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Training is a process of increasing the knowledge and skills for doing a particular
job. It is an organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of training is basically to bridge the gap between job requirements
and present competence of an employee. Training is aimed at improving the behavior and
performance of a person. It is a never ending or continuous process.
Training definition
Activities designed to facilitate the learning and development of new and existing
skills, and to improve the performance of specific tasks or roles. Training may involve
structured programs or more informal and interactive activities such as group discussion
or role playing, which promote experiential learning. A wide variety of activities,
including classroom-based courses, on-the-job training, and business or simulation
games, are used for training. Audio-visual and multimedia aids such as videos and CD-
ROMs may also be employed. Training may be provided by an internal training officer or
department, or by external training organizations. The effectiveness of training can be
maximized by conducting a training needs analysis beforehand and following up with
evaluation of training. Training should result in individual learning and enhanced
organizational performance.
Training effectiveness is the degree to which trainees are able to learn and apply
the knowledge and skills acquired in the training program. It depends on the attitudes,
interests, values and expectations of the trainees and the training environment. A training
program is likely to be more effective when the trainees want to learn, are involved in
their jobs, have career strategies. Contents of a training program, and the ability and
motivation of trainers also determine training effectiveness.
Measuring the effectiveness of training programs consumes valuable time and
resources. As we know all too well, these things are in short supply in organizations
today. Why should we bother? Many training programs fail to deliver the expected
organizational benefits. Having a well-structured measuring system in place can help you
determine where the problem lies. On a positive note, being able to demonstrate a real
and significant benefit to your organization from the training you provide can help you
gain more resources from important decision-makers.
Training Effectiveness:
Level 1: reaction- a measure of how participants feel about various aspects of the
program.
Level 3: behavior - a measure of the extent to which participants change their behavior
because of training and
Level 4: results- a measure of the final results for the organization that occur due to
training, including increased sales, higher productivity, and reduced employee turnover.
The scales described above for looking at effectiveness of training focus on effects
at the individual and organizational level. However, participation in training and
development may also have effect for the economy as a whole. The OCED (1997)
summarizes the nature of these effects as follows:
Most of these effects are measurable, either directly according to some (relatively)
standard classification system (e.g. qualifications) or through a specially designed rating
scale or other instrument (e.g. for job satisfaction).While some research focuses on the
effects of training on these variables, other research looks at my increase skill levels, and
higher skill levels are associated with higher participation in training.
1. New Environment
2. Lack of Trained Personnel
3. Advancements in Technology
4. Faulty Methods
5. Prevention of Accidents
6. Career Development
7. Improves Quality
8. Organisational Climate
9. Health & Safety
ADVANTAGES OF TRAINING
1. Increased Productivity
2. Job Satisfaction
3. Reduction in Accidents
4. Better Use of Resources
5. Reduced Supervision
6. Greater Flexibility
7. Management by Exception
8. Stability and Growth
WHAT MAKES TRAINING EFFECTIVE?
The model described here recognizes that formal training interventions are
affected by several real-world factors such as uneven resource availability across training
settings and differing levels of experience and expertise among instructors. Accordingly,
training evaluation research should be conducted in the field where possible in order to
incorporate these variables into the study of effectiveness.