QUESTION :1 What is the need of evaluating a Training Program?Describe one method of evaluating a Training Program.

The need of evaluating a training program is to: Evaluation literally means the assessment of value or worth. It would simply mean the act of judging whether or not the activity to be evaluated is worthwhile in terms of set Criteria. Define: According to Hamblin (1970) defined evaluation of training as: ³Any attempt to obtain information (feedback) on the effects of training programme and to assess the value of training in the light of that information for improving further training´. · Validation: applies directly to the programme and its, immediate results. Validation is defined in terms of internal and external validation. It deals with a series of tests and assessments designed to ascertain whether: Internal validation the focus is on the immediacy of the training and learning resulting in the improvement of the trainee. External Validation involves a series of tests designed to ascertain whether the objectives of an internally valid programme are based on an accurate identification of training needs in relation to the criteria of training needs in relation to the criteria of effectiveness adopted by the organization. This is to ensure that a) Training is carried out in the most efficient and effective manner; b) At the lowest cost; c) With the high implementation value · Formative Evaluation: Evaluators often talk about two different types of evaluations: "formative" and "summative." A formative evaluation is usually conducted in the early stages of a program and addresses questions about implementation and ongoing planning. Used in the classroom as planned. Formative evaluations are useful for various purposes. For example: a) They may help catch problems early on, while they can still be corrected. b) They are an evaluation of process, so they may be useful in understanding why different outcomes emerge and improving program management. c) They provide an opportunity to collect baseline data for future summative (or "impact") evaluations. · Summative Evaluation: Summative evaluations assess program outcomes or impacts. To determine the relationship of different factors to outcomes, similar to formative evaluations, some information used in summative evaluations is collected early in the life of a program (e.g., baseline data, test scores). Some advantages of summative evaluations include: a) They can, if designed correctly, provide evidence for a cause-and-effect relationship. b) They assess long-term effects. c) They provide data on impacts. d) They can provide data on change across time. METHOD OF EVALUATING A TRAINING PROGRAM : Questionnaire to evaluate training process 4 evaluating trg programmes, i think d feedback forms filled up by the trainees itself helps a lot.

. For say the feedback process notifies whether the trainee acquired what he hope to learn. be able to express his thoughts and deliverables Time and money spent on training is only justified if the training contributes to the efficiency of the organization and improves the performance and prospects of employees.write a brief description about a job profile for which you are going to design the program and make the training program describing each steps of training in detail. interactive. a trainer analyzes his therefore essential. Training objectives assist trainers to design the training program.the assessment of the total value of any training activity. interpersonal. whether timing and length of course were accurate.The information gathered through these feed back forms satisfies a number of purposes. judgmental skills in order to deliver quality content to trainers. It also notifies whether the instructor is knowledgeable. Feedback to trainers about the effectiveness of particular activities and the extent to which objectives are being met will help in the development of program being run and the planning of future ones. Ans: Training Design The design of the training program can be undertaken only when a clear training objective has been produced. Evaluation. QUESTION 2 Design a Training & Development program of your choice. The training objective clears what goal has to be achieved by the end of training program i.first. the instruction for the assignment were clear and understandable and course material met the expectations. experienced. The most common reason for evaluating training is to provide quality control over the design and delivery of training activities. The trainer Before starting a training program. what the trainees are expected to be able to do at the end of their training.e.

the trainer translates it into specific training areas and modules. experience. when the climate is favorable nothing goes wrong but when the climate is unfavorable. trainer comes in the position to select most appropriate tactics or methods or techniques. knowledge. Training strategies ± Once the training objective has been identified. skills. almost everything goes wrong. Trainers break the content into headings. Training climate ± A good training climate comprises of ambience. needs and expectations of the trainees are some of the important factors that affect training design.The trainees A good training design requires close scrutiny of the trainees and their profiles. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Sequence the contents ± Contents are then sequenced in a following manner: y y y y y From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationship Training tactics ± Once the objectives and the strategy of the training program becomes clear. and attitudes. trainer decides upon the content to be delivered. The method selection depends on the following factors: y y y y y Trainees¶ background Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources. Age. experience. Trainees¶ learning style ± the learning style. ad modules. etc. positive perception for training program. feelings. etc Support facilities ± It can be segregated into printed and audio visual. Therefore. topics. facilities and their availability . These topics and modules are then classified into information. markers. Constraints ± The various constraints that lay in the trainers mind are: Time Accommodation. Training topics ± After formulating a strategy. tone. what could be included. flip charts. age. etc. The trainer prepares the priority list of about what must be included. The various requirements in a training program are white boards.

