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Evaluation of Effectiveness of the
Management Skills Development
Training Programme
CHAPTER ONE
1. Introduction:
Training ...
what they learn and what they practice. Moreover, they need to see to that
the knowledge employee gained is being applicab...
Chapter Two
2.1 Background of the Study:
As a requirement of the Masters’ Degree in Human Resource Management,
the student...
2.2 Objective of the Study
 To analyze the effectiveness of training programmes conduct by ABC
Company.
 To analyze the ...
Chapter Three
3.1 Introduction to the Organization
ABC Company:
ABC Company is an organization which produces and provides...
Training Policy & Annual Plan:
Training and development is a vital, effective, and prominent role in the organization.
The...
4.1 In House Training Programmes are divided in to 03 categories:
A1 - Engineering/Technical/Scientific and similar catego...
The following is the subject areas, which discussed at the Workshop on
Management Skills Development.
Content:
 Roles, Re...
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6
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10
12
14
Respondents
Respondents
0
5
10
15
20
25
Excellent Very Good Good Dissatisfied Very dissatisfied
Day1
Da...
18
16
14 15
18
0
5
10
15
20
25
Day1 Day2 Day3 Day4 Day5
Very dissatisfied
Dissatisfied
Good
Very Good
Excellent
0
2
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...
Figure 5.5 – Change in behavior
Figure 5.6 – Relevance of the training
0
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4
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10
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16
Excellent Very Good Good Diss...
Figure 5.7 – Extent to which training met the expectation of participants
Figure 5.8 – Extent to which training helps in t...
6. Conclusions & Recommendations:
The results of the survey at the learning phase reveal that the training
workshop on Man...
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Evaluation of effectiveness of the Training Programme

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Evaluation of effectiveness of the Training Programme

