IT IS NECESSORY THAT TO EVALUATE A TRAINING PROGRAMME, WHETHER IT IS BENEFICIAL OR NOT.

2. HUMAN RESOURCE MANAGEMENT
SEMINAR ON TRAINING OF EMPLOYEES
TOPIC: TRAINING EVALUATION
BY,
RAHUL.C.R
Roll no:14

3. Introduction
The purpose of evaluating training is to help with future
decisions about the organizations training program. Using
evaluation, the organization may identify a need to modify
the training and gain information about the kinds of
changes needed. The organization may decide to expand
on successful areas of training and cut back on training
that has not delivered significant benefits.

4. Principles of Training
1. Clear objectives: The objectives and scope of
training should be clearly defined. A comparison of
operational requirements and existing human
resource skill will help to determine the specific
training needs of employees
2. Training policy: Such a policy should specify who is
responsible for training, what is to be spent in
training etc.
3. Motivation: Employees tend to be more responsive
to training programs when they feel the need to
learn.

5. 4. Reinforcement: Learning is more effective when there
is reinforcement in the forms of rewards and punishments.
Rewards or positive reinforcements are more effective in
changing behavior than punishments or negative
reinforcements
5. Organized material: Training material should be properly
organized. Training material should be prepared by
training section in consultation with line supervisors.
6. Learning periods: Several short sessions spread over a
long period, enable the trainee to learn, reinforce and
review

6. 7. Preparing the instructor: The instructor or trainer is the
key figure in a training program.
8. Feedback: Trainees should be provide information on
how much they have learnt and how well they are doing.
9. Practice: Practice makes man perfect. Skills that are
practiced often are better learned and less easily
forgotten. Therefore, trainees should be allowed
continuous practice.
10. Appropriate techniques: The methods and processes
of training should be related directly to the needs and
objectives of the organization.

7. Need for Evaluating Training Effectiveness
It is necessary to evaluate the extent to which training
programmers have achieved the aims for which they were
designed.
Such an evaluation would provide useful information about
the effectiveness of training as well as about the design of
future training programs.
Evaluation enables an organization to monitor the training
program and also to update or modify in future programs
of training.

8. Types of evaluation
Evaluating the Training addresses how one determines
whether the goals or objectives were met and what
impact the training had on actual performance on the job.
1. Formative evaluation provides ongoing feedback to the
curriculum designers and developers to ensure that what
is being created really meets the needs of the intended
audience.
2. Process evaluation provides information about what
occurs during training. This includes giving and receiving
verbal feedback.
3. Outcome evaluation determines whether or not the
desired results (e.g., what participants are doing) of
applying new skills were Achieved in the short-term.
4. Impact evaluation determines how the results of the
training affect the strategic goal.

9. :
Levels of Training Evaluation
Level1: evaluate reactions.
 Did the trainees like the program, the trainers, the
facilities?
 Did they think the course was useful?
 What improvement can they suggest?
 Distribute and analyze questionnaire
Level2: evaluate learning
 To what extent do trainees have greater knowledge or
skills after the training program than they did before?
Administrator
 Written tests
 Performance tests
 Simulations tests

10. Level3:evaluate behavior
 Are trainees behaving differently on the job after training?
 Are they using skills and knowledge they learned in
training?
Collect performance data from
 Superior
 Peer
 Client
 subordinate
• profits

11. Level4: evaluating results
 Is the organization or unit better because of training?
Measure
 Accidents
 Quality
 Productivity
 Turnover
 Morale
 Costs

13. Methods of Evaluation
Several methods can be employed to collect data on the outcomes of
training. Some of these are:
 The opinions and judgments of trainers, superiors and peers.
 Asking the trainees to fill up evaluation forms
 Using a questionnaire to know the reactions of trainees
 Giving oral and written tests to trainees to ascertain how far they
learnt,
 Arranging structured interviews with the trainees
 Comparing trainees performance on-the-job before and after training
 Studying profiles and career developments charts of trainees
 Measuring levels of productivity, wastage, costs, absenteeism’s and
employee turnover after training
 Trainees comments and reactions during the training period, and
 Cost benefit analysis of the training program
 Feedback: After the evaluation, the situation should be analyzed to
identify the possible causes for a difference between the expected
outcomes and actual outcomes.

14. Conclusion
For organization to achieve the best from training and
development initiates there must be deeper
understanding on the need for training evaluation.
It is the responsibility of the organization to constantly
carry evaluates the training programs and techniques
implemented so as to establish how effective and efficient
it is for both the organization and the individual.