Evaluation of Training and Development
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Internal
promotion, progression planning, and employee development all require
training as part of a strategy. It is a long-term investment in staff
productivity and retention, ensuring long-term career advancement and job
satisfaction. It needs time, effort, and financial resources, just like any
other organizational process. The company wants to know if its money is being
spent wisely. This involves ongoing training and education evaluation (Topno,
2012).
The phrases
measurement, as well as assessment, are also used frequently when referring to
evaluation. Measurement and/or assessment give the data on which the evaluation
is based; evaluation involves explanation and judgment. It is worth noting that
the phrases "validation" and "evaluation," both of which
are commonly used in HRD literature, are not always identical. The systematic
process of data collection to determine if training is effective is generally
referred to as training evaluation (Goldstein and Ford, 2002).
It is
estimated that just 10% of training and development expenses are transferred to
the workforce (Baldwin and Ford, 1988). An evaluation of a training program can
assist an organization in achieving various objectives during the period of its
entire training program. The major goals of the training program evaluation are
to determine the training's effectiveness and whether it can be used as a training
instrument (Topno, 2012).
Multiple
purposes are included in the evaluation objectives at various levels. To achieve these many goals, different
employees from different parts of the company may need to work together
(Eseryel, 2002). According to Bramley
and Newby (1984) Feedback, control, research, intervention, and power games are
the five main purposes of the evaluation.
Organizations
incorporate a range of approaches to evaluate training effectiveness, depending
on the structure and budget of the business. The Kirkpatrick model is a
prominent model that focuses on assessing four sorts of outcomes, or in other
words, results from a highly effective training program should emerge at four
levels: Response, Learning, Behavior, and Outcomes. Daniel L. Stufflebeam
created the CIPP model of program evaluation, which is divided into four
phases: context, entrance, process, and product evaluation. It is founded on
the concept that the fundamental goal of assessment is to increase the
effectiveness of a program. The CIRO model for evaluating management training
focused on four different parts of the training: context, input, reaction, and
results. Over the last decade, training professionals have been challenged to
demonstrate the financial value of training to their employers. To measure the
return on investment (ROI) created by training, D. Phillips suggested adding
another layer to Kirkpatrick's four-tier assessment system (Topno, 2012).
It is
insufficient to just perform a training program. Training and development
programs should be evaluated to see if they are effective and provide the
expected results. Effective training begins with accurate evaluation (Rama Devi
and Shaik, 2012). The impact of training on learner performance and behavior is
determined during the evaluation of training and development. Professionals must focus on analyzing
training and development as well as effectively demonstrating and explaining to
management the value of training initiatives (Topno, 2012).
References
Baldwin, T. and Ford, J., 1988. Transfer of Training: A Review and Directions for Future Research. Personnel Psychology, 41(1), pp.63-105.
Bramley, P. and Newby, A., 1984. The Evaluation of Training Part I: Clarifying the Concept. Journal of European Industrial Training, 8(6), pp.10-16.
Eseryel, D., 2002. Approaches to evaluation of training: Theory & practice. Journal of Educational Technology & Society, 5(2), pp.93-98.
Goldstein, I.L. and Ford, J.K., 2002. Needs Assessment, Development and Evaluation.Fourth. Robert G Jones, 239.
Devi, RV. and Shaik, N., 2012. Evaluating training & development effectiveness-A measurement model. Asian Journal of Management Research, 2(1), pp.722 - 735.
Topno, H., 2012. Evaluation of Training and Development: An Analysis of Various Models. IOSR Journal of Business and Management, 5(2), pp.16-22.
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As you explained in detail to develop training programme to achieve organizational and personal goals, it has to be evaluated. Evaluation can be done as formative (while it is being developed) or summative (after deliver the programme) When design a training evaluation process, selecting appropriate training evaluation techniques, determine what to measure and choose suitable training evaluation tools are very important. (Andriotis, 2019)
ReplyDeleteAs expounded by (Topno, 2012) Training assessment is the maximum vital thing for schooling and improvement. One of the fundamental motives is that everyone’s fashion is descriptive and subjective in nature, its signs for comparing schooling and improvement are now no longer genuinely given and explained. So after discussing loads at the fashions for comparing schooling and improvement, it is able to be counseled that there is sufficient version for schooling assessment. They ought to be in addition changed with the aid of using giving its fundamental signs and explained nicely approximately every trouble in order that assessment of schooling and improvement may be nicely accomplished with greater effectiveness
ReplyDeleteReference
Topno, H., 2012. Evaluation of training and development: An analysis of various models. Journal of Business and Management, 5(2), pp.16-22.
Training and development are primarily concerned with the acquisition of understanding, knowledge, techniques, and practices. Of course, training and development are essential for human resource management as they can improve individuals, collectives, and performance at institutional levels. HRM plays an important role in Training and development. we need to develop our skills and competency to be promoted, it help us to bear new positions and perform well.(Tahir,N.et.al.2014)
ReplyDeleteHi
ReplyDeleteTraining like any other organizational activity requires time, energy, and money. It’s a critical investment in a strategy that leads to internal promotion, succession planning, and employee development. It’s an investment in employees‟ productivity and retention by providing for career progression and employees’ job satisfaction over a long time (Bowes, 2008). Therefore the organization needs to know whether its investment is being spent effectively or not. For this continuous evaluation of training and development is necessary. Evaluation of training and development means assessment of the impact of training on trainee’s performance and behavior
The requirement of the training is identified by analyzing the gap between expected knowledge and skills with the existing knowledge and skills of the employee Training is all about improving individual and group performances and in turn influencing the overall performance of the business. It is important to evaluate the effectiveness of the training and ensure that the original learning goals were achieved (Verma, 2022).
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