Question 1B) Discuss why it is important to measure training effectiveness in the first place.
Organisation would measure training effectiveness as it would be able to assess if the training is working fine and would it achieve its objectives in the first place. Reasons for evaluating training effectiveness are discussed below. • To determine if objectives are achieved effectively.
If objectives are not achieved, it could be either the program is not working/ it does not solve the problem. Thus organisation can look or determine the right solutions to the persisting problems. For example, a call centre is receiving bad feedback from their customer, should it be the way the call centre officer answer the call or could it be how the system …show more content…
Was the benefits reaps from the employees after training greater than the cost of sending employees to training? Higher productivity, more sales from sales personnel after attending marketing/sales courses. • To decide who should participate in future programs.
Not all training is relevant to all employees. For example, sending admin staff to finance related courses. Which could prove to be an example of resources not planned well, as admin staff might have little chances to touch on finance related matters. • To reinforce major points made to learner.
Foundations or basic to the job is to be maintained or practice at all times. Some employees may be in the position for quite a period and they may forgo the basic of the job. For example, a call centre officer who has been in the position for the past 2 years has answered numerous calls may forget the basic courtesy that one should deliver to the caller despite the nature of the call be it an inquiry or a complain. • To gather data to assist in marketing future …show more content…
Kirkpatrick’s Framework (Kirkpatrick, 1996) – 4 levels model
Level 1 – Reaction
At this level, it is not possible to indicate whether the training program has met its objectives, it can only be used to measure the participant’s satisfaction of the training. Questions to be asked at this level could be whether they find the program appropriate? Was the training providing useful to their work? Was it conducted in an interesting manner? Were the solutions provided usable in their job?
Evaluation could include the training materials, training instructors, facilities where training was conducted, the methodology discussed and the content/ topic which were covered.
Level 2 – Learning
At this level, we will be determining of the participants has learned what they are supposed to learn according to the human resource development programmes. Questions to be asked at this level would include questions such as what was the main objective of this program. What was the key topic touched on? What have you understand after attending this training?
This evaluation requires different methods of assessing reaction to the program; it could be in the form of a quiz, test, job simulations or skills
Organisation would measure training effectiveness as it would be able to assess if the training is working fine and would it achieve its objectives in the first place. Reasons for evaluating training effectiveness are discussed below. • To determine if objectives are achieved effectively.
If objectives are not achieved, it could be either the program is not working/ it does not solve the problem. Thus organisation can look or determine the right solutions to the persisting problems. For example, a call centre is receiving bad feedback from their customer, should it be the way the call centre officer answer the call or could it be how the system …show more content…
Was the benefits reaps from the employees after training greater than the cost of sending employees to training? Higher productivity, more sales from sales personnel after attending marketing/sales courses. • To decide who should participate in future programs.
Not all training is relevant to all employees. For example, sending admin staff to finance related courses. Which could prove to be an example of resources not planned well, as admin staff might have little chances to touch on finance related matters. • To reinforce major points made to learner.
Foundations or basic to the job is to be maintained or practice at all times. Some employees may be in the position for quite a period and they may forgo the basic of the job. For example, a call centre officer who has been in the position for the past 2 years has answered numerous calls may forget the basic courtesy that one should deliver to the caller despite the nature of the call be it an inquiry or a complain. • To gather data to assist in marketing future …show more content…
Kirkpatrick’s Framework (Kirkpatrick, 1996) – 4 levels model
Level 1 – Reaction
At this level, it is not possible to indicate whether the training program has met its objectives, it can only be used to measure the participant’s satisfaction of the training. Questions to be asked at this level could be whether they find the program appropriate? Was the training providing useful to their work? Was it conducted in an interesting manner? Were the solutions provided usable in their job?
Evaluation could include the training materials, training instructors, facilities where training was conducted, the methodology discussed and the content/ topic which were covered.
Level 2 – Learning
At this level, we will be determining of the participants has learned what they are supposed to learn according to the human resource development programmes. Questions to be asked at this level would include questions such as what was the main objective of this program. What was the key topic touched on? What have you understand after attending this training?
This evaluation requires different methods of assessing reaction to the program; it could be in the form of a quiz, test, job simulations or skills