However. Kirkpatrick's Four Levels of Evaluation . In order to remain competitive and to ensure excellent staff are attracted to and remain within the organization. and have a greater sense of debt to the organization. This requires a high level of co-ordination between employee training and development and the range of other personnel functions. both in terms of how people feel about their jobs as well as in the area of performance and productivity. performance appraisal. it is about adding real value to the organisation and those who comprise it. How can we evaluate training effectiveness? Training design and delivery is definitely a process that is crying out for improvement. An “insider” is likely to be more committed and devoted to an industry. Employee training is essential as it is one of the main ways of raising the skill level of the workforce. designing a relevant training plan. There is also a pressing need for this improvement to occur. for any of these functions to be effective. The “gift” also has the potential to make employees feel like “insiders” into the organization. To ensure that the right skills are being retained and applied correctly. we need to find ways to be successful in helping the employees actually retain and apply the skills and make them more aware of such skills and help them to better understand the importance of these skills. there must be times that bosses get out of their offices and meeting rooms and spend a lot more time actually helping people learn.Level 1 Evaluation – Reactions . Training increases an employee’s commitment. reward systems and employee relations.every program should at least be evaluated at this level to provide for the improvement of a training program. companies need to ensure that the training and development of all employees is an issue which is taken seriously. instead of listening to themselves talk. Ultimately. One of the most important aspects of managing people lies in helping employees become more effective at their jobs and being able to adapt to that job or another job as he/she matures within the organization. What is the significance of training in an industry? Training and development is an essential element of every business if the value and potential of it’s people is to be harnessed and grown. The Training function is increasingly considered to be a key player in helping the organization to achieve it’s goals through it’s people as it is becoming more generally accepted that there is a strong correlation between organizational success and investment in training and development. AURA is an acronym for Awareness-Understanding-Retention-Application. Most of the skills employee need to learn cannot be effectively retained and applied without repetition and practice. the Training plans and policies must be in line with the organization’s strategic objectives. Training is a human resource practice that employees may view as a “gift”. selecting and implementing the resulting training program and evaluating it’s success are therefore integral elements of the overall Human Resource process. To significantly decrease the amount of waste that is occurring in the world of training. Training is a tool that can assist organizations in building a more committed and productive workforce. The result of this “gift” is that employees exert more effort. such as recruitment and selection. An effective training program is one such organizational practice that can lead to greater employee commitment and a more stable workforce. Identification of a company’s training needs. Training and development is about making a difference to the bottom line. the leaders of an organization must provide performance feedback on a regular basis. 2. become more productive. In . Evaluation methods should be determined based on the goals of the training process and should meet the demands of the various stakeholders involved. companies can get ahead of the competition and excel in what they do. To evaluate training effectiveness. By investing in the development of the people who are the face of the business.1. We can evaluate training effectiveness by the use of “AURA”.

the participants' reactions have important consequences for learning. Level 2 Evaluation – Learning . knowledge. (2) Tell me how well I have done it.This level measures the transfer that has occurred in learners' behavior due to the training program. Level 3 Evaluation – Transfer . and Level 4 Evaluation. From the employee viewpoint. Because each customer offers a new.addition. peers and direct reports. To maintain and assess the potential present in a person for further growth and development. In addition to providing broader perspectives. One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization. also known as ‘multi-rater feedback'.Assessing at this level moves the evaluation beyond learner satisfaction and attempts to assess the extent students have advanced in skills. This includes customers. and (4) Reward me for doing well. the purpose of performance appraisal is four-fold: (1) Tell me what you want me to do. This group of individuals is made up of both internal and external customers. Rather than having a single person play judge. . The most obvious benefit of the 360-degree appraisal is its ability to corral a range of customer feedback. (3) Help me improve my performance. How can I do a 360 degrees performance appraisal? 360 degree feedback. Give three (3) important objectives of performance appraisal.. It enables an employee to compare his or her own perceptions with the perception of others on the employee’s skills. Using 360-degree appraisals provides a broader view of the employee’s performance. a 360-degree appraisal acts more like a jury. many different types of people are consulted about an employee’s performance. employees can’t hide as easily in 360-degree appraisals because peers know their behaviors best and insist on giving more valid ratings. In 360-degree performance reviews. and To have a basis in influencing working habits of the employees. it produces a more complete picture of an employee’s performance. From the organization's viewpoint. decreased costs. styles. employees are often asked to give “upward feedback” on how well they are being managed. or attitude. a Human Resources manager should coordinate the process. unique view.this level measures the success of the program in terms that managers and executives can understand -increased production. is the most comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job. one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. so that subordinate reviewers are assured that their performance reviews are kept anonymous. The people who actually deal with the employee each day create a pool of information and perspectives on which the supervisor may act. If 360-degree performance reviews are performed. suppliers. increased sales. Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. The three important objectives of performance appraisal are: To identify the strengths and weaknesses of employees to place right men on right job. the 360-degree appraisal facilitates greater employee self-development. Unlike with supervisors. and performance.Results . 4. reduced frequency of accidents. and even higher profits or return on investment. improved quality. The 360-degree appraisal significantly differs from the traditional supervisor-subordinate performance evaluation. 3. In the case of a manager.