Page 94 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes 4.3.1 Purposes of Training Evaluation

The five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the objectives and linking
it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of
knowledge at the work place, and training.

Figure 4.1: Purposes of Training Evaluation

Feedback

Purpose of
Control Training Research
Evaluation

Power
Games Intervention

Control: It helps in controlling the training program because if the training is not effective,
then it can be dealt with accordingly.
Power Games: At times, the top management (higher authoritative employee) uses the
evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are aligned with the
expected outcomes.

4.3.2 Process of Training Evaluation
Before Training: The learner’s skills and knowledge are assessed before the training program.
During the start of training, candidates generally perceive it as a waste of resources because
at most of the times candidates are unaware of the objectives and learning outcomes of the
program. Once aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning style.

Figure 4.2: Process of Training Evaluation

The point What the learner's
What the learner's skills and
skills & knowledge at which knowledge are after
are before training? instruction
is started training?

Training is a Training
waste of cause
resources

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