Page 169 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes 10.3 Evaluation Process

Figure 10.3: Stage of Evaluation—A Summary

III. Post Training I. Pre Training
Evaluation Evaluation

Identification of Training Needs
Ultimate Value
Evaluation Training Needs Evaluation

Performance Standard
of the Trainee

Job Behaviour Develop
Evaluation Training Do these Concur
Objectives with Trainees
Needs

Job
Improvement Measure Extent of Design Evaluation of Trainees
Plan Training Evaluation Training Profile of K.S.A.
Results Curriculum

Evaluation of Inputs
Learning Matching Objectives
Evaluation Criteria and Approach Design/
to Evaluation Select
Training
Methods

Reaction
Evaluation Conduct Design
Training Training
Programme Methodology
II. Evaluation During Training

10.3.1 Pre-training Evaluation

Evaluate Performance Standards

Directly linked to training needs is the standards of performance. This information helps in
setting realistic objectives. While needs of the trainee are person – specific, performance standards
are job-specific. It identifies the tasks a job involves, including the behaviourally anchored
outcome. Performance standards identified as KRAs (Key Result Areas) finalised between the
individual and his boss, depending on the job and the hierarchical level may focus on:
Productivity Profit Rejections
achieving deadlines coping with external pressures
amount spent on overtime work stoppages
machine down time accident rate

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