As a manager of talent management, what are the best training evaluation methods I can use to assess employers in a large-sized company?

I PREFER THE DAILY RECORDS FOR THE BEST TRAINING EVALUATION METHODS... FOLLOWED BY MONTHLY ASSESSMENT ... AND EACH MONTH WE GIVE THE EMPLOYEE A CERTAIN GRADE DEPENDING ON THE DAILY RECORDS ... THEN AT THE END OF THE YEAR WE COLLECT THE MONTHS ASSESSMENTS 

Pre-training test, Evaluation test after trainings, workshops evaluation test. cognitive tests... these are some of the best training evaluation methods

Evaluations can only be effective & useful if we conduct a Pre Training, In Training & Post Training Assessments. So that we can identify the rate of change of Performance. (Tools: interviews, case studies, focus groups, surveys, experiments)

Assessing the Return On Investment is also an important methodology to measure effectiveness of training activities

There are several training evaluation methods..I´ll mention some that I´ve implemented:

1. Job rotation

2. Commission's attribution - decision attributes for decision taking

3. Cases studies

4. Company games

5. Internal develop - qualify the workers through a series of actions to make them have a wide participations beside their responsibilities

6. Coaching

7. Trainees program

8. Lectures/workshops

9, Training on demand - For example with the sales team in real sales scenarios

Practical tests and questionnaires, seminars and Posts

 Following are some of the training evaluation methods you can use:

1. Evaluation testing records.

2.SWOT evaluationfor each employer

3.FOLLOWED BY MONTHLY ASSESSMENT .

First; Training Needs Analysis should be conducted properly, to ensure training is solution.

Second: Conducting a Performance Gap Analysis Pre-Post training.

Another useful Technique;  Assessment of people's knowledge, skills, and behavior.

I prefer  to look at individuals who deliver a quality of service which best adheres to the comapnies expectations. The best way i find of doing this would be to have a Monthly performance record and if nescessary to have a meeting to encourage the employee and point out where there shortfalls are and how they may deliver a better quality of service 

Training can be evaluated in term of improvements in the performance or not. Evaluations can be done if we get good results. (Purpose training)

Trainings attended by employees ideally are based on their actual shortfalls and/or intended skills for future job enlargements. Assuming this being the case, trained employees can be assessed traditionally thorough their aannual performance evaluation. Besides that they can also be assessd by assigning them projects either as participants or even champions depending on the seniority of them and current needs of organization. The other more deliberated assessment is through a well designed two or three days assessment where various business simulations are created to challenge their know how, time management, stake holders management, financial acumen as well as their leadership strentghs.