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Methods Used for Evaluation of Training and Development Programs
Human Resources Management - Training & Development
Methods Used for Evaluation of Training and Development Programs
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An organization’s training head may employ several methods of evaluating the existing training programs.
Methods Used for Evaluation of Training and
Development Programs
An organization’s training head may employ several methods of evaluating the existing training programs. Some of the sources of information that could be obtained before commencing evaluation process are as follows. Questionnaires and
interviews carried out with the trainees after the programs, Tutor’s report on
the trainees’ responses to the inputs, Project assignments based on the
training inputs and direct observation or reviewing audiovisual recordings of
the proceedings of a training program by the monitoring team, are the most
common methods of evaluating the effectiveness of a training program.
In recent times, benchmarking is also used to evaluate an organization’s training programs by comparing it with any exemplary training practices achieved by another unit or organization of comparable nature. Several parameters would have to be kept in mind while analyzing and evaluating the effectiveness of the program. The extent of support from the top management towards training, the number of trainees covered, the time allotted to each module, the qualifications of trainers, the extent of participation of the trainees, the budgetary constraints faced by the organizers of the training program, the opportunity provided by the work atmosphere to implement the learning that was resulted from the training programs are to be considered while evaluating a training program.
While systematic and concerted efforts to train employees are vital to an organization’s very existence and growth, they would not be the sole interventions to assure reliable Personnel Development. Motivation for participating in training programs and the inter-relationships between different training interventions on a person is determined in part by an employee’s concept of career-life and the organizational initiatives for the Career Development for each of its employees.
An organization’s training head may employ several methods of evaluating the existing training programs. Some of the sources of information that could be obtained before commencing evaluation
In recent times, benchmarking is also used to evaluate an organization’s training programs by comparing it with any exemplary training practices achieved by another unit or organization of comparable nature. Several parameters would have to be kept in mind while analyzing and evaluating the effectiveness of the program. The extent of support from the top management towards training, the number of trainees covered, the time allotted to each module, the qualifications of trainers, the extent of participation of the trainees, the budgetary constraints faced by the organizers of the training program, the opportunity provided by the work atmosphere to implement the learning that was resulted from the training programs are to be considered while evaluating a training program.
While systematic and concerted efforts to train employees are vital to an organization’s very existence and growth, they would not be the sole interventions to assure reliable Personnel Development. Motivation for participating in training programs and the inter-relationships between different training interventions on a person is determined in part by an employee’s concept of career-life and the organizational initiatives for the Career Development for each of its employees.
Tags : Human Resources Management - Training & Development
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