IntroductionWorkplace education is one of the essential factors that companies must take into consideration when evaluating different methods to improve the skills and abilities of their employees and the company's competitiveness on the market and overall quality. By using workplace training practices such as in-house training, seminars, peer learning, online modules, etc., companies are able to achieve high training effectiveness for their employees. As mentioned by Noe and Peacock (2008), “training effectiveness refers to the benefits the company and trainees receive from the training” (p. 134). The benefits in terms of training effectiveness apply to both the employee and their employer. Benefits for the employee can include behavioral changes or even the acquisition of new skills. For employers, trained employees could provide a more competent team, greater experience, increased productivity and even increased sales. To optimize the effect that workplace training has on each individual company, companies must be willing to receive and make changes based on feedback and assessments of both training and individuals' skills. Critique of how on-the-job training was evaluated From personal experience, I have very rarely been asked to provide an evaluation of the training I received while working. I believe this is because most of the training I received came in the form of modules. The modules were part of a series of self-paced, individual training courses that each new employee was required to complete. I believe my employer felt that because these training modules had focused on core knowledge areas such as workplace… half of the document… der, C., & Shinsky, J. (2010 ) Constructive student feedback: Evaluations of online and traditional courses. Journal of Interactive Online Learning, 5, 283-296.Hosp, J. (2012) Formative assessment: Developing a framework for using assessment data to plan instruction. Focus on Exceptional Children, 44, 1-10.Keenan, D. (2013) Experiential learning and outcomes-based education: a bridge too far within the current education and training paradigm. Applied Learning Technology, 3, 13-19.Miller, S. (1990). Effects of a municipal training program on employee behavior and attitudes. Public Personnel Management, 19, 429-441. Noe, R. A., & Peacock, M. (2008). Employee training and development (Canadian ed.). Toronto: McGraw-Hill Ryerson.Weigelt, J., Brasel, K., Bragg, D., & Simpson, D. (2004). The 360 ​​degree evaluation: More work with little return?. Current surgery, 61, 616-626.