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he human resource management must have an appropriate evaluation design that will give an elaborate indication on the training outcome (Aguinis & Kraiger, 2009).
An elaborate data collection design can determine the conclusions made from a training and development program. A collection design compares a trained person to an untrained person or the same individual prior and after the training process. Equally, a trained person can be compared to a set standard of training. When the collection design does not compare a trained person to an untrained person, it forms a non-experimental design. When a trained person is compared to an untrained person in a randomized manner, it is an experimental design. Moreover, when the comparison is made with an untrained person in a non-random manner, it forms the quasi-experiment design (Lou, Duever, & Budman, 2004).
Experimental collection design for training evaluation offers the best design to use in the determination of the training outcome. The design offers a stronger link between the training outcome and the learning process. Experimental training design can evaluate that the training process led to a change in behavior. As much as the design may be difficult to implement, it avails accurate information needed for organizational growth (Arthur et al., 2003).
Arthur, W., Bennett, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: a meta-analysis of design and evaluation features. The Journal of Applied Psychology, 88,
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Knowledge of learning and theory is very significant and can be said as the basing ground for training and development in the workplace. In the present age of globalisation, theories are somewhat ignored by organisations who have opted to introduce their own system.
Training and development is an imperative segment of Human Resources Management (HRM) in every organization. It is considered to be an integral system of an organization. Training assists the employees to contribute their best to the organizational development and be successful in performing their present job responsibilities.
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This section of the dissertation will be completed last which means right after the conclusion and recommendations section.
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