TRAINING EVALUATION
Training evaluation is the systematic
collection of data regarding the success of the job. Training program
(Golstein,1986). Constructive evaluation occurs when specified outcome measures
are conceptually related to intend learning objectives. Evaluation is conducted
to answer either of two questions; whether training objectives were achieved
and whether the accomplishment of those objectives results in enhanced performance
on the subject.
A Classification Scheme of Training
Evaluation
This scheme, presented in Table 1, is
organized by the cognitive, skill-based, and effective learning
outcomes. For each learning outcome, the table describes
relevant learning constructs, appropriate foci for measurement, and potential
evaluation measures. The classification scheme in table 1
summarize the constructs and measures we have proposed throughout this article.
The scheme advances the training evaluation by providing a broadened definition
of learning, a construct oriented approach to learning outcomes, and the
rudiments of an entomological network necessary to build models of training
evaluation and training effectiveness (Source-Kraiger, Ford, A nd
E.Salas, 1993).
(Source:
Annual
Report 2017, Seylan Bank PLC).
CONCLUSION
Training and development program plays the
most important role in every organization. Training programs improve employee
performance at the workplace, it updates employee knowledge and enhances their
personnel skills and it helps in avoiding managerial obsolescence.
Those programs are benefited for
the management to evaluate job performance and it helps to take decisions like
employee promotions, rewards, compensations, welfare facilities. Most of
the training program also helps the managers in succession planning, employee
retention, and motivation. It creates efficient and effective employees in the
organization. The need for training and development is determined by the employee’s
performance deficiencies.
So the organizations use a simple method. Its
sometimes called the gap analysis. Basically different between the standard
performance which organization accepted and the actual performances which
employees having.
Training fulfills the overall performances of
organization in various ways;
1.
Soft skill development
3.
Supervisory training
4.
Interpersonal relationships
5.
Time management skills
6.
Violence prevention
7.
Safety training
8.
Quality improvement programs
9.
Goal setting
10.
Personality development
All of these development programs help to
enhance the organization's value and job security of employees. Also, good
employee attitudes lead the organization to keep their good relationship and
establish teamwork culture. Small improvement projects through KAIZEN helps to
develop a quality-based business environment with aligning to organization
vision, mission, and goals. Appreciation of stakeholders with aligned processes
with minimum downtime.
Recommendations
It’s very important in reviewing an individual’s
performances annually and identifying gaps. Allocating training for individuals
and keep them updating.
Goal setting should be one of a strategic
approach to achieving vision mission and quality of service. During goal-setting all cross-functional member needs to be present and identifying and
establish organizational goals. This would be cascade down with employee KPIs.
Training needs identification and establishing a proper calendar would be so
important in engaging in all employees. Most important in developing proper
training schedules accordingly.
An organization should establish strategic
objectives to achieve an organizations vision. It should be very effective in setting individuals means.
List of references
Armstrong, M.(2010) Armstrong’s Essential
Human Resource Management practice:
Kraiger, K., Ford, J. K., & Salas,
E. (1993). Application of cognitive, skill-based, and
affective theories of learning outcomes
to new methods of training evaluation. Journal of
Applied Psychology, 78, 311–328.
Seylan Bank PLC annual report 2017.
Good presentation .As a further addition learning principles are motivation to learn, mental and physical readiness, conditioning, learning curves, social learning, meaningfulness of the content, opportunity for practice and repetition, appropriate methodology, transfer of learning, feedback, role and involvement of trainee and unlearning.
ReplyDeleteDevelopment is considered as the growth or realization of person’s ability and the potential through the provision of learning and educational experiences. Armstrong (2014: 284),
Hi Shantha, thank you very much for your valuable comments on my Blog. I agree with you. Readiness of mind of employee shall be an outcome of mental satisfaction. So the Maslow theory is coming with this application. Organization need to be identified the needs of individuals to make their readiness. So we may have to fully focus on next level of an employee expectation and facilitate accordingly. So it shall be much more important of taking feedback and satisfaction score of employees in an each training modules. So it shall be properly analyzed and organized group training activities.
ReplyDeleteOrganizations are desired to keep human asset by keeping them motivated through effective trainings for further development and to improve their skills for benefit and success of the company (Swart et al, 2005). Most of the organization always get superior benefit which grow a good training design according to the need of the workers as well as to the organization. (Boudreau et al., 2001).
Training has been invaluable in increasing productivity of organizations. It does not only enhance employees resourcefully, but also provides them with an opportunity to virtually learn their jobs and perform more competently. Hence, increasing not only employees productivity but also organizations’ productivity. Training as a process is one of the most pervasive methods to enhance the productivity of individuals and communicating organizational goals to personnel (Ekaterini & Constantinos-Vasilios, 2009)workforce. Thus, a workforce is only efficient and effective if the appropriate training and development is provided for such and therefore leading to productivity.