  1. 1. Evaluation of Effectiveness of the Management Skills Development Training Programme CHAPTER ONE 1. Introduction: Training is defined as an organized activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him attain a required level of knowledge or skill. It also can be stated as the methods, which are imparted to the employee in fulfilling the organizational strategic goals. Training & Development is the systematic acquisition of attitude, concepts, roles, or skills that result in improved performance at work. It can also define as a heart of a continuous effort designed to improve employee competency and organizational performance.  Learning Organization – firms that recognize critical importance of continuous performance-related training and development and take appropriate action.  A learning organization is a place “where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspirations are set free, and where people are continually learning how to learn together” (Ivancevich 2004). Training Evaluation: In today’s environment of increased competitiveness, the training evaluation process is a critical component of an organization’s T&D programmes. Any organization that spends millions of rupees on T&D to enhance their employees’ capabilities should responsible for evaluating the effectiveness of
  2. 2. what they learn and what they practice. Moreover, they need to see to that the knowledge employee gained is being applicable in their work performance. Training and its regular evaluation is highly important as both directly influence overall organizational achievements in its long run. 1.1 Training Evaluation: An evaluation is the systematic and objective assessment of an ongoing or completed project, program or policy, its design, implementation and results. A program evaluation is the systematic collection of information about the activities, characteristics and outcomes of program to make judgments about the program, improve program effectiveness and/or inform decisions about future programming. Training Evaluation helps in assessing to what extent the training and development efforts contribute to improved performance and results. Evaluation is the fundamental aspect of good program management at all levels. 1.2 Purpose of Training Evaluation:  To determine whether the objectives of the training is achieved.  To observe how the knowledge and skills learned in the training are put into practice.  To assess the results and impacts of the training programme.  To assess the effectiveness of the training programmes.  To assess whether the training programmes are properly implemented.  To identify the strengths and weaknesses of the training programmes.  To assess whether the training programs were suitable in terms of the training contents, timing, participants and other aspects.  To find problems of the training programmes and solutions for improvement.
  3. 3. Chapter Two 2.1 Background of the Study: As a requirement of the Masters’ Degree in Human Resource Management, the students have to evaluate a training programme in any organization, which they wish to do a research study. The organization I have selected is ABC Company, Sri Lanka. ABC Company is continuously designing and developing training programmes for its employees since in the past. They have already designed more than 200 training and development programmes for various categories of its employees. The workforce strength of the organization is around 10,600 and those people have been assigned to various Sales Support Centres, regional offices, worksites, workshops, and small and large scale sales units. In House Training Programmes are divided in to 03 categories as; A1 - Engineering/Technical/Scientific and similar categories A2 - Commerce, Finance, Audit, Management, Human Resource Development, Supplies and similar categories A3 - Information Technology, Computer staff, and similar categories In the first quarter of the year, they have focused more on improving the skills of Management Assistants (Human Resource) in the organization, as the organization has hired about 40-50 newcomers in the latter part of the previous year. The ongoing training programme for this category of staff is “Management Skills Development Training Programme”. This is being designed, developed and conducted by the Man Power Development & Training Division of the ABC Co.
  4. 4. 2.2 Objective of the Study  To analyze the effectiveness of training programmes conduct by ABC Company.  To analyze the importance of training programmes according to the views and concerns of the trainees who participate in them.  To develop the subject knowledge related to T&D area.  To open the findings of this study for anyone who wishes to have a further research on this topic. 2.3 SCOPE OF THE STUDY: The focus of this study is mainly upon the trainers and trainees views regarding various aspects of training. The area of study is limited only to the “Management Skills Development Training Programme” conducted by the Training Centre of ABC Company. 2.4 METHODOLOGY: This study is based on primary data which I have collected from the trainers, participants (Trainees) and some divisional heads of the organization. A five point, likert-type scale questionnaire relating to various aspects of training programme has been developed.
  5. 5. Chapter Three 3.1 Introduction to the Organization ABC Company: ABC Company is an organization which produces and provides pure drinking bottled water to the consumer market in S.L. During the past years, the organization has considerably expanded its scope of activities. The ABC Company is presently operating 80 numbers Sales Units which cover about 20% of the total population in townships and suburbs. Strength & Technical Capabilities Strengths: The organization possesses a highly motivated technically skilled staff. The staff includes senior professionals who have postgraduate qualifications in technical, financial, management and other disciplines. The staff also include middle level officers who are technically qualified having wide experience in the fields of water treatment, water production, chemical and mechanical fields and marketing. Technical Capabilities: ABC Company is utilizing Information Technology resources for their works at a satisfactory level. There are Local Area Networks, Wide Area Networks and other hardware and software to improve the efficiency of our works. They are also using Virtual Private Network covering the entire Island. ABC Company functions with about 1500 employees as a whole, has a high employee retention rate compared to the other organizations in the country. The secret behind its success is well-motivated workforce and their commitment towards the organization.
