Training is one of the most persistent methods for enhancing the productivity of individuals and community organizational goals to new personnel. A training evaluation measures specific outcomes or criteria to determine the benefits of the program. In order to determine the effectiveness of the program an evaluation must be conducted. Companies invest in training because learning creates knowledge; often it is this knowledge that distinguishes successful companies and employees from those who are not. While there are various ways to evaluate the effectiveness of learning within an organization, most methods tend to fall somewhere into the range of evaluation techniques making up the Kirkpatrick model.
Training has always been an essential part of an organization’s efforts to recruit and effectively employ people on its ongoing processes. Training people to perform organizational task better is one thing and maintaining the organization as an ongoing system is another. Employee training programs in an organization are very important; they provide a focused training to employees who are either one time basis or a recurring basis. Training programs in an organization can either be developed in-house or the organization can opt to attend programs which are more generic such as colleges, universities or attend training centers, (Sims, 2002).
In fact, training may seem quite irrelevant at times but most empirical evidence upholds the case for training. It is also of benefit to employees who can benefit promotions faster on the basis of their increased efficiency due to training. The evaluation of any training program has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure. Hence evaluation of any training program must inform us whether the training program has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved. The primary focus of training evaluation is to provide data needed to demonstrate that training does offer benefits to the company.
OVERVIEW OF EVALUATION PROCESS
The evaluation process should begin with determining training needs. Needs assessment, or needs analysis, is the process of determining in the organizations training needs, objectives, and problems can be met or addressed by training. Needs assessment helps identify what knowledge, skills, behavior, or other learned capabilities are needed. Needs assessment also helps identify were the training is expected to have an impact. Needs assessment helps focus the evaluation by identifying the purpose of the program, the resources needed and the outcomes that will provide evidence that the program is effective.
The choice of evaluation standards is a primary decision that must be made when evaluating the effectiveness of training. For example, Kirkpatrick’s four-level model of training evaluation and standards continues to...