PRESENTATION ON TRAINING AND DEVELOPMENT

EVALUATION OF TRAINING

BY:-Diganta Sankar Deb Chowdhury.

Training And Development

In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.
TRAINING:It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

Training Evaluation
The process of examining a training program is called training evaluation. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

Purpose Of Training Evaluation Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the

When to Evaluate?

Before, During, and After Training.

Why Evaluate?
Before Training
Identify needs or problems. Identify specific job competencies to close gaps. Identify the type of evaluation needed.

During Development of Training

Determine which staff should be the targets of training. Provide feedback to curriculum designers on content, methods, and materials. Determine if course delivery is consistent and follows curriculum

Why Evaluate?
After Training

Note changes in participants attitudes and reactions to the course. Assess trainees mastery of knowledge. Assess trainees mastery of skills. Assess transfer of new knowledge and skills to the job. Measure whether or not performance gaps have begun to close.

Model for Successful Training Course Evaluation

Step 1: Identify the purposes of the evaluation. Step 2: Determine the levels of evaluation needed. Step 3: Develop an evaluation design. Step 4: Select or develop instruments. Step 5: Develop a data collection plan. Step 6: Pilot and revise instruments and procedures. Step 7: Collect evaluation data. Step 8: Analyse evaluation data. Step 9: Report results. Step 10: Provide feedback/disseminate results.

Benefits of Evaluation
Improved quality of training activities. Improved ability of the trainers to relate inputs to outputs. Better discrimination of training activities between those that are worthy of support and those that should be dropped. Better integration of training offered and on-the job development. Better co-operation between trainers and line-managers in the development of staff. Evidence of the contribution that training and development are making to the organization.

Methods of training evaluation

Evaluation of any program is a difficult task and more so of a training program. The first step toward evaluation of a training program is to define the goals and objectives of the training program. Also both the trainer and the trainees most be well acquainted with their role in the training programme. The required data can be collected by using the fowling techniques1. Self-assessments answer sheets. 2. Question confronted by the trainees.