Project MGT213

Solution (400 Words)

 Table of Contents
Training and Development Program...............................................................................................3

Benefits............................................................................................................................................3

Evaluation of Training Program......................................................................................................3

Choosing Appropriate Model.......................................................................................................3

Determine Indicators of training effectiveness............................................................................4

Choosing the Right Method and Collecting Data........................................................................4

Analyze Data................................................................................................................................4

References........................................................................................................................................4
Training and Development Program

Training evaluation is the systematic process of analyzing training programs to ensure that it is
delivered effectively and efficiently. Training evaluation identifies training gaps and even
discovers opportunities for improving training programs.

By collecting feedback, trainers and human resource professionals are able to assess whether
training programs are able to achieve its intended outcome, and if the training materials and
resources used are aligned with or meet company and industry standards.

Training evaluation usually covers examining questions like “Was the topic discussed at the
right level of complexity for your background?” and “Did the facilitator demonstrate a good
understanding of and effectively delivered the program material?”, among others. This allows
trainers to gain insight on what’s working and what’s not. Helping them to make better decisions
on future training.

Benefits

Evaluation of training gives comprehensive feedback on the value of the training programs and
their effectiveness in achieving business goals. It helps the management to better understand and
identify skill gaps to analyze the desired outcomes of training programs.

Evaluation of Training Program

Training evaluation is an important process in determining training effectiveness and in checking

if training programs are indeed helping employees become good at what they do. Training
evaluation can also be integrated as a feature of your learning management system.

Choosing Appropriate Model

There are various types of training evaluation models available and each targets different areas.
So the first step to getting started in evaluating training programs is by choosing the best model
that will fit the needs of your evaluation.

Determine Indicators of training effectiveness

To effectively evaluate training programs, practitioners of the training program must first define
the indicators of “effectiveness.” As a guide, practitioners or organizations should answer this
guiding question: “In what sense will the training program be considered successful?”

Choosing the Right Method and Collecting Data

Training evaluation methods refer to approaches in collecting the data. Once the training
evaluation’s purpose, technique, and measurements for training effectiveness are identified, the
next step is to choose the right method or tools for collecting the needed information in regards
to the training program.

Analyze Data

The final step is to analyze the data collected and to document the findings of the performed
training evaluation. The record of the training evaluation will be a critical component for future
improvements in the organization’s approach to training programs.

References

1. Alwarez, K., E. Salas, and C.M. Gorofano (2004), An Integral Model of Training
Evaluation and Effectiveness, Human Resource Development Review 3, pp 385-407.
Quoted in Manju.S & Dr. Suresh B.H. (2011). Training Design Interventions and
Implications for the productivity Effectiveness, Synergy, 9(1), pp 52-68.
2. Barney, J. B., (1995), Looking inside for competitive advantage, The Academy of
Management Executive, 9(4), pp 49–61.
3. Casio, W.F., (2000), Costing Human Resources: The Financial Impact of Behavior in
Organizations, 4th edition, Cincinnati OH: South-Western. Quoted in Manju.S & Dr.
 Suresh B.H. (2011), Training Design Interventions and Implications for the productivity
Effectiveness, Synergy, 9(1) pp 52-68.
4. Futrell, C.M, L.L.Berry and M.R. Bowers (1984), An Evaluation of Sales Training in the
U.S Banking Industry, Journal of Personal Selling and Sales Management, 4, pp 40-47.