UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

Human Resources Development, the organization would have to be urged to make
improvements in the other components like human resource planning, Performance
appraisal and aspects of organization like work-flow, tools and infrastructure,
empowerment, reward systems, transparency in communication, career planning and
succession planning, control, confidence, self esteem, team spirit, morale and motivation
among employees.
3.7 Training Evaluation
Evaluation of training effectiveness is the most critical phase in not only assessing the
quality of training imparted but also to see what future changes in training plan should be
made to make it more effective. The process has both predictive and regulative value.
Training evaluation would also provide vital insights into the existing systems and
procedures prevailing in the organization. There is not much of a consensus among
corporate managers on how to determine the value of training. The onus of the training
department is to document its efforts and clearly show that it provides a valuable service to
the entire organization.
Training and Development Programs may be evaluated at different levels.
Training evaluation consists of examining various aspects of training immediately after the
training is over and judging its utility to achieve the goals of the organization. While the
first may be easy to evaluate, the second poses complications. Hence it may be advisable
to commission comprehensive research studies through which opinions and judgments on
the training processes could be elicited from trainers, supervisors, peer groups, which
could then be cross-tabulated against the responses of trainees. A comprehensive audit of
Human Resource Development functions should also include training programs under its
purview. Donald Kirkpatrick (1959) has contributed to the development of a model for
training evaluation.
3.8 Levels of Evaluation of the Effectiveness of Training:
• Level 1 - Content Evaluation through Trainees’ Reactions: This is a quick,
inexpensive approach to training evaluation. At this level, the trainees are provided
with a feedback form in which questions pertaining to the trainers, relevance of the
topics, applicability of the learning outcomes, usefulness of the study materials,
efficacy of the training methods adopted during the program and the quality of
physical environment that prevailed during training are included. The analyses of
the responses indicate how far the trainees are satisfied with the structure, subjects