EXAMINING THE OUTCOMES

Examining outcomes of Training & Development to determine its effectiveness in a company

Executive Summary

This research paper engaged in an in-depth and critical exploration of the ways through which the effect of training and development can be assessed in an organization. Organizations that are known for their success are also known for their training and development models and the post training assessment techniques that they apply. The most basic evaluation of training measures satisfaction. The use of post training assessment techniques is not simply meant to help in measuring the degree to which the training has been successful, but also helps to determine the extent to which the rationale behind the training has been satisfied. The purpose of the evaluation of the training and development program is to perform a review of the success of each individual phase of the training. Training and development allows the organization to engage in constructive redevelopment. Modern day business operations and training methods demand the usage of assessment techniques that are versatile and reliable.

Table of Contents

List of Figures4

List of Tables5

Introduction6

Review and Discussion of the Relevant Literature7

Rationale behind Post Training Assessment Techniques7

Evaluation Forms & Survey Questionnaires11

Performance Logging15

Return on Investment Measurement19

The Trainer's Assessment & Subsequent Secondary Evaluation21

Conclusions & Recommendations23

References25

List of Figures

Figure 1 - The 10 Stages of Implementing a Training & Development Program7

Figure 2 - The Kirkpatrick Model - A Perfect Example of a Training Assessment Method Utilizing the Questionnaire / Evaluation Form10

List of Tables

Table 1- Comparison of Qualitative & Quantitative Post training assessment techniques8

Examining the Outcomes of Training and Development to Determine its Effectiveness in a Company

Introduction

Training and development play a major part in the development and success of an organization. Training and development is a human resource management function with multilateral implications (Saks & Burke, 2012; Rani & Byrne, 2012; Dessler, 2010). In fact, it would not be incorrect to state that training and development is a function that can be expected to have value-chain-wide implications for the organization (Guerci & Vinante, 2011; Praslova, 2010). This particular research paper will engage in an in-depth and critical exploration of the ways through which the effect of training and development can be assessed in an organization. This will call for the individual attention to each of the major types of post training assessment techniques in addition to the elaboration of the rationale that drives the advantages, disadvantages and limitations of each of the post training assessment technique covered.

At this point, it is imperative to highlight that there are countless post training assessment techniques available and new methods continue to come forth in rapid succession as the influences of rapid globalization and developing technology play their part. Therefore, in order to give this discussion an adequate direction and scope, it was decided that only those post training assessment techniques will be given consideration that are already in implementation in SMEs and MNCs. This will allow the research paper to make use of post training assessment techniques that are used in practical situations instead of relying entirely ...