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

covered and learning processes involved in the training programs. After each
program, the opinions could be fed into a database in order to make comparisons
with the scores of the previous programs.
• Level 2 - Learning Evaluation through examination: The pretest-posttest
control group design is used as evaluation procedure in this level. This is normally
done by using a test for examining the trainees on their newly acquired knowledge
and comparing this score with a pre-training assessment of trainees on the same
topics. The difference between the two scores would be taken as a measure of the
effectiveness of training program. For example, in a training program on
awareness on cyber laws, the post-training assessment should show a certain
minimum of increase as compared to the scores obtained by the same person
before attending the training program.
• Level 3 - Evaluation of Behavioral outcomes through training: The aim of
training is modification of behavior of some kind that might lead to a performance
improvement. Hence any training could be said to be effective if it has resulted in
any enduring change in behavior patterns of the trainees. The behavior assessment
would be based on indicators of organizational performance that show the transfer
of learning from training into practical application. Since performance is a function
of complex forces and motives, accurately assessing the effect of training on
performance would be difficult.
• Level 4 – Attainment of Training and Development Objectives: Training may
be assessed based on the extent to which the objectives set before conducting the
programs have been attained after the program. For example, safety training should
have resulted in the reduction of number of accidents and an attitudinal training
program focused on attendance should have resulted in reduced absenteeism. In
this regard, the comparison should be made with a corresponding score in the
month or year preceding such training programs. Behavioral outcomes may be
evaluated at individual, group or organizational levels.
• Level 5 - Evaluation of Return on investments (ROI) on training: This is the
ultimate level of assessment of training programs in which the financial gains
directly resulted out of a training program would be validated against the total cost