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:
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 measures assess the degree to which trainees have mastered the concepts, knowledge and skills of the training.
Improvement in the job behavior of the trainees reflects the manner and extent to which the learning has been applied to the job.
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.
- Lack of clear training policy
- Inadequate infrastructure
- Unwillingness of the management to change human resource policies
- Performance appraisal system
- 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:
- The opinions and judgments of trainers, superiors and peers,
- Asking the trainees to fill up evaluation forms,
- Using a questionnaire to know the reactions of trainees,
- Giving oral and written tests to trainees to ascertain how far they have learnt,
- Arranging structured interviews with the trainees.
- Comparing trainees performance on-the-job before and after training,
- Studying profiles and career development charts of trainees.
- Measuring levels of productivity, wastage. costs, absenteeism and employee turnover after training.
- Trainees’ comments and reactions during the training period, and
- Cost benefit analysis of the training programme.