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Human Resource Management:
Evaluation of Training                                                                        Bookmark and Share
 
 

The credibility of training is greatly enhanced when it can be shown that the organization has benefited tangibly from such programs. Organizations have taken several approaches in attempting to determine the worth of specific programs. In this phase, the effectiveness of the training is assessed. Effectiveness can be measured in monetary or non-monetary terms. It is important that the training be assessed on how well it addresses the needs it was designed to address.

Participants’ Opinions: Evaluating a training program by asking the participants’ opinions of it is an inexpensive approach that provides an immediate response and suggestions for improvements.

The basic problem with this type of evaluation is that it is based on opinion rather than fact. In reality, the trainee may have learned nothing, but perceived that a learning experience occurred.

Extent of Learning: Some organizations administer tests to determine what the participants in training program have learned. The pretest, posttest, control group design is one evaluation procedure that may be used.

Behavioral Change: Tests may indicate fairly accurately what has been learned, but they give little insight into desired behavioral changes.

Accomplishment of Training Objectives: Still another approach to evaluating training programs involves determining the extent to which stated objectives have been achieved.

Benchmarking: Benchmarking utilizes exemplary practices of other organizations to evaluate and improve training programs. It is estimated that up to 70 percent of American firms engage in some sort of benchmarking.

A Case for Simplicity: Value is the measure of impact and positive change elicited by the training.

The most common approaches used to determine the effectiveness of training programs are as under:

 

Post Training Performance Method:

In this method the participants’ performance is measured after attending a training program to determine if behavioral changes have been made.

Pre-Post Test approach:

Most commonly used approach towards measurement of effectiveness of training is Pretest Post test approach this approach performances the employees is measured prior to training and if required training is provided. After completion if the training again the performance is measured this is compared with performance before training if evaluation is positive e.g. increase in productivity that means that training is effective.

Pre- Post Training Performance with control group Method:

Under this evaluation method, two groups are established and evaluated on actual job performance. Members of the control group work on the job but do not undergo instructions. On the other hand, the experimental group is given the instructions. At the conclusion of the training, the two groups are re-evaluated. If the training is really effective, the experimental group’s performance will have improved, and its performance will be substantially better than that of the control group.

 

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