ReplyDeleteYes Ruwini, totally agreed with your comments as training and development will effect to increase the productivity of the organizations and also productivity of the employees. Human Resources management regards training and development as a function concerned with organizational activity aimed at battering the job performance of individuals and groups in organizational setting. It is cleared that if the appropriate training and development is provided, organization is only efficient and effective. Hence, training and development is more important factor in any organization to increase the productivity.
Delete'Due to absence in the performance HRM department efficiently arrange the training and development plans for their employees in order to make them skillful for the purpose of enhancing them in an effective manner. Training is important required as it put emphasis over such limits which effectively improve the skill set of the employees' (Berg, Wrzesniewski, & Dutton, 2010).
Training and development is one of the fundamentals which directly relates to employee performance and productivity. This is a broad area to be addressed in a human resource management perception, which is a continues process. Training and development is essential to the organizations performance to sustain in its industry .
ReplyDeleteMost organizations have taken steps forward to create learning cultures within the organizations framework.. the importance of cultivating such cultures are critically discussed by Armstrong ( 2009,p.175-182). The blog at the other hand discuses and evaluates in a successful manner which brings relevance to the tile.
Thank very much Chaminda, I agreed with your comments on my blog. As said in my blog, training and development is an essential part in any organization as this has become an important thing to study the employee role and identify the gaps which really important in people development and for the development for the growth of organization. This replicate the quality of work life which organization recognizes organizational performances as well as employee skills. With training and constructive development in such organization all motivate for optimum enhancement of quality of work life of the employees. These types of training and development activities helps to organization to improve the employee behavior and attitudes towards the job and also uplift their moral.
DeleteBut, it is highlighted that training and development didn’t support in enhancing efficiency of the employees. Employee didn’t make the effective use of the training and development sessions delivered by their HRM department as they expression their interest in it (Crawford, LePine, & Rich, 2010).
Hi Udeni, some interesting facts on the amount spent for the training programs by a leading commercial bank in Sri Lanka. It’s clear that the training is such an important thing for an organization. According to Fellola (2014), training and development are better strategic tools for effective individual and organizational performance. My opinion is that, a better performance appraisal will always show the exact area which an employee need.
ReplyDeleteHi Vayanga. Thank you very much for the comments. Definitely I agreed with you as the better performance appraisal will show the important areas of training needed for employees and it will provides benefits to the organization.
DeleteIn larger organizations line managers may take responsibility for monitoring and encouraging each individual at their place of work and for off the job training. However, there may be a specialist training and development section that is usually part of the human resources department. When HR doing the annual appraisals , relevant managers are recommending and suggesting the required training sessions to get more productivity for the organization.
Training has a paired role to play in accelerating learning: ‘It should be kept for situations that explain a more directed, expert-led method rather than viewing it as a complete and all-pervasive people development solution.’ He also commented that the conservative training model has a tendency to ‘highlight subject-specific knowledge, rather than trying to form core learning capacities’ (Reynolds,2004: 45).
Hi Udeni, it was an interesting reading about the training and development and you have done a good job by relating it to your work experience in a bank. Effective training programs conducted for employees, provide organizations various benefits. Among these other benefits, one of the crucial outcomes of training is it enables employees to become future leaders and training is a key component in leadership development (Collins and Holton, 2004).
ReplyDeleteYes Dinuka, I totally agree with you. Seylan bank is always focusing training and development programs for their old and new employees as training is a most important role in this competitive business world and it creates a challenging business environment and a quality of outcome in any field of business environment. However, its giving an elegant meaning of which helps in enhancing quality of work life of employees and organizational development. Also it has implication for productivity, health and safety at work and personal development.
DeleteAccording to the case study of the Siemens it is observed that offering training and development program effectively growth the efficiency of the employees. Training plans of the organizations successfully help out the employees as they get the proper support from the instructor in order to enhance their efficiency in an effective manner (Costa, Passos, & Bakker, 2014).
Hi Udeni, employee performance is depend on several factors such as job satisfaction, knowledge as well as training and development too (Amisano, 2010). It is vital to apply the suitable deliver channel of training and development in order to gain the maximum outcome to employee as well to the organization. Employees are very conscious on the delivery style of T & D (Armstrong, 2000).
ReplyDeleteHi Udeni, Training and development plays a key role in every organisation. Thus its influance to create effective performance management in the organisation. Accordingly performance management process and tools are essential for employee motivation for high performance. The most important issue with any performance management system is how seriously it is taken and used by managers and employees (Pulakos 2009, 103.)
ReplyDelete