Evaluating training

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EVALUATING TRAINING 1

Training evaluation entails measuring the effectiveness of programsthat are directed toward addressing the deficit in skills andknowledge among workers. Some scholars think that training evaluationis not necessary because it does not achieve its desired objectives.This paper maintains that the evaluation process is crucial becauseit helps to measure the organizational benefits the training yieldedas well as in the improvement of future programs for imparting skillsto the participants.

The evaluation process is important because it helps improve trainingfor future participants (World Health Organization, 2016). Trainingevaluation helps the facilitators to understand the shortcomings andstrengths of the approaches taken to address the deficit in skillsand knowledge among the workers. Additionally, training evaluationentails the collection of data from the relevant departments on thechanges in the various parameters used to measure the organization’ssuccess (Polchin, 2014). Besides, training evaluation entailscollecting feedback from the participants on their perception towardsthe exercise. This enables the organization to assess the skills thetraining imparted to the participants.

On the other hand, some scholars argue that evaluating training isusually futile. According to Zane (2011), evaluating training is notimportant because most unit managers concentrate on the improvedperformance instead of increased learning. Secondly, It is usuallyhard to measure increased learning, and this means that it is notpossible to assess the success or failure of a training program. Theother reason Zane (2011) provides for the futility of conducting atraining evaluation is that the deficit in knowledge and skills isoften a small part of the overall lack of performance in anorganization. As such, it is possible that increased performance maybe as a result of changes in other factors that affects productivitysuch as workers’ motivation.

I feel that the arguments against not conducting training evaluationare the least convincible. This is because long-term evaluations suchas the performance appraisals conducted at the end of the year revealwhether the training had any positive effects on the workers`behavior or not.

In conclusion, some people believe that it is hard to assess theincrease in skills and knowledge, and this makes training evaluationa futile exercise. For me, I think training evaluation is vitalbecause it helps the facilitators assess whether the exerciseachieved the set goals or not. Additionally, it helps in theevaluation of the benefits yielded by the training in terms ofacquisition of knowledge and skills.

References

Polchin, R. (2014). “Measuring the effectiveness of your trainingprogram.” Accessed fromhttp://www.icmi.com/Resources/Learning-and-Development/2014/07/Measuring-the-Effectiveness-of-Your-Training-Program

World Health Organization. (2016). “Purpose of Evaluation inTraining Programme.” Accessed fromhttp://apps.who.int/medicinedocs/en/d/Jh2940e/7.1.html

Zane, B. (2011). Why it is hard to evaluate training in theworkplace. Industrial and Commercial Training, 40(7).

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