Evaluation of employee training programs


The specification of values forms a basis for evaluation .The basis of evaluation and the mode of collection of information necessary for evaluation should be determined at the planning stage. The process of training evaluation has been defined as� an attempt to obtain information on the effects of training performance and to assess the value of training in the light of that information.� Evaluation leads to controlling and correcting the training programs. Hamblin suggested five levels at which evaluation of training can take place, viz. ,reactions, learning ,job behavior, organization and ultimate value.

1. Reactions :Training programs is evaluated on the basis of trainee’s reactions to the usefulness of coverage of the matter, depth of the course content, method of presentation ,teaching methods etc.
2. Learning: Training programs ,trainer’s ability and trainee ability are evaluated on the basis of quantity of content learned and time in which it is learned and learner’s ability to use or apply, the content he learned.
3. Job Behavior: This evaluation includes the manner and extent to which the trainee has applied his learning to his job.
4. Organization :This evaluation measures the use of training, learning and change in the job behavior of the department/organization in the form of increased productivity ,quality, morale, sales turnover and the like.
5. Ultimate Value: It is the measurement of ultimate result of the contributions of the training programs to the Company goals like survival ,growth ,profitability etc., and to the individuals goals like development of personality and social goals like maximizing social benefit.

Essential Ingredients for a Successful Evaluation

There are three essential ingredients in a successful evaluation .They are:

1. Support throughout the evaluation process .Support items are human resources time, finance, equipment and availability of data source, records etc.
2. Existence of open communication channels among top management , participants and those involved in providing data etc.
3. Existence of sound management process

Bases of Evaluation

Training programs can be evaluated on the basis of various factors like production factor, general observation, human resource factor, performance, tests, cost-value relationship etc.

Production Factors

In operative training , the prime measure of worth is that of productivity. Productivity rates covering both quantity and quality are good indicators of the values of training .In most business situations these rates will have to be obtained before and after training. In an experimental situation, a control group that does not receive training could be compared with the one that does in order to ascertain the effect of training .Management will generally look first at production and wastage rates to determine the worth of operative training .The other production factors are decrease in unit time and unit cost of production and reduction in space or machine requirements.

General Observations

General observation should not be overlooked as a mean of training evaluation .The immediate supervisor is often a good judge of the skill level of his subordinates .For on-the-job training programs the supervisor is, in effect, the judge of his or her own efforts .If the supervisor is treated as a part of the professional management of the organization and is properly selected and trained, this self-analysis and appraisal can be quite accurate and objective .The efficient supervisor observes accurately the level of skill and knowledge acquired by the trainee during the training programs .He also observes how effectively the trainees apply the acquired skill and knowledge to the present and future jobs.

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