Академический Документы
Профессиональный Документы
Культура Документы
Presented by
operations and information technology Serves manufacturing and service organizations and government, health care and religious organizations
1200 managers and 200 partners Policy of promotion from within Focus on training and development of entry level employees.
Training procedure
Entry level employees spend two weeks at CEDC
followed by three additional months of training at a regional office Employees receive technical and systems training Employees also receive extensive training in the specific industries.
Issues
To evaluate the effectiveness of the training
program and the amount of training required To tackle increasing employee turnover rates To train employees to have excellent interpersonal skills.
Recommendations
IPO evaluation model for evaluating training Two weeks of training can be given at regional
training centers instead of at CEDC. This will be a cost effective method. It helps instructors(the field managers, who are on rotation basis) to train the employees at regional centers instead of going to CEDC. This will save time and cost and also help the trainers as it enables them to know what is currently happening in the field. Higher salary increments and incentives based on their performance Frequent promotions based on their performance Educate the aggressive employees about the significance of interpersonal skills and offer them training through interviews, role plays, sensitivity training
Evaluation of training
Input, process ,output model
Inputs- trainee qualifications, instructional materials Process 1. Plan training objectives 2. Developing and designing strategy 3. Deliver training Output Short term benefits of training Outcomes Long term results like company profitability, productivity etc
Steps in evaluation
Formulation of goals
Developing strategy
Use measurement tools Analyze data
Emphasis on sales
Time, Effort, Money on sales Sales and profits down New training technique
PROBLEMS IDENTIFIED
COST NO PROPER EVALUATION TECHNIQUES
EVALUATION STRATEGY Principles: Clear about goals and purposes of evaluation. Continuous and specific Trainers should be able to appraise themselves. Evaluation based on objective methods and standards. Realistic target dates.
FOUR LEVELS OF EVALUATION REACTION- trainees reaction to the program.questionnaire. LEARNING- extend to which trainees have increased their knowledge or skills- tests BEHAVIOR- training used in the job- performance appraisal. RESULT- Overall outcome