PART B

Part B



Part B

Tools to be developed for evaluation of learning and development

The fundamental purpose of learning and development is to help people develop skills that, when apply at work, improve job performance and organization. First include the need to ensure that what is taught is really a need for the organization, and then what is taught is learned that the learning is transferred to the task and eventually moved him to the task in time hold. The only way to ensure that this happens is through a good evaluation, study and analysis before, during and after the implementation of any training program in the company

Without prejudice to the above considers it inappropriate to say that staff training and ensure that such training has been effective is the solution to all problems of a company... I think we should take it as a tool of great power, which generates a competitive differentiator for the company. Finally, after reading and internalizing the subject I decided to focus specifically on training the staff referred to a company that customers interact with it, because I believe that is the most important because more important than how one company does things is how they perceive their clients, by that I mean to consider existing productive and what is perceived by the customer.

Way of administering tools for evaluating learning and development activities

One of the most common and simple approach to evaluate the training is based on feedback from participants upon completion of the activity. Reaction can be defined as the degree to which participants enjoyed the training program, i.e., should be evaluated only feelings, no learning. The purpose of this stage is to raise participants' views on various topics covered in the course and its context. This can be done using various tools such as questionnaires, interviews, discussions (open or closed, individual or group, etc.). Trained individuals answer any of these ways to evaluate the training and the parts that did not like can be improved. Therefore this measure reflects the satisfaction of the person trained. However it should be noted that positive reactions do not guarantee that the training was successful, unless that result in improved performance and improved job performance.

Kirkpatrick recommends following five essential steps for accurate measurement:

Determine what information you want.

Develop a written comment sheet that includes specific articles in the previous step.

Designing the sheet so that the reactions can be ...