newspapers. TrainingInstitutes Some of the major training institutes in Telecom Sector are: Bharat Ratna Bhim Rao Ambedkar Institute of Telecom Training National Academy of Telecom.these are results that someone can see. read.g. Bharti has also tied-up with IIT Delhi for the Bharti School of With the increase in competition. growing IP deployment in the sector have brought back the training and development in the priority catalog. training goal learning objectives learning methods / activities evaluation overall what you will be results or able to do as a capabilities result of the you hope to learning activities attain by in this plan.. magazines. the demand to impart proper training in non-technological areas like customer care and Rapid technological changes. for example BSNL alone spends more than 100 crore on training and development of its employees through the Advanced Level Telecommunications Training Centre (ALTTC) and 43 other regional training institutes. mobile application development. Finance.g. 1.. etc Many top players are spending a huge amount on training and development. feel.. e. e.g.Furnishings and equipments Budget Design of the training. e. TV. implementing 1. and Management Advanced Level Telecom Training Centre Usha martin Academy of Communication Technology Initiatives Dhirubhai Ambani Institute of Information and Communication Technology Training and Development is a Process documentation / evidence of learning evidence produced during your learning activities -. hear.g. availability of huge amount of information through internet. etc. e. Reliance has also established Dhirubhai Ambani Institute of Information and Communication Technology. and increased awareness among customers.. In addition to that. exhibit your training required skills in plan. problem solving what you will do in order to achieve the learning objectives. smell. complete a course in basic supervision assessment and judgment on quality of evidence in order to conclude whether . network security threat.

you achieved the learning objectives or not Symbiosis Institute of Telecom Management Amity Institute of Telecom Technology and Management Bharti School of Telecommunication Technology and Management Preferred Training methods On-the-job training Brainstorming sessions Distant learning Workshop Short-term interactive sessions Seminar Online eLearning Computer Lab Work QUESTION 3 CONSULTANT TRAINING?COMMENT ANS NEED CONSULTANT ROLE IN Training consultancy provides industry professional to work with an organization in achieving its training and development objectives. address a major problem that includes making major decisions 3. pass supervisor qualification test and decision making 2. your written evaluation of your problem solving and decision making approaches 3. course grade 2. exhibit required skills in delegation 2. 1. delegate to a certain employee for one month 4. etc.1. Estimation of Training Outsourcing It has been estimated that 58% of the emerging market in training outsourcing is in customer education. etc. while only 42 percent of the market is in employee .

education. The training consultancies offer various benefits such as: .

and reducing work load It helps in improving the work relations It helps in developing focused and inspired staff .The various courses that consultancies offer are: y y Business Training Courses o Management Development  Conflict Management  Managing Diversity  Project Management  Stress Management  Time Management  Senior Management Workshops o Sales  Negotiation Skills  Sales Technique o Customer Care  Customer Care Training  Managing Customers o Human Resource  HR Administration  Induction Training  Recruitment & Selection  Successful Appraising Personal Development Courses o Workshops on:  Assertive Skills  Building Confidence  Coping with Change  Interview Techniques  Maximize Potential o One to One Coaching  Focused entirely on personal objectives  Move forward at individual pace  Material used in tailor made to specific development Need  A strict code of confidentiality Importance of Training Consultancies y y y y y It helps in enhancing company¶s image It helps in strengthening the team spirit It helps in applying knowledge. developing core competencies.

emotional maturity. Learning is about the person. because it helps them to grow and to develop their natural abilities.V. 'Learning' extends the idea of personal development (and thereby organizational development) to beliefs. because it benefits and interests them. when actually we should be developing people from the inside out . processes. integrity . to make a difference. The word 'learning' is significant: it suggests that people are driving their own development for themselves.and most important of all. to helping others to identify. No wonder people don't typically enjoy or queue up for training.y It leads to greater chances of success Consultants can provide help on following areas: y y y y y Management Development Team Building Leadership Health & Safety Training Interpersonal Skills Sales Training Example: T. which has generally got bugger-all to do with the trainee. . Rao Learning Systems is a popular training consultancy in India. and you also build and strengthen platform and readiness for any amount of skills. through relevant experience. Training is (mostly) a chore. Training is about the organization. to be special. people do it because they're paid to. ANS 4'Training' suggests putting stuff into people.what they love and enjoy. wisdom. People respond to appropriate learning because they want to. 'Learning' far better expresses this than 'training'. and commonly represents. what they are most capable of. Whereas 'training' merely describes. QUESTION 4 WHAT IS THE RELATIONSHIP BETWEEN LEARNING AND TRAINING?HOW CAN LEARNING THEORIES BE UTILIZED IN MAKING TRAINING EFFECTIVE. Learning is quite different. Learning is something that people pursue by choice at their own cost in their own time. and knowledge development that your organization will ever need. and strong at doing. beyond work related skills and knowledge and processes. they achieve their own individual potential . values. transfer of knowledge or skill for organizational gain. rather than what we try to make them be. aspire to and to achieve and fulfill their own unique individual personal potential. Training is something that happens at work. you create far greater alignment and congruence between work and people and lives .you provide more meaning for people at work. Learning describes a person growing. compassion. When you help people to develop as people.

