Training in simple terms is organized activities aiming at improving the skills or a type of behavior with the use of instructions and/or sustained practice. In an organizational context, it is an attempt which is well planned to improve the performance of an employee.
Training is an investment as it is one of the most important part of an organization and it’s identify. It creates a win-win situation for both where employee and employer emerge as a winner. It enables an employee to acquire new skills, increasing the contribution of the individual in the business and may enable them to be ready for a better position within the organization; giving them more incentives to work harder while delivering what they have to do in the best possible way. It also helps them stay fresh and motivated with upskillment to do various different activities within organization structure. It also gives the employee a feeling that they’re being valued and cared about with proper timed training programs making them stay with the organization they’re in. While looking at the other and most important end to suggest training being an investment, we look at what it has to offer to an employer. It does uplift the skills, motivation and the level of confidence in the organization of an employee helping the organization retain their best skilled force glued together to deliver better results. It also gives a competitive advantage over other companies if you’re able to retain and acquire quality workforce with perks as in training and development programs. It increases the loyalty of the employee towards the organization as they feel they’re being cared by the organization as they feel like they’re being appreciated and valued. Also, it helps retain the employee, reducing the turnover and the cost along. It also removes that vacuum period in between to fill in the position which would have otherwise brought financial losses along with a phase of hiring process. All this suggest that training is an investment and not an expenditure.
Having said training is an investment, it can very well go other side as well to it not being an investment but rather an expenditure alone. To counter this and to improve the overall training program as well it does need an effective mechanism of evaluation of learning. Without having an effective mechanism of evaluation of learning, there is no way to know the outcome of the training – what was the reaction like, if the trainee even acquired the key skill sets they were supposed to gain from the training program, do their on-job behavior change due to training and the measurable results from the training itself need to be analyzed along with the return of investment of the training program. Without effective evaluation method none of those can be checked/analyzed, bring in the need for proper mechanism of evaluation of learning.
To counter those issues, learning is evaluated with the use of following two key methods:
Kirkpatrick Method: It is the most widely used method with over 90% of the business using this method to evaluate learning. It is further divided into four levels which are as explained:
Reaction: This step helps to measure how the trainee reacted to the overall training program including the content, trainer and the overall experience. This helps in identifying if the training is well received or not while also helping to improve the training program for future trainees. This model can be applied by the use of questionnaires or with employee satisfaction surveys.
Evaluate Learning: In this step, the objective is to analyze if an individual’s knowledge increased due to the training and what they’ve learned from it. This can be applied by analyzing the level of skills, knowledge and attitudes before and after the training and comparing them.
Evaluate Behavior: In this step, it looks at how the trainees apply the information they’ve gained from the training. It also analyzes how much trainees have change in their behavior after the training. This process can be tested with observation and scheduled interview over a time.
Evaluate Results: In this step, outcomes, benefits or the final result as a whole is analyzed of the training. It is one of the time consuming and costly process but helps identify the objectives of the training and to what extent those are met. One example of it can be comparing the sales figure of a target group before and after the completion of the training for a certain time period.
ROI Method: It mostly focuses on the money aspect as is clear from the name itself in ‘Return on Investment’. It requires a lot less effort, time and money to conduct the following method of evaluation however is one lest preferred. It’s done by multiplying the difference of benefits of training and cost of training by hundred and then dividing it with the total cost of the training.
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Training in simple terms is organized activities aiming at improving the skills or a type of behavior with the use of instructions and/or sustained practice. In an organizational context, it is an attempt which is well planned to improve the performance of an employee.
Training is an investment as it is one of the most important part of an organization and it’s identify. It creates a win-win situation for both where employee and employer emerge as a winner. It enables an employee to acquire new skills, increasing the contribution of the individual in the business and may enable them to be ready for a better position within the organization; giving them more incentives to work harder while delivering what they have to do in the best possible way. It also helps them stay fresh and motivated with upskillment to do various different activities within organization structure. It also gives the employee a feeling that they’re being valued and cared about with proper timed training programs making them stay with the organization they’re in. While looking at the other and most important end to suggest training being an investment, we look at what it has to offer to an employer. It does uplift the skills, motivation and the level of confidence in the organization of an employee helping the organization retain their best skilled force glued together to deliver better results. It also gives a competitive advantage over other companies if you’re able to retain and acquire quality workforce with perks as in training and development programs. It increases the loyalty of the employee towards the organization as they feel they’re being cared by the organization as they feel like they’re being appreciated and valued. Also, it helps retain the employee, reducing the turnover and the cost along. It also removes that vacuum period in between to fill in the position which would have otherwise brought financial losses along with a phase of hiring process. All this suggest that training is an investment and not an expenditure.
Having said training is an investment, it can very well go other side as well to it not being an investment but rather an expenditure alone. To counter this and to improve the overall training program as well it does need an effective mechanism of evaluation of learning. Without having an effective mechanism of evaluation of learning, there is no way to know the outcome of the training – what was the reaction like, if the trainee even acquired the key skill sets they were supposed to gain from the training program, do their on-job behavior change due to training and the measurable results from the training itself need to be analyzed along with the return of investment of the training program. Without effective evaluation method none of those can be checked/analyzed, bring in the need for proper mechanism of evaluation of learning.
To counter those issues, learning is evaluated with the use of following two key methods:
Kirkpatrick Method: It is the most widely used method with over 90% of the business using this method to evaluate learning. It is further divided into four levels which are as explained: