the development of both the company and the individual.

The orientation program's goal is to transmit technical know-how expertise. The gap is caused by ignorance or incomplete knowledge about developing behavioral aptitude. As a result, rather than helping the personnel advance, the orientation session needs to be improved and a dump of expertise. The organization will move toward effective improvement and growth with the help of the four levels of training evaluation. The third stage, which focuses on developing the trainees' behavioral abilities, should receive extra attention because it is the case study's primary focus.