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1. An Evaluation Plan for a Training Event at Coca
Cola Company Essay
Evaluating a training event
Assessments of the activities that are aimed at performing a certain
task over a specified period are outlined in an evaluation plan. Usually,
this evaluation entails techniques, success identification criteria as well
as measurement of the objectives of the organization (Lichfield 127).
Effective plan for the evaluation assists in the improvement of the
organizational speed in the achievement of goal. Coca Cola is a global
company that specializes in the manufacture and distribution of soft
drinks or beverages.
The managers in the human resource department in this company
intend to have an event for training all staff members as well as
evaluating the training results. This evaluation is informative because it
is intended to provide support to the development of the labor force
since staff training ought to match the corporate goals.
Aims of the Evaluation Plan
According to a description by Lichfield, evaluation plan’s main purpose
is to establish comprehension of organizational goals, policies and the
environment of the company (128). For example, the mission
statement of the company states that this firm creates value while
inspiring people and making a difference globally. For value to be
created by this company out of its people globally, this initiative should
start with the company’s employees. As such, training the people will
enable the company’s workforce to comprehend the values of the
organization and their importance in the production of the company. It
is significant for the employees to clearly know the policies on which
this organization is run and also goals that the company aims at

2. achieving. Training is mainly aimed at identifying the performance
requirements, skills, abilities and knowledge that is required by the
labor force of the company in order to achieve the set goals (Ridge 16).
Objectives of the Evaluation Plan
According to a description by Ridge, the reason for setting
organizational objectives it to monitor and evaluate a training
program’s effectiveness (17). The plan also helps in the achievement of
evaluation plan’s aim and these include:
1. Providing newly employed individuals with the basic knowledge
so that they can achieve intelligence performance without
wasting time.
2. Fulfilling organizational goals through securing optimum
contribution and co-operation of the employees.
3. Improving skills, knowledge, and efficiency of the employees so
that they can achieve individual development.
4. Assisting the management in adopting current concepts of
management and also improving their specialties.
Target groups
The training targets the supervisors, managers at lower levels, and
every staff member. Each staff member at the Coca Cola firm ought to
be familiar with the goals of the organization. Therefore, the entire
staff team will be trained. The intention of this training process is to
improve the performance of individuals and the attitude that they have
towards their work. This will assist in the collective achievement of the
organizational goals by the team.
Evaluation Technique
At the time of training sessions, several ways will be used in monitoring
the employed techniques’ success. Among the methods for evaluating

3. the success is first-hand observation as well as the analysis of
production data. Bozarth notes that observing the reactions of the
training during the training session can assist in monitoring perceptions
(10). Administering questionnaires is another method and this can help
in acquiring feedback immediately after the training session. The terms
of the questionnaires can be measurable because they can include
rating scales that would quantify the training results. For instance, a 1-5
scale of the questionnaire may be used with 1 representing a low
satisfaction end and 5 representing the highest satisfaction level.
Questions that are open ended can also be included in the
questionnaire so that trainees are allowed to express more of their
feelings. Similarly, the performance of the employees before this
training may be compared to their performance after undergoing this
training in order to assess the change that is acquired. This evaluation is
aimed at seeing the way all learnt principles will be incorporated by the
employees. As such, the essence of extending this evaluation for
approximately 2 months will be evaluated (Bozarth 13).
Determining the Success of the Evaluation Methods Used
The employed methods’ success in the evaluation process can be
determined only by the realized results following the training. If the
employees’ performance after training becomes better than that of the
employees who did not undergo the training, then it will be worthwhile
to train the others. Questionnaires’ administration is among the
methods for evaluation. As such, if high end satisfaction results are
achieved from the responses and improvement of the performance is
achieved, then this evaluation method will be successful. If low
turnover is experienced in the organization, grievances reduced and
employees’ moral improved, then this method was successful in the
evaluation. Open-ended questions may assist in the determination of
the correctness of the made observations. At the time of training, the
trainees’ body language simplifies their reception of ideas that were

4. being delivered. As such, if their responses on questionnaires
correspond to the portrayed body language, then the method used in
the evaluation was successful (Bozarth 15).
The Role of the Government in Training, Development and Lifelong
Learning
The government plays a vital role in ensuring proper training of the
workforce. One of the control measures is creating awareness on the
improvement of the skills of individuals and knowledge enhancement.
To achieve this, guidance should be offered to all employees in
different regions (Matley 13). The government however, ought to
increase the provision of learning in order to incorporate the
participation of adults in further courses in education.
Increasing the provision for higher education can create a room in
which the workforce may improve knowledge and skills to enhance
productivity. A funding initiative for higher education attracts working
people despite having a salary that may not support education and
personal needs. To facilitate further education, the government
provides a program through which students acquire educational loans
which they pay after acquiring employment. To assist employees who
want to enhance their skills, this program can be embraced. Employers
should be sensitized by the government on the essence of spending
money on their workforce (Ridge 18).
There are employees who want to study further but their schedules at
their workplaces are not flexible. Therefore, they are discouraged.
Government and employers’ collaboration can facilitate education of
the workforce. The government can also play the role of improving
quality as well as raising education standards. Training and education
inspectorate ought to revise the entire education system on regular
basis to sustain the education standards globally. Education system’s
development is achievable through the provision of links between the
skills required by the economy and higher education. To ensure lifelong

