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Human Resources Management - Training & Development

Design and Evaluation of Training and Development Programs Training Design

   Posted On :  13.06.2018 01:10 am

The design of training program would have to be based upon the assessment of training needs, the training calendar, the availability of trainers, various logistic arrangements required for different training programs like training halls, audiovisual aids, accommodation, travel and hospitality for trainees, the time duration for which the supervisors agreed to free their nominees for undergoing the training programs and the demographic characteristics of trainees.

Design and Evaluation of Training and Development Programs Training Design
 
The design of training program would have to be based upon the assessment of training needs, the training calendar, the availability of trainers, various logistic arrangements required for different training programs like training halls, audiovisual aids, accommodation, travel and hospitality for trainees, the time duration for which the supervisors agreed to free their nominees for undergoing the training programs and the demographic characteristics of trainees. The purpose of designing any training is to create within the individual the desire to learn. Hence the selection of trainers should be based upon their competence in training as well as their suitability to the target groups.
 
Even the best of training programs would be useful only if the trainees attend them with willingness and participate with freedom. Programs that the trainees are eager to attend, and in which they become enthusiastically involved, are those in which they are encouraged to present and attempt to solve the problem situations in which they have a direct interest and in whose solutions they have a personal stake. The pedagogy or method of instruction is to be decided based on the level of education, maturity, time available and the cost involved. In general, it may be stated that experiential and participative training would be more effective than merely information-loaded programs. Rotation of training methods could be carried out in accordance to the span of attention and the stages in the cycle of learning among the trainees.
 
When large numbers of people remain to be trained at any given time, then training the trainers would be of help. They would in turn provide training to an exponentially increasing number of trainees. In order to gain acceptance from all stakeholders of training, it would be appropriate to begin training at a small level and then expand its base based on the success demonstrated after each program. Since training is just one component of Human Resources Development, the organization would have to be urged to make improvements in the other components like human resource planning, Performance appraisal and aspects of organization like work-flow, tools and infrastructure, empowerment, reward systems, transparency in communication, career planning and succession planning, control, confidence, self esteem, team spirit, morale and motivation among employees.

Training Evaluation

 
Evaluation of training effectiveness is the most critical phase in not only assessing the quality of training imparted but also to see what future changes in training plan should be made to make it more effective. The process has both predictive and regulative value. Training evaluation would also provide vital insights into the existing systems and procedures prevailing in the organization. There is not much of a consensus among corporate managers on how to determine the value of training. The onus of the training department is to document its efforts and clearly show that it provides a valuable service to the entire organization.
 
Training and Development Programs may be evaluated at different levels. Training evaluation consists of examining various aspects of training immediately after the training is over and judging its utility to achieve the goals of the organization. While the first may be easy to evaluate, the second poses complications. Hence it may be advisable to commission comprehensive research studies through which opinions and judgments on the training processes could be elicited from trainers, supervisors, peer groups, which could then be cross-tabulated against the responses of trainees. A comprehensive audit of Human Resource Development functions should also include training programs under its purview. Donald Kirkpatrick (1959) has contributed to the development of a model for training evaluation. 
Tags : Human Resources Management - Training & Development
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