Академический Документы
Профессиональный Документы
Культура Документы
After designing training programs next step which BALCO follows in training process is
designing of training evaluation approach. Training evaluation approach is required to
evaluate success of training programs. Evaluation helps to identify deficiencies in
training programs and helps to overcome over those deficiencies and redesign training
programs.
It measures the effectiveness of a learning intervention and also helps in defining the
learning outcomes more sharply, remove unnecessary training content, and ensures that
the learning method meets the training needs of the learners and consequently of the
business.
Different methods which BALCO adopts for the purpose of evaluation are:
• Role playing
Under this method usually MDP’S programs are evaluated. Managers who
returned after attending the programs are asked to play certain role in simulated situations
and take the decisions and afterwards their performances are evaluated.
• Group discussions
• Feedback form
Once the staff, course, content, equipments topics are ready the training is implemented.
After designing of training programs and evaluation approach next step in training
process is implementation of training programs.
Last step in training process which BALCO applies is the measurement of training
outcomes. It is important step to identify whether organization had achieved its objective
in terms of performance improvement. Unless training results were not measured it is
hard to identify whether training programs are lacking somewhere and they should be
removed in next training sessions or if it achieved a good result so then it should be
repeated in next training sessions.
Efficiency:
How efficiently are we utilizing our training investment? What is our real cost per
employee per hour? Who all are actually participating in our training programs, and how
efficiently are we delivering to them?
Effectiveness:
This primarily deals with the queries like: What is the impact of our training investments
on a ‘program-by-program’ basis? Are we getting the right nominations and completion
rates we need? Are the employees really satisfied, and does satisfaction vary across
programs, instructors and audiences? For any given program, how does it correlate to
solving the business problem we set out to solve? Can we measure business impact on a
person-by-person, group-by-group or SBU-by-SBU basis as a result of our major
investment in a training program?
Thus evaluation measures the effectiveness of a of learning intervention and also helps in
defining the learning outcomes more sharply, remove unnecessary training content, and
ensures that the learning method meets the training needs of the learners and
consequently of the business.
For ex- as earlier mentioned in step 5 that for evaluation purpose Balco adopts feedback
method or role playing or group discussion method and measure its training effectiveness
accordingly.
If training evaluation does not give effective results the organization again sets its
training objectives and again follows the whole process. These restructuring of training
objectives will be made by considering training deficiencies in previous training
programs.
BALCO adopts different techniques for its evaluation purpose like: role playing, group
discussions, feedback form. For Ex. As for its one of the behavioral training 7 HABITS
OF HIGHLY EFFECTIVE PEOPLE organization adopts feedback method to measure its
training effectiveness. A feedback form is provided to trainees and on the basis of their
feedback training effectiveness will be measured.