Page 172 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 10: Training Evaluation

(ii) Skill Learning: In most forms of industrial training, skill objectives are more important Notes
than knowledge objective (knowledge is important mainly as a prerequisite to skill).
Therefore, in evaluating the skill, we are also evaluating knowledge, but in evaluating
knowledge, we do not discover whether the skill has also been acquired.
Since skills are acquired by actual practice, they can best be evaluated by observing and
analysing actual performance of trainees while they are practising.
Skills analysis provides techniques for repetitive manual operations and task analysis for
non-repetitive managerial and social jobs. The task must:

 be based on crucial elements of the job;
 use only such skills as can be learnt during a brief learning (training) period;
 be sufficiently complicated to allow a range of observable errors to be made;
 be capable of being carried out within a reasonable time.

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Caution Follow-up of skill training will have to be done in coordination with the trainees,
boss and/or colleagues.
(iii) Attitude Learning: In order to change attitude in the required direction, the attitude
objectives should be clearly defined. A common way of evaluating attitudes and opinions
is to hand out a questionnaire at the start and at the end of the programme.

Did u know? Semantic Differential Scales
Semantic Differential Scales are a simple, but accurate method of obtaining open-ended
feedback on trainee’s attitudes under consideration.
Attitude survey would also help in pre-and-post–training evaluation for areas like managerial
behaviour.

Self Assessment

Fill in the blanks:
5. Input evaluation varies depending on the team versus …………… approach for designing
the curriculum.

6. The purest form of evaluation of knowledge learning is that used in ……………….. where
knowledge is evaluated at every stage of the learning process.

10.4 Evaluation Techniques

Evaluation is the crucial half-way stage between training and its ultimate effects. There are
many methods of job behaviour evaluation. Various techniques can be used to evaluate the
outcomes of training. Some of these are:

 Questionnaires: Comprehensive questionnaires could be used to obtain opinions,
reactions, views of trainees.

 Tests: Standard tests could be used to find out whether trainees have learnt anything
during and after the training.

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