An Effective Training Evaluation Plan - Research Paper Example

An Effective Training Evaluation Plan Introduction The main reason that most managers view training to be optional is because they see it as an expense instead of an investment. This is understandable considering the fact that training and development in most organizations is not focused on producing target results for a company. This has resulted in managers opting to send out their employees to get training elsewhere without considering the results likely to come about. Without any measurable results for the organizations, it is hard for managers to view training as anything more than an expense. This report aims at showing the management the importance of the training department in the organization and the necessity for it to be sustained. In addition, the report shall prove to the management that cutting back on the costs of retaining the training department in the organization adds up more costs eventually (Parry, 1997). Advantages of Having Well Trained Employees Employers need to realize that employees are an asset that they need to constantly invest on otherwise it will eventually lose its productivity over time. Some of the advantages of having well trained employees in an organization include: Well trained employees help in attracting and retaining employees in an organization The employees through training will realize they have better potential staying in the organization than leaving. This in turn will result in low employee turnover in the organization and save the organization the costs likely to be incurred in recruitment of new employees. Having well trained employees reduces risk for the organization This is in relation to lawsuits, such as wrongful termination, discrimination or sexual harassment suits by the employees. Such situations are likely to be avoided if both the employees and the employers understand their duties and responsibilities to each other. Well trained employees understand the appropriate behavior at work and the resulting lawsuits that come in case of such. The employees are able to quickly identify and resolve any problems in the organization. Managers need to realize how this aspect is important. In the long run, problems in the organization may escalate to a point that it can no longer be resolved. Therefore, it is critical to ascertain that the employees are well trained enough to identify and resolve the problems on time. In addition, the time spent on problem solving and correction of mistakes is reduced. Well trained employees effortlessly learn new ideas and are less likely to make errors while performing the tasks assigned to them With skilled staff, communication in the organization shall improve, and the management will realize that the organizations overall effectiveness will improve. In addition, the organization will have an able workforce that can easily attain the organizations goals and objectives on time. Importance of Training Department in Organizations Development of human resources. Training and development in organizations creates opportunities to further improve on their skills and behaviors for the overall benefit of the organization. In addition, employees get to achieve personal growth from the training. Development of skills in employees. Through training, employees get to improve their knowledge of the job and skills at every level in the organization. It helps in the expansion of human intellect and an overall personality of the employees. Productivity The employees improve on their skills which consequently mean they are able to perform the tasks assigned to them better. Therefore, the overall productivity of the organization is likely to improve and hence achievement of the organizations long term goals is made possible. Team Spirit Through training, employees are able to develop a sense of team spirit and work together towards the achievement of the organizations goals and objectives. It helps in instilling the enthusiasm to learn from other employees and not necessarily the trainer. Teamwork is important in the attainment of the organizations goals and objectives in time. Organization Ambiance Training and development in the organization helps to build a positive attitude and perception about the organization. The employees get this feeling from their peers, organizations management and other subordinates in the organization. If the employees have positive attitude about the organization, they are likely to perform their task with such zeal in order to ensure they meet their own personal goals and the goals of the organization. Organization Culture Training and development in an organization helps to develop and improve the organization’s health culture and its effectiveness. The employees are able to develop a learning culture within the organization and inevitably improve on their skills and competences. Implementation of the Evaluation Tool This is the most vital and hardest part of the whole system as one wrong move could mean could lead to the downfall of the entire training program in place. Employees need to understand why the evaluation is important and what purpose it serves for them and the organization. A vital aspect of any form of evaluation is its effect on the individual it is being used on. Feedback is essential in order for employees to know their progress and whether or not the training is helping them in any way. In addition, the results from the evaluation are likely to motivate the employee and their confidence in how they perform at work. The trainers and management need to ensure that the trainees selected fit in with the program and that the training is relevant to them. Picking out the wrong trainees may cost the organization more that it will actually benefit it in the long run. The training should fit in with the needs of the employees in the organization. The management should do an analysis and identify which areas in the organization actually training and improvement. Training Evaluation Tool Agree Strongly Agree Neutral Disagree Strongly Disagree The objectives of the training were unmistakably defined Participation and interaction were encouraged The topics covered were relevant to me The content was planned and easy to follow The materials distributed were helpful The training will be practical in my work The trainer was well prepared The trainer was conversant with the training topics The training objectives were met The time allocated for the training was sufficient The meeting room and facilities were comfortable and sufficient What did you like most about the training? What facets of the training need to be improved on? How do you hope to change you practice as a result of this training? Any other comments on the training. Analysis of Training Evaluation Tool The results from the evaluation tool will be relevant in assessing how effective the training program implemented actually was. Transfer of knowledge can be measured by how much employees may to have benefited from the training. The answers in the evaluation tool should remain anonymous in order to ensure complete sincerity from the trainees. Employees need to be informed on the need for the training evaluation tool in order for them to understand its relevance (Parry, 1997). Furthermore, the management can assess the changes in the employees’ performance over time as a way of verifying just how effective the training program was. If it was, changes are to be observed in the employees’ skills and level of performance in the organization. The suggestions that the trainees make will be relevant to the program as it will help understanding areas in which they should improve on. This will help ensure that the tool even functions better in future. In addition, it shall ensure the tools future effectiveness (Barbazette, 2005). Conclusion Training evaluation sin organizations are important as it helps give feedback on the effectiveness of the training. Therefore, it should not just be ignored by the management. Without an evaluation, the trainer and management cannot determine whether the training needs of the employees were actually met or if there is more need for training in the organization. Properly planned and collected evaluation information can give the organization a lot of relevant information such as; determining if the objectives of the training were attained, providing a basis for amendments of the training execution, gains ongoing support from the management and the organization for the new expertise, and also offers the basis for the management to expand the training to other departments in the organization. The management and organization should plan the evaluation before conducting the actual training. This will help in ensuring that the evaluation targets the same objectives as the training itself (Talbot, 2011). References Barbazette, J. (2005). Training Needs Assessment: Methods, Tools, and Techniques. Hoboken: John Wiley & Sons. Parry, S. B. (1997). Evaluating the impact of training. Alexandria, Va: American Society for Training and Development. Talbot, J. R. (2011). Training in organisations: A cost-benefit analysis. Farnham: Gower. Read More