Investment means putting your money, efforts and time into something in expectation of getting some benefit in the present or future. While Training refers to the teaching and learning, activities conducted with the aim of helping the members of an organization to increase their skills, abilities, and attitudes. Today every organization provides training to their employees irrespective of their skills and qualification.
Training is an integral part of any organization; it equips the employees with skills required to perform the job. Every organization invests in training (Verma, 2014). The organizations send their selective employee to the get the training at various institutions or even inside the organizational building, which will later bring excellent profits to the business. Only providing training is not sufficient. The trainee should add value to the skills of an employee and the organization. A recent survey indicates that 40 per cent of employees who receive poor job training leave their positions within the first year. They cite the lack of skills training and development as the principal reason for moving on (ROMICH, 2017). Evaluating the learning in training is important to examine the following aspects;
It helps to identify if the needs and objectives are met by the help of training or not
What kind of benefits it is offering the organization
If it has brought any significant changes in employees performance
There are four levels of evaluation suggested by Kirkpatrick (1994). They are as follows:
Level One: Reaction
Level 1 describes about the reaction of the employee regarding the training they enrolled. According to Kirkpatrick, evaluating the reaction is to customer satisfaction. It talks about the reaction of the students and thoughts about the training experience. It gives immediate response and thoughts if the training was purposeful, whether the students felt engaged, to which extent it was valuable, and if the training was relevant. Similarly, in the case of organization, immediate employee reaction helps them to evaluate the effectiveness of the training and the improvements needed in the future. A variety of sources estimates that approximately 80 percent of training events include Level 1 evaluation (Donald L. Kirkpatrick, 2013).
Level Two: Evaluate Learning
This level measures if the learning objectives has obtained. It is a ‘test’ to determine if the learning has been transferred to the target audience. Measuring learning helps to determine the change in the behavior that comes only if learning objective has achieved. For example, a company sends his HR to attain the three days session on human resource training. After three days, it is necessary to find out what the HR learned, how much knowledge has he acquired, his skills are developed or are still the same.
Level Three: Behavior
According to Kirkpatrick (2012), this level evaluates the extent to which behavior has changed as required when people attending the program have returned to their jobs. This level evaluates the impact of jobs on training. It involves ‘what change has occurred after attending a training program?’ It find out if any change occurred and if not then why the change did not occur.
Level Four: Evaluate Results
The forth level of Evaluation measures the impact of training on business results. This level includes the desire result an organization has determined to achieve. It measures effect on production, quality, efficiency, sales, profits, job satisfaction, high morale, and customer satisfaction and employee retention in an organization.
Therefore, training should add value to the organizations as well as employees performance. If the training only includes sitting in a chair and passing, you time because you do not want to go to office then the investment, which the organization is putting into goes into vain.
References
Donald L. Kirkpatrick, J. D. (2013, February 27). Training Industry . Retrieved from Measurement and Analytics: trainingindustry.com
Kirkpatrick, D. L. (2012). Armstrong’s Handbook of Human Resource Management Practice. London, United Kingdom: kogan page.
ROMICH, H. (2017). EMPLOYEE TRAINING IS WORTH THE INVESTMENT. go2HR .
Verma, N. (2014). Training is an investment, not an expense. Linked In .
For further actions, you may consider blocking this person and/or reporting abuse
We're a place where students share, stay up-to-date, learn and grow.
Investment means putting your money, efforts and time into something in expectation of getting some benefit in the present or future. While Training refers to the teaching and learning, activities conducted with the aim of helping the members of an organization to increase their skills, abilities, and attitudes. Today every organization provides training to their employees irrespective of their skills and qualification.
Training is an integral part of any organization; it equips the employees with skills required to perform the job. Every organization invests in training (Verma, 2014). The organizations send their selective employee to the get the training at various institutions or even inside the organizational building, which will later bring excellent profits to the business. Only providing training is not sufficient. The trainee should add value to the skills of an employee and the organization. A recent survey indicates that 40 per cent of employees who receive poor job training leave their positions within the first year. They cite the lack of skills training and development as the principal reason for moving on (ROMICH, 2017). Evaluating the learning in training is important to examine the following aspects;
Level One: Reaction
Level 1 describes about the reaction of the employee regarding the training they enrolled. According to Kirkpatrick, evaluating the reaction is to customer satisfaction. It talks about the reaction of the students and thoughts about the training experience. It gives immediate response and thoughts if the training was purposeful, whether the students felt engaged, to which extent it was valuable, and if the training was relevant. Similarly, in the case of organization, immediate employee reaction helps them to evaluate the effectiveness of the training and the improvements needed in the future. A variety of sources estimates that approximately 80 percent of training events include Level 1 evaluation (Donald L. Kirkpatrick, 2013).
Level Two: Evaluate Learning
This level measures if the learning objectives has obtained. It is a ‘test’ to determine if the learning has been transferred to the target audience. Measuring learning helps to determine the change in the behavior that comes only if learning objective has achieved. For example, a company sends his HR to attain the three days session on human resource training. After three days, it is necessary to find out what the HR learned, how much knowledge has he acquired, his skills are developed or are still the same.
Level Three: Behavior
According to Kirkpatrick (2012), this level evaluates the extent to which behavior has changed as required when people attending the program have returned to their jobs. This level evaluates the impact of jobs on training. It involves ‘what change has occurred after attending a training program?’ It find out if any change occurred and if not then why the change did not occur.
Level Four: Evaluate Results
The forth level of Evaluation measures the impact of training on business results. This level includes the desire result an organization has determined to achieve. It measures effect on production, quality, efficiency, sales, profits, job satisfaction, high morale, and customer satisfaction and employee retention in an organization.
Therefore, training should add value to the organizations as well as employees performance. If the training only includes sitting in a chair and passing, you time because you do not want to go to office then the investment, which the organization is putting into goes into vain.
References
Donald L. Kirkpatrick, J. D. (2013, February 27). Training Industry . Retrieved from Measurement and Analytics: trainingindustry.com
Kirkpatrick, D. L. (2012). Armstrong’s Handbook of Human Resource Management Practice. London, United Kingdom: kogan page.
ROMICH, H. (2017). EMPLOYEE TRAINING IS WORTH THE INVESTMENT. go2HR .
Verma, N. (2014). Training is an investment, not an expense. Linked In .