e purpose of the paper was thus concentrated on developing individual knowledge and capabilities that will result in designing professional evaluations for L&D programs. Subsequently, from the report, it can be revealed that L&D program is quite important for the employees to maintain their productivity level in Trisco Foods as it has been facing problems related to performance gaps by a substantial extent. Similarly, the schedule is proposed to include providing off-the-job training to the employees and subsequently, providing on-the-job training.
This report intends to provide a theoretical justification of the practical design regarding the evaluation of Learning and Development (L&D) program to be implemented in Trisco Foods. The report also provides an overall training program schedule of the company along with its critical evaluation. Likewise, the report also measures the learning outcomes of on-the-job training and off-the-job training approaches within the company. In addition, a demonstration of how the program adheres to the social and ethical standards in relation to the requirement for L&D practitioners has been provided using literatures and linking the appendices in this paper.
In Trisco Foods, the training program will get initiated by providing an understanding to the employees regarding the requirement and the purposes of this program. Before the training process is undertaken, the employees will be provided with a list of activities that they require to carry out before getting involved in the training process. These activities would involve both declarative and procedural knowledge wherein declarative knowledge will help the employees to identify their weaknesses, which require to be addressed through the L&D approach. In the subsequent stage, the training program will include commencing off-the-job training for the employees, which is intended to be an interactive session. Simultaneously, on-the-job training will be conducted for the