Chapter 7 Discussion Topic

Measuring the results of training seems so obvious and simplistic but how many places actually do it? The book talks about how the planner for the training program should prepare how to evaluate a training program when the program itself is being developed.
It would seem impossible to know whether a program was effective or not if you had no way to measure the results or didn't check for a change in behavior. Usually there is a written test, but there are also regular performance evaluations that would be more accurate for evaluating whether or not a training was effective. This is also known as a transfer of training or on the job use of training.
A lot of companies will purchase software to do e-learning which allows for quick testing and evaluation, I've also worked for did weekly testing on information we needed to know to do our jobs and help our customers more fully and quickly. This seemed like a pain as employees but this was also pretty helpful because we usually remembered things better when we had been tested on 1)because the better the score the better the prizes we got; 2) if you screw it up and because you can't remember before the test you are more likely to remember it after being tested.
I think ultimately it's really important to evaluate the results of a training to see if the time and money is being used to it's best possible use and also because why do the training at all if you the information doesn't matter enough to track its use?