The behaviourists. attitudes) of human behavior that influence learning. It helps to plan the budget of the company. In extension systems. areas where training is required.TRAINING NEED ANALYSIS(TNA) An analysis of training need is an essential requirement to the design of effective training. The more one understands learning theories. on the other hand. emotions.. Andragogy (a theory of adult learning) is usually used rather than pedagogy (a theory of child learning) in extension training. The humanists. Training Need arises at three levels: . and also highlights the occasions where training might not be appropriate but requiresalternateaction.g. and representing information in memory). and the humanists emphasize different aspects of the teachinglearning process in their approaches. Why training need analysis? Training need analysis is conducted to determine whether resources required are available or not. categorizing. belief. and knowledge components of a trainee simultaneously. the better he or she will be able to make decisions and apply them to achieving the objectives. the cognitivists are more concerned with how the mind works (mental processes such as coding. QUESTION 5 WRITE SHORT NOTES ON: 1. effective training must be able to take care of all the theories of learning in order to change the action.LEARNING THEORIES IN TRAINING Learning theories are the basic materials which are usually applied in all educational and training activities. the cognitivists. While the behaviourists stress external conditions (environment) resulting in observations and measurable changes in behavior. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. emphasize the affective aspects (e.

business need. the HR department of the company requires to be involved in strategic planning. the organization checks whether an employee is performing at desired level or the performance is below expectation. strengths. then certainly there is a need of training. However. Individual Level ± Training need analysis at individual level focuses on each and every individual in the organization. and Attributes (KSAs) based on the future KSAs requirements at each level. and goals. And. In this planning. procedures. and weaknesses and external environment such as opportunities and threats. policies. Skills. weaknesses can be dealt with the training interventions. while strengths can further be strengthened with continued training. individual competence can also be linked to individual need. Organizational Level ± Training need analysis at organizational level focuses on strategic planning. At this level. It starts with the assessment of internal environment of the organization such as. For this approach to be successful. If the difference between the expected performance and actual performance comes out to be positive. structures.Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its sub group. Threats can be reduced by identifying the areas where training is required. opportunities can be exploited by balancing it against costs. After doing the SWOT analysis. HR develops strategies to be sure that the employees in the organization have the required Knowledge. The methods that are used to analyze the individual need are: y y y y Appraisal and performance review Peer appraisal Competency assessments Subordinate appraisal .

RESULTS: . Employees need to prepare for these changes. REACTIONS: . Based on the information collected. quality improvement.ECONOMIES AND EFFECTIVENESS OF TRAINING PROGRAM TRAINING EFFECTIVENESS CAN BE MEASURED IN TERMS OF THE FOLLOWING CRITERIA:a. b. psychological test. accident reduction. training Need analysis (TNA) is done. contents and methods of training. d. BEHAVOIUR: . LEARNING: . c.Improvement in the job behavior of the trainees reflects the manner and extent to which the learning has been applied to the job.y y y Client feedback Customer feedback Self-assessment or self-appraisal Operational Level ± Training Need analysis at operational level focuses on the work that is being assigned to the employees. reduction in labor turnover and absenteeism are the best criteria for evaluating training effectiveness. jobs are dynamic and keep changing over the time. etc. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future. observation. He gathers this information through technical interview.A training program can be evaluated in terms of the trainee¶s reactions to the objectives. . Today. 2. questionnaires asking the closed ended as well as open ended questions. The job analyst gathers the information on whether the job is clearly understood by an employee or not.The ultimate results in terms of productivity improvement. cost reduction.The extent to which the trainees have learnt the desired knowledge and skills during the training period is a useful basis of evaluating training effectiveness.

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