EVALUATION OF TRAINING OF HUMAN RESOURCES
Organizations spend considerable amount of money in sending their employees for Training programs. Therefore it also becomes necessary to evaluate the benefits accrued to employees and company from such Training. . The basis of evaluation and the mode of collection of information necessary for evaluation should be determined at the planning stage. The process of training evaluation has been defined as “any attempt to obtain information on the effects of training
performance, and to assess the
value of training in the light of that information”. Evaluation needs to controlling and correcting the training program. Hamblin suggested 5 levels at which evaluation of training can take place namely,
Reactions
Learning Job behavior
Organization Ultimate value
Reactions : The training program is
evaluated on the bais of trainee’s reactions to the usefulness of coverage of the matter, depth of the course content, method pf presentation, teaching methods etc.
Learning: Training program, trainers ability and trainee ability are evaluated on the basis of quantity of content learned and time in which it is learnt and learners ability to use or apply, the content he learnt.
Job behavior: This evaluation includes the manner and extent to which the trainee has applied his learning to his job.
Organization: This evaluation measures the use of training, learning, and change in the job behavior of the dept/organization in the form of increased productivity, quality, morale, sales turnover and the like.
Ultimate value: It is the measurement of ultimate result of he contributions of the training program to the company’s goals like survival, growth, profitability etc., and to the individual goals like development of personality and social goals like maximizing social benefits.
Existence of open communication channels among top management, participants and those involved in providing data etc., will definitely form the basis for a successful evaluation
Training programs can be evaluated on the basis of ,
Production factor, General observation, Human Resource factor, Performance, Tests,
Cost value relationship etc.
Production factors :
Productivity covering both quantity and quality are good indicators of the values of training. In most business situations these rates have to be obtained before and after training.
General Observation :
The immediate superior is in a best position to judge of the skill level of his subordinates. If the Supervisor is treated as the part of professional management of the organization and is properly selected and trained, then his observations of his workers who has undergone on the job training and appraisal can be accurate and objective.
HumanResource factors:
Training program can be evaluated on the basis of.
Decrease in employee turnover
Decrease in Absentism
Decrease in number and severity of accidents
Betterment of employee morale
Decrease in grievance and disciplinary cases
Reduction in time to earn piece rates.
Decrease in number of dismissals.
Performance Test:
The specific course of training can be evaluated in terms of written and performance tests. The test can only indicate what the trainee has learnt in the training. But to rely on this alone is only theoretical. The best test is whether or not what has been learnt in training is successfully transferred and applied to the job. Performance appraisal of the job before and after training may be supplemented to the test.
Cost Value Relationship :
Cost of various techniques of training and their value in the form of reduced learning time, improved learning and higher performance can be taken into account.. The cost of training include trainer’s cost, employee cost undergoing training, training infra structure cost., opportunity cost of trainers and trainees etc.,
The resultant value of training includes increased value of Human resources of both the trainee and trainer and their contribution too raise production, reduce wastage, breakage, minimization of time requirement etc.
I have covered Training evaluation comprehensively in this article .But when it comes to the specifics the HR department of the organization has to work out a ‘tailor-made’ evaluation system which suit the organization.
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