5. learning, the government ought to establish a university within the
industry. The dedication of such a university should be to educate
people with specialization and experience in working within a certain
industry. The focus of the government can also be on the improvement
of competitiveness of different industries. This will create urge among
the employees so that they can further education in order to remain
compatible as well as secure a space within the labor force.
Matley notes that lifelong learning as well as development facilitates
social integration and cohesion (8). Establishment of an extensive
learning culture creates self-confidence as well as a personal worth
feeling in individuals. Feeling isolated also reduces when individuals
acquire lifelong learning because when a community is learned it
integrates freely. Exclusion of the individuals with learning difficulties
and the disabled is also reduced as well as those belonging to the lower
class in the society.
Impacts of Competency Movement in the Public and Private Sector
Empowering the organizational workforce in order to increase
competitive advantage was the main aim of creating competency
movement. Labor force comprises of an important production unit.
Through competency movement, every individual becomes devoted to
their specialization area. Behavioral competency and technical
competency are the two many competencies. Technical competency
entails specific skills and knowledge that a person needs to perform
certain tasks. Behavioral competency entails personal characteristics
which include attitude that leads to the success of a person within the
organization. Introduction of competency management occurred within
the private sector first after which it was introduced in the public
sector. Results have been realized because managers in the human
resource departments have engaged in personnel education with an
aim of adding value for the company. Through competency

6. management, systemic reforms, immediate impacts and institutional
reforms are realized (Matley 7).
Some of the witnessed immediate impacts include wages’ increment
and skilled employment’s increase. The competency management’s
results have been enjoyed by both the public and private sector since it
started. Work environments have people with varying cultures,
behavioral norms and ethnicity. The workplace co-existence was
previously based on race, religious beliefs and cultural background.
Competency management’s development ruled out cultural divide
while enabling employees to perform their duties harmoniously
regardless of their indifferences. Managers in the human resource
traditionally focused on the administrative tasks while concentrating on
rules enforcement on the subordinates.
From the time when competence management emerged, they have
understood that their duties entail linking the management with the
employees. This has facilitated the improvement of bosses and
employees’ relationship (Vrontis 290). Additionally, it has offered a
platform on which flexible policies for the personnel can be adopted by
all employees. Managers in the human resource have also learnt that
labor force motivation is necessary in order to enhance productivity
instead of pushing them to work. Public servants were triggered to be
effective and responsive by the formulated policies. They initially
misused public resources. Laxity was common in public offices.
However, the situation was saved by competency management.
Competency management also introduced the importance of having
more skilled workers within a company as a way of increasing
competitive advantage. Both the private and public sectors began
offering training to the workforce in order to improve their skills and
knowledge. Additionally, organizations invested more in research in
order to have a large market share and to maintain competency.
Disadvantaged groups include the disabled people who have been left
out in the data for the employed individuals. Previously, they were

7. excluded and sidelined because of physical disabilities. As such,
strategic planning for organizations has been introduced by
competency management.
Plans like SWOT analysis assist organizations in determining their
market development positions because of competency management.
For the responsibilities of each person to be defined, companies came
up with the organizational structures. These displayed the
management’s hierarchy and duties of individuals. These structures
helped in the reduction of workplace conflicts. In addition, employees
learnt that competitiveness was necessary in order to get employment.
Employees’ internal competition improved the organizational standards
and this increased competitive advantage of organizations. As such,
there were positive impacts of competency movement in both the
public and the private sectors.
Effects of contemporary UK training initiatives on Coca Cola Company
human resource managers.
There were several effects of training initiatives on the managers in the
human resource as well as the way they performed their duties. For
instance, managers in the human resource learnt ways of motivating
the generation Y in their places of work (Matley 9). People with
different ages are employed in the organization. Therefore, different
motivation methods are required. Generation Y comprises of the young
individuals with different lifestyles. Therefore, managers needed
training in order to handle them properly. Different methods of
handling subordinates were also learnt online because of technological
advancements. As such, corporate training played a significant role due
to the improvement in collaboration technologies.
Guidance was acquired in the company regarding the recruitment of
sales professionals after the training (Vrontis 289). Almost all
companies globally want to have the most passionate and efficient
business representatives. However, they do not have guidance on the

8. way they should be recruited (Matley 12). Knowledge was imparted on
the management in the Coca Cola Company through this training. This
is why the company is the best seller of soft drinks globally. Finally,
managers in the human resource acquired skills for setting correct goals
from this training. Now, they can set goals which are achievable by the
workforce as opposed to the exaggerated goals that were set before.
Managers in the human resource were developed by this training. The
positive management-workers relationship can help in the
determination of the results.
Conclusion
Organizational evaluation requires tools and techniques which entail
setting up goals and objectives. Managers in the human resource
should identify the results that are anticipated from the evaluation. The
process of evaluating the organization will assist the organization in
determining if legal requirements, environmental control and safety
measures have been met. Similarly, training facilitates the reduction of
the employees and the employers’ gap. It also facilitates in the
improvement of the skills of workers which enhances productivity.
Adequate training and evaluation plan enabled the Coca Cola Company
to maintain its market share and position. Therefore, these training
programs were beneficial to the Coca Cola Company (Vrontis 307).
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9. Works cited
Bozarth, Jane. From Analysis to Evaluation: Tools, Tips, and Techniques
for Trainers. San Francisco: Pfeiffer, 2008. Print.
Lichfield, Nathaniel. Evaluation in Planning: Facing the Challenge of
Complexity. Dordrecht [u.a.: Kluwer Acad. Publ, 1998. Print.
Matley, Harry. Contemporary Training Initiatives in Britain: A Small
Business Perspective. Oxford 24,1 (2002): 1-17. Print
Ridge, Javan. Evaluation Techniques for Difficult to Measure Programs.
Xlibris. 2010. Print
Vrontis, Dementris. The Strategic Positioning Of Coca-Cola in Their
Global Marketing Operation. Marketing review. (2003): 289-309. Print
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