Evaluation of Training- Meaning, Need, Principles and Methods

Posted on Jun 8 2017 - 10:52am by Preeti

Evaluation Criteria

Evaluation    of  training    effectiveness   is  the  process    of obtaining  information  on the effects  of a training   programme   and  assessing   the value of training    in  the light  of  that   information.   Evaluation   involve controlling       and correcting the programme.   The basis  of evaluation  and  mode  are determined when  the   training     programme    is  designed. According    to Hamblin training effectiveness  can  be  measured in terms   of the  following criteria:

  • Reactions

A training   programme   can  be evaluated  in terms   of the trainee’s reactions    to  the  objectives,  contents    and  methods    of training.    In  case   the  trainees considered  the  programme   worthwhile   and  like  it,  the  training    can  be  considered effective.

  • Learning

Learning measures assess the degree to which trainees have mastered the concepts, knowledge and skills of the training.

  • Behaviour

Improvement  in the  job  behavior   of the  trainees    reflects   the manner   and  extent   to which   the  learning   has  been  applied   to the job.

  • Results

 The  ultimate   results   in terms  of productivity  improvement.   quality improvement,  cost  reduction.   accident   reduction,   reduction   in labour   turnover   and absenteeism   are  the  best  criteria   for  evaluating  training   effectiveness.

The following figure provides a broad framework for evaluation in terms of types, levels and methods. However, it may not always be possible to employee a comprehensive  evaluation system due to organizational constraints e.g.

  1. Lack of clear training policy
  2. Inadequate infrastructure
  3. Unwillingness of the management to change human resource policies
  4. Performance appraisal system
  5. Organizational processes on the basis of feedback

 

Methods   of  Evaluation

Several   methods    can  be  employed  to  collect  data   on the outcome of training. Some of these are:

  1. The opinions and  judgments  of trainers,    superiors     and  peers,
  2. Asking the  trainees    to fill up  evaluation  forms,
  3. Using  a questionnaire    to know  the  reactions    of trainees,
  4. Giving oral and  written   tests  to trainees   to ascertain    how far they have learnt,
  5. Arranging structured    interviews  with  the  trainees.
  6. Comparing trainees    performance   on-the-job  before   and  after  training,
  7. Studying profiles   and  career   development   charts    of trainees.
  8. Measuring levels  of productivity,  wastage.   costs,  absenteeism   and  employee turnover    after  training.
  9. Trainees’ comments and  reactions  during   the  training   period,   and
  10. Cost benefit   analysis   of the  training   programme.

 

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