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Registration Number: 63/20286 Name: Garima Srivastava Paper no: 6 Response Sheet No: 1 Question No: 1

ISTD DIPLOMA IN TRAINING AND DEVELOPMENT PAPER: 6 Evaluation of Training RESPONSE SHEET NO: 1

SUBMITTED BY: GARIMA SRIVASTAVA REGISTRATION NUMBER: 63/20286 JULY 2010 Batch
Question No 1: Define Evaluation and explain the concept in your own words.

Registration Number: 63/20286 Name: Garima Srivastava Paper no: 6 Response Sheet No: 1 Question No: 1

Answer No.1: Evaluation can be defined as: The means used to determine the worth or value of a training program. The processes to improve a training process or to decide whether or not to continue it. The process of delineating, collecting, and providing information useful for judging training decision alternatives. Evaluation involves making judgments about the correctness of the strategy & means adopted for training and particularly about the outcomes or specific benefits that the strategy delivers. "Worth" is more than just monetary worth. Rather, it answers the questions of "Is training achieving the results that it was set up to achieve?", "Are the actual results worth having?", and "Were the results achieved by the most cost-effective methods?" Evaluation is neglected for 4 reasons: Training history: training is first encouraged without accountability, then slashed because of expense Academic analysis: confusion of evaluation terminology and lack of practical advice on how to do it Trainer anxiety: when evaluation is tied to performance appraisal (hesitation to evaluate if results could reflect poorly on trainer). Misunderstanding of the nature of evaluation. Concept of Evaluation: Evaluation is not a science because it has no formulae or mechanisms that result in judgments of absolute validity. In a nutshell, the GAP between where you are and where you want to be determines the NEED for training or some other type of intervention to close or narrow the gap. You evaluate to determine whether the intervention has been successful in order to improve performance. "Training should be thought of as a cyclical process in which evaluation is as natural and essential a part as is identification of training needs". It can be used for: Within the training event to assess learner and trainer: On how much has been learned? In the workplace after training (assessments focusing on learner & environment) What new skills does the trainee have? What is helping or hindering job application of skills learned? Indices of organizational performance (assessments focusing on workplace, organization, and environment) Has the output increased? Is there less waste? Social, cultural, political/ethical values and outcomes (assessment focusing on environment) Are our hiring policies fair? Are we providing equal opportunities to males/females? Does our makeup of employees reflect the diverse culture of our community?

Registration Number: 63/20286 Name: Garima Srivastava Paper no: 6 Response Sheet No: 1 Question No: 1

Benefits of Evaluation: Quality Control: whether training leads to learning and better job performances/work related results Efficient training design: establishing evaluation criteria from the beginning helps instructional designers formulate objectives with observable outcomes Enhance professional self-esteem of trainers: assessing trainer performance based on data (just like other departments) Track record: to establish a track record of effective training. This is most useful when negotiating for budget Appropriate Criteria: set appropriate criteria instead of having training evaluated in arbitrary ways by other people and departments Intervention Strategy: use evaluation to change the way training is integrated into the organization and to influence the relationship between trainers and managers *****************************