Ø
EVALUATION OF TRAINGING PROGRAMME
Ø
TRAINING AND DEVELOPMENT
Ø QUESTIONS
Ø
Q1WHAT ARE VARIOUS PURPOSES AND USES OF
TRAINING EVALUATION?
Ø
Q2TRAINING PROGRAMMES CAN BE EVALUATED ON THE
BASIS OF SEVERAL FACTORS? DESCRIBE THESE
FACTORS IN DETAIL.?
Ø
ANSWER:
Ø
MEANING AND DEFINITION OF TRAINING EVALUATION
Ø
THE PROCESS OF EXAMINING A TRAINING PROGRAM IS
CALLED TRAINING EVALUATION. IT CHECKS WHETHER THE TRAINING HAS HAD THE DESIRE
EFFECT. TRAINING EVALUATION ENSURES WHETHER THE CANDIDATES ARE ABLE TO
IMPLEMENT THEIR LEARNING IN THEIR RESPECTIVE WORKPLACE OR TO THE REGULAR WORK
ROUTINES.
Ø ACCORDING TO RAAB ET AL “ TRAINING EVALUATION
IS A SYSTEMATIC PROCESS OF COLLECTING INFORMATION FOR AND ABOUT TRAINING
ACTIVITY WHICH CAN THEN BE USED FOR GUIDING DECSION MAKING AND FOR ASSESSING
THE RELEVENCE AND EFFECTIVENESS OF VARIOUS TRAINING COMPONENTS.
Ø
PURPOSE
I.
TO DETERMINE THE EFFECTIVENESS OF TRAINING
PROGRAMME
II.
TO IDENTIFY THR STRENGTH AND WEAKNESS IN THE
TRAINING PROCESS
III.
TO COMPARE THE COST TO THE BENEFITS OF A
TRAINING PROGRAMME
IV.
TO TEST THE CLARITY,VALIDITY OF THE TOOLS OF
TRAINING PROGRAMME
V.
TO ASSESS THE POSSIBILITY OF INCLUSION OF PROSPECTIVE PARTICIPANT
VI.
TO PROVIDE INFORMATION TO DEVELOP MARKETING
STRATEGY FOR FUTURE PROGRAMMES
VII.
TO IDENTIFY HOW IT BENEFITS THE PARTICIPANTS
VIII.
REINFORCE THE LEARNING
IX.
TO ESTABLISH A DATA BASE THAT CAN ASSIST MGMT
IN MAKING DECISIONS
Ø
NEED AND
SIGNIFICANCE OF TRAINING
1.
TO FIND OUT WHERE DESIRED EXPECTATION ARE AND
ARE NOT BEING MET
2.
TO MAKE IT MORE CONDUCIVE FOR LEARNING
3.
TO KNOW THE STRENGTH AND WEAKNESS OF THE
CURRENT COURSE AND SUITABLY REVISE AND REDEFINE
4.
TO IDENTIFY THE BARRIERS AND CONSTRAINTS AND
HOW TO REDUCE IT
5.
TO ANALYSE IT TERMS OF COST AND BENEFIT
6.
TO GET COMMITMENT
7.
TO GIVE FEED BACK TO INSTRUCTOR AND COURSE
DEVELOPER
8.
TO JUSTIFY AND INCREASE IN THE BUDGET
9.
TO MANAGE THE TRAINING FUNCTION MORE
PROFESSIONALLY
A.
CLARITY ABOUT THE GOALS AND PURPOSES OF
EVALUATION
B.
CONTINUOUS
C.
SPECIFIC
D.
BASED ON OBJECTIVE METHODS AND STANDARDS
E.
TRIED AND TESTED METHODS TO IMPART TRAINING
F.
REALISTIC TARGET DATES
G.
MUST BE VERIFIABLE
Ø BASES OF TRAINING EVALUATION
Ø
CAN BE EVALUATED ON THE BASIS OF THE FOLLOWING
FACTORS:-
v
PRODUCTION FACTORS:-
i.
IN OPERATIVE TRAINING ,WORTH OF IT MEASURED BY
CHANGE IN PRODUCTIVITY
ii.
WASTAGE
RATE
iii.
DECREASE IN UNIT RATE AND UNIT COST OF PRODUCTION
iv.
REDUCTION IN MACHINE SETTING TIME
v
GENERAL OBSERVATION
i.
THE IMMEDIATE SUPERVISOR IS THE GOOD JUDGE
ii.
CHANGE IN THE SKILL AND METHODOLOGY OF THE
SUBORDINATES
´
BASES OF TRAINING EVALUATION
v HUMAN RESOURCE FACTORS:-ON THE BASIS OF
EMPLOYEE SATISFACTION WHICH IS BASED ON THE FOLLOWING FACTORS:
• DECREASE IN:
- EMPLOYEE TURNOVER
- ABSENTEEISM
- NUMBER OF ACCIDENTS
- NUMBER OF DISCHARGE OR DISMISSAL
- INCREASE IN EMPLOYEE MORALE
v
PERFORMANCE TEST:-
I.
TO SEE BEFORE AND AFTER
II.
PERFORMANCE APPRAISAL BEFORE AND AFTER
v COST-VALUE RELATIONSHIP:-
I.
THE COST OF TRAINING
II.
CONTRIBUTION MEASURED IN CREASE IN PRODUCTIVITY,DECREASE IN WASTAGE,BREAKAGE AND MINIMIZATION OF TIME REQUIREMENT ETC
Ø PROCESS OF TRAINING EVALUATION
q FOCUS:-
•
GOAL AND SCOPE FOR THE EVALUATION EFFORT
•
COMMITMENT TO PROVIDE RESOURCES FOR MEASURING EVALUATION
q PLANNING:-
•
BLUE PRINT FOR EVALUATION
•
SPECIFIES THE LEVEL,SOURCES OF DATA
•
METHODS FOR COLLECTION
•
TIME LIMIT
´
PROCESS OF TRAINING EVALUATION
q IMPLEMENT:-
• COLLECTING
•
TABULATING
• ANALYZING
•
REPORTING
q EVALUATE EVALUATION:-
•
COMPARISON OF COST-BENEFIT
•
ENHANCE AND IMPROVE THE EFFECTIVENESS
•
MEASURE THE QUALITY OF THE EVALUATION TOOLS
•
TO MEASURE THE QUALITY OF DATA SUPPLIED FOR
DECISION MAKING
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