Academic journal article Ife Psychologia

Evaluation of Training Programme in Organization

Academic journal article Ife Psychologia

Evaluation of Training Programme in Organization

Article excerpt

Abstract

In the present study, a Three Dimensional Model for Training Evaluation is presented. It consists of Pre Training Factors, Inputs and Post Training Factors. A case of a factory following this model holding training in Team Working is discussed. The training programme was developed on the basis of the assessment of training needs. The programme was executed for 125 operators in seven batches during nine months. They completed schooling and a technical course. Effect of the training on participants' job performance and in the factory at large also is checked along the model - pre training factors, inputs and post training factors. Two questionnaires for participants, observations, feedback and interviews of the superiors were used as instruments for evaluation. Evaluation suggested positive effect of the training programme. It can be stated that the Three Dimensional Model for Training Evaluation is applicable for training in other set ups also, such as, educational, medical, social work, etc. and about any training topic.

Key Words: Evaluation of Training Programme, Organizational Set-up, Operator Training, Team Working

Introduction

Training programs for employees is an essential activity for effective and smooth running of any industry. In fact, the key purpose of Human Resource Development is to enable management to enhance the enterprise. Along with induction and technical training; behavioural or soft skills training on topics, like, communication skills, creative thinking, self development, interpersonal relations, team building, leadership, emphasize on humanizing the work place by integrating employee needs and capacities with organizational goals.

Since lots of inputs are poured in the training programmes, their evaluation becomes necessary. Induction programmes aim at imparting information about organization and to create and to maintain specific culture. Impact of these programmes is gradual and long term. Evaluating technical training progrmmes seems an easier task as compared to behavioral ones, because technical training programmes are knowledge based. The knowledge gain may be evaluated by gauging memory of details and by inspecting use of machine or computer programme. It can be done immediately by the seniors. In fact, the very purpose of these programmes is focused on application. They are designed to master a particular operation.

However, behavioral training programmes expect change in work methods, outlook, thinking patterns, self direction, etc; which is difficult to assess.

On the other hand, necessity of evaluation of the training programmes becomes evident, when purposes of evaluation (Deshpande, 1997) are listed

1. To determine whether the training programme is accomplishing its assigned objectives and if the objectives were right.

2. To determine the strengths and weaknesses of training activities

3. To determine the cost/ benefit ratio of the training programme.

4. To establish a data base which organization leaders can use to demonstrate the productivity and efficiency of their operational procedures.

5. To establish a data base which can assist organization managers in making decisions.

Virmani and Seth (1985) put forth seven aspects of management training evaluation:

1. Pre-training Factors: (a) Preparation, (b) Learning, Motivation and (c) Expectations.

2. Training Inputs: (a) Curriculum, Strategy, (b) Specific events, (c) Specific Sessions.

3. Training Management

4. Training Process

5. Participants Development

6. Organizational Development

7. Post Training Factors.

Various experimental designs also may be applied to evaluate a training programme, for example, pre test- post test with control group. This design is widely used in research; wherein some psychological instruments are administered to the participants before and after the training and their performance difference is examined for training effectiveness. …

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