The Development Programs - Essay Example

Running head: Learning and Development Process Learning and Development Process s Evaluation of Learning and Development Process Learning and development are the main tools needed to attain your certain goals. If any firm or organization is trying to attain any goal, then the only main and foremost duty of that particular organization is to evaluate its learning as well as development process to know how its members and employees are working, whether they are learning and developing in a right way and in a positive direction or not. In order to get the best outcome, evaluation of the learning as well as development process is very important. One should know how exactly the firm or organization is working and trying to maintain a balance. (Annett, Duncan & Gray, 1971) Usually there are many organizations or firms who evaluate their learning and development programs by various methods. One of the most important techniques is the training programs or sessions. Training is one of the best tools which can be used to evaluate the working of the organization and to see how it is performing. (Annett, Duncan & Gray, 1971) Effective personal development must also consider the following main elements in mind: An individuals potential An individuals learning styles Person development as a whole The above mentioned elements are very important as they tell us how and in what style and way a person is developing his/her ideas and how it will be beneficial for the organization itself. (Annett, Duncan & Gray, 1971) There are two main as well as important factors which are needed to be resolved: Who is responsible for the validation and evaluation processes? What resources are available for the validation or evaluation process? The two above mentioned elements are termed as important elements because if we know who is responsible for the evaluation process, then the evaluation can be done in an effective as well as efficient manner and no mistakes will occur. On the other hand, the important resources are also needed in order to evaluate them properly. Time, money, people, etc. are the main resources which should be there to evaluate the process in an effective and able manner, and also to gain maximum output. (Bartram & Gibson, 1997) In an organization, the learning and development programs are evaluated at a very high level because these two programs are the main source with the help of which any firm or organization can generate better outcome. These two elements or sources are termed as important. They are the base element, therefore it should be considered and both these elements should never be neglected. Any organization when trying to do some work or any task, the main elements are the learning and development programs because with the help of these programs they can generate well oriented outcomes. (Bartram & Gibson, 1997) In order to do an evaluation, the below mentioned personnel are required. Senior management or senior managers The trainers The line management area The training managers The trainees Senior management or the senior managers are the main source with the aid of which evaluation can be done in an effective manner. Senior management tells us about the main areas, requirements and also about all the details with the help of which they can work and generate well oriented outcomes. Apart from this, the trainers are the important sources who help the organization see how they are working and in what ways and directions. The line management is also termed as an important element and apart from this; the training manager and the trainees are the main and important source. In order to evaluate the learning and development programs of any organization, the training is required. With the help of this training one can know who is working how and what is being generated from whom. (Bartram & Gibson, 1999) Apart from this training method, different kinds of strategies and techniques are used by the firm or organization to make sure that the learning and development of an organization is being done in a right way and direction and there are no doubts about any misshapenness in the organization or firm. Special departments are there to keep a watch on all the other departments, especially on the learning and development departments, to know whether they are working correctly or not and also to make sure whether they are generating profits or not. If this evaluation is absent in any organization or firm then the results will be in a negative direction and the firm will face it to a greater extent. Sometimes employees also feel uncomfortable when they are being watched or evaluated, but this is compulsory for every organization because without evaluation nothing is possible and in the result the firm will generate negative profits. Therefore, to make the firm or organization successful and make the organization capable enough to generate maximum potential and outcomes, evaluation is necessary and it should be there to make the firm or organization the best one. (Bartram & Gibson, 1999) In the end the evaluation report is sent to the upper department or to the heads so that they can also keep a watch on all the workings of an organization and also to check whether the work has been done in a positive manner or not. The learning as well as the development programs are very important and they should be done in an effective manner in order to generate the well oriented outcomes. If these programs are not effective, then the results will be in a negative manner and the firm will face a huge loss. Critical evaluation is very important for every organization to make that particular organization thrive and capable enough to generate well oriented results. Development programs, as mentioned above, are to make all the new members and employees competent enough to work hard so that they can work very well in future too. Therefore evaluation is very important and should be done in an effective as well as efficient manner to generate well oriented and out breaking outcomes. (Bartram & Gibson, 1999) References Annett, J., Duncan, K., Stammers, R., & Gray, M. (1971). Task Analysis. London: HMSO. Bartram, S., & Gibson, B. (1997). Training Needs Analysis, 2nd edition. Aldershot: Gower. Bartram, S., & Gibson, B. (1999). Evaluating Training, Gower. Read More