Posted: April 1st, 2015

Evaluation of Effectiveness of Training program

Evaluation of Effectiveness of Training program

Introduction

Many organizations and trainers conduct training assessment to determine whether a training program has successfully attained the desired objectives as it was intended. All organizations, irrespective of size and number of employees, conduct training assessment to see whether the time and money used to educate employees establishes return to the organization (Kirkpatrick & Kirkpatrick, 2009). There are a number of reasons why organizations proactively monitor the effectiveness of a training program. Some reasons may include motivating employees by developing interest on their development. Training is also done to help employees perform their duties effectively and efficiently (Kirkpatrick & Kirkpatrick, 2010). This paper focuses on evaluation of training and how training may be reinforced and sustained. The paper also establishes how training contributes to maintenance of high performance in an organization.

How to evaluate the effectiveness of training

The management conducts employee training assessment to gauge employees’ understanding of the training concept. This is done in order to determine the necessary competence of employees. Corporates employ a number of models to assess the effectiveness of a training program. Some may include the use of questionnaires whereby questions are structured and tested prior to their distribution to the respondents. Employees who attended the training program are assessed using the structured questions, and the outcome from those questions is analyzed. In connection to this, some firms employ Kirkpatrick’s four step models. This model uses four different stages for evaluating the effectiveness of training (Kirkpatrick & Kirkpatrick, 2010).

The four stages include the reaction stage, learning stage, behavior stage, and result stage. At reaction stage, employees’ feelings about the training are measured using a course feedback sheet. In this case, employees are asked to fill the sheet on how happy they felt about the course. At leaning stage, trainees are evaluated using pre-test and post-test questions to assess how well they internalized the training concept, as well as how much they can recall. At behavior stage, trainees are assessed on how the training attendance changed their behavior. Finally, at result stage, the tangible benefits that employees deliver to the organization as a result of attending training are determined. At this juncture, the quality of services delivered by employees and his or her productivity to the organization is being determined (Kirkpatrick & Kirkpatrick, 2010).

How to reinforce and sustain the training

Training may be reinforced and sustained by creating an organization culture that incorporates both top management and employees at lower levels (Melkman & Trotman, 2005). Additionally, sustainable tools that managers and employees can access should be provided. This includes providing employees with self coaching guides that they can use for self evaluation. On the same note, the management should provide follow up training opportunities that focus on micro skills that deepen employees learning. Finally, the organization should provide post updates or email distribution list to sustain the training programs (Russell, Russell & American Society for Training and Development, 2000).

How training and evaluation programs might contribute to maintaining a high performance organization

Employees who had undergone a training program are able to use the skills, knowledge, and experience they had acquired from training to create unique solutions for customers. This is characterised by high quality production in respect to goods and services that meet and exceed customers’ needs and expectations. This increases the organization’s productivity and the overall performance (Saks, Haccoun, Belcourt & Belcourt, 2010).

Conclusion

From this analysis, it can be observed how training may be evaluated. There are also ways in which training can be reinforced and sustained in an organization. This is important because it contributes to maintaining a high level of performance and increase in the productivity of an organization. Additionally, effective training program motivates employees by making them feel that the organization promotes their development.