Homework Help on Assessing the efficiency of training programs
Donald Kirkpatrick developed the best model for measuring the efficiency of training programs in the ’50s, which is still used with modifications. Basically, the program consisted of four stages like; the reaction of the participants to the program, such as how many completed the feedback participant questionnaire, the comments of the participants at group sessions and the casual comments of the participants. Further, how did the program improve the skills and knowledge or improve attitudes because of the training? This was assessed by before and after scores, on the job analysis and reports taken from supervisors after participating in the training sessions.
Next was, how did the training improve the performance of the workers. This was determined by a completed self-assessment questionnaire, on the job surveillance, and comments from customers, other workers, and managers. It was also essential to observe as to how the organization benefit did the training. This was assessed by reading financial statements, quality inspections, an interview with the sales department.
Cos and time are usually two factors that have to be considered for appraisal requirements, and they have to be in proportion to the improvements needed. Another question to be answered will be, are the present resources adequate, or will additional resources be needed? The most likely places to collect resources from are; production and job records, direct surveillance, group sessions, questionnaires, online and hardcopy reports, checklists and tests and of course interviews with participants, managers, suppliers and other people involved with the organization.
If any organization needs to retain its competitive edge and be successful in reaching its aims, then its staff must have to train in what they need to know, and what they don’t have to know. The responsibility of assessing which staff needs the training the most, or which staff deserves promotions after training lies with the HR department. Top make such evaluations, HR personnel might themselves need training in an evaluation and assessment. By attending these programs, the HR staff will easily assess the gap between present and required individual and organizational performances. This will enable them to coordinate the appropriate training to meet current requirements and challenges.
The training will also make possible the assessment of special courses and training. Upon completion, the participants will determine whether the time and cost involved were worth the training. Trainers provide trainees with essential and realistic data and conduct many exercises consisting of the communication or collaboration of people or things. Training also teaches the ability to save time, identifying and solving problems, which are basically the most important objectives of any organization.