Training creates a feeling of confidence in the minds of employees, who feel comfortable while handling newer challenges. It gives a feeling of safety and security to them at the work place.
Training develops skills, which serves as a valuable personal asset of a worker. It remains permanently with the worker himself.
The managers can develop their skills to take up higher challenges and work in newer job dimensions. Such an exercise leads to the career development of the employees, who can move up the corporate hierarchy faster.
Higher earnings are a consequence of career development. A highly trained employee can command high salary in the job market and feel more contended.
In the fast changing times of today, training develops adaptability among workers. The employees feel motivated to work under newer circumstances and they do not feel threatened or resist any change. Such adaptability is essential for survival and growth of an organization in the present times.
Trained workers handle the machines safely. They also know the use of various safely devices in the factory, thus, they are less prone to accidents.
Many training professionals agree that evaluation is important to successful training, but few conduct complete and thorough evaluations. Evaluation can seem anti-climatic to the excitement and creativity of creating a new course.
One of the most widely used model for evaluating training programs is one that was proposed in 1959 by Donald L. Kirkpatrick. The model maintains that there are four levels to meas ure the quality or effectiveness of a training course.
Don Kirkpatrick’s 4 levels of evaluation is the basis of discussion on evaluation of the effectiveness of training programs.
Level 1 measures the learner’s reaction to the training program.
Level 2 measures learning that has occurred.
Level 3 measures changes in behavior on the job as a result of the training program.
Level 4 measures the results of the training program as it affects the company’s bottom line.
Each level has its advantages and disadvantages. It is important to plan the evaluation process, as the training is being planning. It is important to consider all levels at the outset, even though only one or two levels may be used ultimately.
The original four levels of training evaluation created by Dr. Don Kirkpatrick in the 1950s have been clarified with the New World Kirkpatrick Model. Below is an outline of the updated Kirkpatrick Model of training evaluation with the original definitions and new explanations.
Some of the typical steps in designing a training programme are: