2. Who needs training?
When is training necessary?
What makes training programs effective?
How are training outcomes measured?
Training Basics
3. Assessing Training Needs
Job Analysis
Performance Appraisal
Targeted Training
Observation, discussion with
supervisors and employees
Questionnaires
4. Is training really the solution to the
problem?
Are the goals of training clear
and realistic?
Is training a good investment?
How will we know whether the
training worked?
Training Challenges
8. reactions to training at the time
of training
learning during training
application of new skills /
knowledge
back on the job
RESULTS
Training Evaluation
This graphic lists four essential questions that managers must answer when considering a training process. Training is expensive and time consuming. It is important that managers are convinced that training will address the problem effectively, and that there are clear goals for the training.
Various methods of delivery should be used during training to engage participants and because certain methods are more appropriate for reaching certain objectives than others. Games, simulations, slides, computer-based learning, videos, films and overhead projector are just some of the training methods that can be used. Can you think of others?
All too often the evaluation phase of the training process is neglected. Companies should at least estimate the costs and benefits of a training program, even if these cannot be measured directly. Without such information, training’s value cannot be demonstrated, and upper management may feel there is no compelling reason to continue the training effort. This graphic shows the evaluation process followed by Allied Signal’s Garrett Engine Division and provides an excellent illustration of how to measure training’s effectiveness.
