Page 173 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes  Interviews: Interviews could be conducted to find the usefulness of training offered to
operatives.

 Studies: Comprehensive studies could be carried out eliciting the opinions and judgements
of trainers, superiors and peer groups about the training.
 Human resource factors: Training can also be evaluated on the basis of employee
satisfaction, which in turn can be examined on the basis of decrease in employee turnover,
absenteeism, accidents, grievances, discharges, dismissals, etc.
 Cost benefit analysis: The costs of training (cost of hiring trainers, tools to learn, training
centre, wastage, production stoppage, opportunity cost of trainers and trainees) could be
compared with its value (in terms of reduced learning time, improved learning, superior
performance) in order to evaluate a training programme.

Did u know? Human resource accounting consists of a capital budget of human resource
whereby expenditures undertaken to build long-term skills are charged over the period
against expected benefit.
 Feedback: After the evaluation, the situation should be examined to identify the probable
causes for gaps in performance. The training evaluation information (about costs, time
spent, outcomes, etc.) should be provided to the instructors, trainees and other parties
concerned for control, correction and improvement of trainees’ activities. The training
evaluator should follow it up sincerely so as to ensure effective implementation of the
feedback report at every stage.

Self Assessment

Fill in the blanks:
7. Evaluation is the crucial half-way stage between training and its ………………….
8. Training evaluation on the basis of employee satisfaction can be examined on the basis of
…………. in employee turnover.
9. The training evaluation information should be provided to the instructors, trainees and
other parties concerned for control, correction and …………….. of trainees’ activities.

10.5 Models of Training Evaluation

The most common question asked to a trainer at the end of the training cycle is “How effective
was the training programme/course”? How does the trainer conclude whether those trained
 are better informed and equipped for their jobs?
 are able to perform better after training?

 are able to utilize that training for improving their performance?
To enable the trainer to answer these questions, the evaluator should know ‘when’ and ‘what’ to
evaluate. Based on the criteria and approach to evaluation, many authors have suggested
evaluation interventions at different stages of the training cycle. Some of them have been
presented in Figure 10.4 (further).

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