Ip3 training and development - Research Paper Example

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Initially, I would like to apologize to you for not giving time due to my tight schedule but I would be interested in explaining to you some valuable information regarding training evaluation and validation. As you know, training is an important component of business and the…
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Dear Barbara, Initially, I would like to apologize to you for not giving time due to my tight schedule but I would be interested in explaining to yousome valuable information regarding training evaluation and validation. As you know, training is an important component of business and the prosperity of the employees and business depends upon the training program. According to (Morgan,2000 ,pg1-17) “Training can improve business performance, profit and staff morale”. In order for the training to be successful, there should be proper evaluation and validation of it. When training is done its evaluation benefits not only the employees but the organisation and the trainer as well. Here we can see the four level of evaluation which is reaction, learning, behaviour and results let us look at it one by one.
Reaction – At this level, the trainee’s reaction to the training given is analysed. Reaction is important as it gives an insight on how the training was received by the audience. For example, the trainees look content and asking questions means they are receiving information in a better way. As per (GSA, 2014) “Although participant reactions to training are clearly not the sole indicator of its effectiveness, it is possible that their reactions represent one variable that is part of the larger homological network of variables that influence training effectiveness”.
Learning – Here the measure of knowledge gained by the trainee is assessed. How much their knowledge increased can be done with the help of learning objective prepared in advance. For example it can be assessed with the help of questionnaire and role play. As per (Solar, 2013) “The third level of evaluation answers the question – are they applying what they learned”.
Behaviour - Here the change in the behaviour of the trainee due to the training is looked in to. For example, the job of the employees can be observed after the training session as a follow – up measure.
Results- This means how far the employee and the organisations are benefited from the training are analysed. This can be done by seeing the productivity of the employees.
So I think this explanation has given you a brief idea about training and evaluation phases.
Work Cited
Government of South Australia (2014). Good for your business. In Retrieved June 26, 2014, from
Morgan, R. B. (2000). Examining the Factor Structure of Participant Reactions to Training: A Multidimensional Approach. Human Resource Development Quarterly, 11(3), 1-17.
Solar, R. (2013). 5 evaluation methods to evaluate staff training results. In Retrieved June 26, 2014, from Read More
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