  6. 6. Training Policy & Annual Plan: Training and development is a vital, effective, and prominent role in the organization. They have their main Training Centre at the Head Office and sub training units are functioning at the Regional Centres in each Region. For each batch of new comers, orientation-training programme is conducted. ABC Company is developing Training Programmes annually, based on the training needs forwarded by the all-divisional heads and sectional heads. Their Annual Training Plans are as follows. 1. In-house Training Plan:  In-House Training programmes conducted by Main Training Center of the company. Nominations will be called from Divisional/Sectional Heads as and when training programmes are scheduled.  Selection criteria will be the order of priority indicated by the Divisional Heads. a. In-House Training programmes conducted by the Regional Training Centres.  These programmes are conducted by the Regional Centres of the ABC Company. 2. In-Country External Training Plan: These programmes are conducted by external institutions and facilitated for employees by ABC. a. Masters/PG Diploma Programmes As the number of places allocated for Masters/PG Diploma Programmes are limited, they have decided to select the eligible officers for sponsorship at the beginning of the year. b. All Diploma Programmes and Programmes conducted by CGTTI. c. Certificate Courses and other Short Courses
  7. 7. 4.1 In House Training Programmes are divided in to 03 categories: A1 - Engineering/Technical/Scientific and similar categories A2 - Commerce, Finance, Audit, Management, Human Resource Development, Supplies and similar categories A3 - Information Technology, Computer staff, and similar categories 4.2 On the job training: Moreover, the organization provides on-the-job training facility for trainees from various vocational and educational institutes such as all government technical colleges, all government universities coming under University Grant Commission, National Apprentice & Industrial Training Authority, Vocational Training Authority and Institute of Engineering Technology. 4.3 Other Training Methods Used by ABC COMPANY: As there is always a scope for continuous development, several training methods were remarkable, highly effective, and widely used for improving technical skills, information technology skills, and communication skills of the employees. These training methods include classroom seminars, on-the-job training, role playing, self-instruction, team building games and simulations, computer-based training, mentoring, workshops and job rotation. It could be seen that these methods yielded good results for achieving organizational goals and long run in the business survival. 5. DATA PRESENTATION & ANALYSIS 5.1 Introduction This survey has been done on the ‘Management Skills Development Workshop’ at ABC COMPANY. It was a 5-day workshop. The survey was conducted on a sample of 22 participants. Feedback from the trainees on the training in each day and on the overall training has been taken.
  8. 8. The following is the subject areas, which discussed at the Workshop on Management Skills Development. Content:  Roles, Responsibilities and Functions of Managers  Communication skills  Collaborative Work Organization o Assigning / Delegation of work o Leadership Styles o Monitoring and Performance Feed-back  Managing Effective Teams  Consumer Relations Medium of instructions: Sinhala or English as preferred by participants Methodology:  Short Lectures, Case Study, Group work, Group Presentation and discussion forums, Role Play, Panel discussions. Designed for : Middle and Junior Level Managers those who have recently taken-up positions as above. Coordinator: Mr. K. Vishvanath (Manager-Training)/Mr. Shan de Silva (Assistant Director) A questionnaire was used to measure the effectiveness of the training. Given below is the questionnaire prepared for data collection. 5.2 Questionnaire on Effectiveness of Training: Excellent (5) Very Good (4) Good (3) Dissatisfied (2) Very dissatisfied (1) Content of the training programme Illustration by practical examples Presentation Methods Question Handling Interaction of the trainer with the trainees Extent to which training session brought out thechange in my behaviour Relevance of the training to presently involved activities Extent to which training met my expectations Extent to which training helps me in my future career
  9. 9. 0 2 4 6 8 10 12 14 Respondents Respondents 0 5 10 15 20 25 Excellent Very Good Good Dissatisfied Very dissatisfied Day1 Day2 Day3 Day4 Day5 Table 5.1 – Content of the course Figure 5.1 – Content of the course Table 5.2 – Illustration by Practical Examples Day1 Day2 Day3 Day4 Day5 Excellent 15 17 15 20 17 VeryGood 3 3 2 2 5 Good 4 2 5 0 0 Dissatisfied 0 0 0 0 0 Verydissatisfied 0 0 0 0 0 Figure 5.2 - Illustration by Practical Examples Response Respondents Excellent 12 VeryGood 4 Good 6 Dissatisfied 0 Verydissatisfied 0
  10. 10. 18 16 14 15 18 0 5 10 15 20 25 Day1 Day2 Day3 Day4 Day5 Very dissatisfied Dissatisfied Good Very Good Excellent 0 2 4 6 8 10 12 14 16 18 20 Day1 Day2 Day3 Day4 Day5 Excellent Very Good Good Dissatisfied Very dissatisfied Table 5.3 – Presentation Method Excellent Very Good Good Dissatisfied Very dissatisfied Day1 18 2 1 1 0 Day2 16 4 2 0 0 Day3 14 2 4 2 0 Day4 15 4 3 0 0 Day5 18 3 1 0 0 Figure 5.3 – Presentation Methods Figure 5.4 – Interaction of the trainer with the trainees
  11. 11. Figure 5.5 – Change in behavior Figure 5.6 – Relevance of the training 0 2 4 6 8 10 12 14 16 Excellent Very Good Good Dissatisfied Very dissatisfied Respondents Respondents 0 5 10 15 20 25 Day1 Day2 Day3 Day4 Day5 Excellent Very Good Good Dissatisfied Very dissatisfied
  12. 12. Figure 5.7 – Extent to which training met the expectation of participants Figure 5.8 – Extent to which training helps in the future career 0 2 4 6 8 10 12 14 16 Excellent Very Good Good Dissatisfied Very dissatisfied No. of Responses Excellent Very Good Good Dissatisfied Very dissatisfied 0 2 4 6 8 10 12 14 16 18 20 Excellent Very Good Good Dissatisfied Very dissatisfied No. of Respondents Excellent Very Good Good Dissatisfied Very dissatisfied
  13. 13. 6. Conclusions & Recommendations: The results of the survey at the learning phase reveal that the training workshop on Management Skills Development of the respondent organization (ABC COMPANY) is effective and the participants are extremely satisfied with what they have learnt and what they have practiced during the sessions. No pre - evaluation test has been arranged for them before the training. The above analysis of data shows that; 1. The content of the training workshop, illustration by practical examples, presentation methods used, interaction of the trainer with the trainees, change in behavior as an outcome of the training are excellent. 2. Training offered a mix of pedagogical and technological experience to deliver effective sessions. 3. The learning phase is evaluated by conducting various kinds of strategies such as case analysis, role plays, discussions and tests. They participated in these events much enthusiastically. Maintaining human resources is a vital part of the overall management of an organization’s greatest resources, their human capital. This includes proper employee orientation and training and development. The training should be employee specific and based on their performance evaluation and overall supply and demand of the organization. The organizations should provide development opportunities for those who wish to go up in the career ladder and should evaluate their efficiency and effectiveness as an outcome of such training. Training and development is a critical component of an organization for successful management of its human capital. References: 1. Techniques for evaluating training programs – Donald Kirkpatrick 2. Web site of ABC Company 3. Annual Reports of ABC COMPANY
  • ananth02

    Nov. 3, 2020
  • LalitBhandari3

    May. 17, 2018
  • RidzAggarwal

    Mar. 10, 2017

This assignment is based on Training & Development of workforce.

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