HRM ASSIGNMENT

SUBMITTED BY:
SANTADEEP BARDHAN (19202033)
SHASWATI SOUMYA JENA (19202035)
SONALI SUBHASMITA JENA (19202045)
SUBHAJIT PATTANAIK (19202051)
GROUP-5 SECTION-A MBA-1
  Why is evaluating training an important part of strategic training?

‘Training and Development’ is an important function of Human Resources that is

concerned with organizational activity and aims at bettering the job performance of an
individual. It offers the prime opportunity to an individual to expand the knowledge
and creates ample occasion for self-development. It is a vital part of human
development. An organization to manage with change; innovative practices and to
compete with new developments, training is highly essential and recommended.
Undertaking any training program requires the dedication of time and resources.
Without the careful evaluation of the results of a training session, a company would
have no way of measuring their return on investment and testing whether the training
has made a difference to staff.
Evaluation training is a critical step in the training process because judging the
reaction of members of staff will quickly tell the management how well the training
was received and whether it was enjoyed. These reactions can help a company plan
more effective training programs in the future. The careful evaluation of the training
session can also give management a clear indication of how much staff members
learned and absorbed in the specific training session. It will also help the management
to ascertain whether the desired outcomes of the training session have been achieved
in terms of changed behaviours, improved skills and altered attitudes. The evaluating
training is one part which allows us to measure training outcomes and compare the
outcomes to training objectives and criteria. The evaluation of training compares the
post-training results to the pre-training objectives of managers, trainers and trainees.
Too often, the training is conducted with little thought of measuring and evaluating it
later to see how well it worked. It is because the training is both time consuming and
costly so it should be evaluated. It is always like first demonstrate and then practice
and correct it when it is required. In some cases, this type of training saves lot of time
and is more practical for employees, and at the same time it is costless and flexible for
employer. It is easy and fast to catch the general points in short period of time.
Whenever it comes to a particular circumstance such as inspections, customer service
crisis, etc. basically we get stuck because here we are required to get to more
information in details about the products like WHY is more important than HOW and
these cannot be obtained through observe practice training. So, evaluating training is
very much essential for strategic training. From the very beginning we have to be
valuable via evaluation training. We need to follow the procedures from reactions,
from learnings, behaviour and results which means from easy to difficult and from
low to high. During this period, we should be a fast learner and a good observer
through this training which is the hardest portion. We need to know well how to self-
adjust and self-judge and what are the dos and don’ts. We should also know about the
grey area which will be affected or influenced by the peers and seniors at the same
time. They might tell us the same thing in different theories that are really hard to tell
which one is right and which is wrong. After this we might feel easy on the next three
levels: learning which sends us to the comprehensive training class explains every
procedure in details and we might understand not only how but why, and we can pass
the final test to get the certificates before we enter the upper level. The behaviour
which we are going to put about what we have learned into practice provides us with
nearly zero mistakes in our daily work. If we continually perform well, we might get
an opportunity to reach manager’s position in future job openings. In a nut shell,
evaluating training is an employee talents shaping portion of strategic training that
prepares the valuable employees for organizations and minimize turnover at the same
time:
This training generally consists of certain aspects of Leadership development like:
 Coaching skills
 Culture
 Interaction Management
 Fire safety
 First aid training
 Food safety
 Human resources, workplace health & safety
 Information systems
 Financial & operations accounting
Evaluating training is an important part of strategic training because it enables HR and
training professionals to get intimately involved with the business, partners with
operating managers to help solve their problems and to make significant contributions
to organizational results. Evaluation training has a higher profile now than it did in the
past. The fact is that the benefits of sustained long term investment in training are
usually impossible to calculate accurately. An organization that has sanctioned a
major increase in the training expenditure will also be doing other things differently
like there will be new managers, new products, new markets and so on. However, this
is not acceptable to use this as a rationale to justify lack of accountability and trainers
must be able to make some estimation of the impact of their efforts or lose credibility.
Evaluating training is the penultimate stage in the strategic training which is the
evaluation and monitoring of the training. It is the most important training and often
the most neglected or least adequately carried out part of the training process. It is
both simplistic and complicated.
 Simplistic because monitoring is a process whereby information is gleaned
from trainee and then the course and the program are amended in the light of
these comments.

 Complicated because there are other ‘stakeholders’ in the process besides the
trainees i.e. the designers of the courses, the trainers and the sponsors.
EVALUATING TRAINING:
 Participants’ opinions: Evaluating a training program by asking the
participants’ opinions of it is an inexpensive approach that provides an
immediate response and suggestions for improvements. The basic problem with
this type of evaluation is that it is based on the opinion rather than the fact. In
reality, the trainee may have learned nothing, but perceived that a learning
experience occurred.

 Extent of learning: Some organizations administer tests to determine what the

participants in the training program have learned. The pre-test, post-test,
control group design is one evaluation procedure that may be used.

 Behavioural change: Tests may indicate fairly accurately what has been
learned, but they give little insight into desired behavioural changes.

 Accomplishment of training objectives: Still another approach to evaluating

training programs involves determining the extent to which stated objectives
have been achieved.

 Benchmarking: Benchmarking utilizes exemplary practices of other

organizations to evaluate and improve training programs. It is estimated that up
to 70% of American firms engage in some sort of benchmarking.

Evaluating training is required for various reasons like:

 The evaluation enables the effectiveness of an investment in training to be
appraised which can help to justify the expenditure on the future programs.

 It allows the effectiveness of differing approaches to be compared.

 It provides feedback for the trainers about their performance and methods.

 It enables improvements to be made, either on the next occasion, or if the

evaluation is ongoing as the training proceeds.

The main purpose of evaluating a training program is to gain knowledge about

whether it has achieved or failed in its objectives. Analysing the training event by
using appropriate evaluation tools can improve the outcome of future trainings to a
considerable extent.
Having an evaluating training is really important for strategic training because it
provides the big picture of how we intend to approach the evaluation of training across
our business.
The following are the five reasons why we should have evaluating training:
1. The training evaluation generates coherence for the activity of strategic
training: It forces us to write down how we are going to approach the
evaluation of the training helps to ensure that we have a logical and efficient
plan in place. Without it, there is a danger that our activity becomes
uncoordinated. This has the potential to reduce the business value gained from
the resource we have invested.

2. The evaluating training provides direction to the strategic training: This

will clearly illustrate individual roles and responsibilities. The benefit of this is
that everybody should be clear on what they are required to do in support of the
process. Without this, duplication can occur or more significantly, vital areas of
activity could slip between the cracks.

3. The evaluating training acts as a reference guide: Any new personnel who
are employed in the business maybe involved in the evaluation to read the
strategy in order to bring themselves up to speed. Having the processes
documented helps to avoid single points of failure if a key member of the team
has a prolonged leave of absence or leaves the business completely. Without
evaluating as a reference, the quality of the process can erode over time.

4. The evaluating training demonstrates that we mean business: It is all very

well to discuss of how we should conduct the evaluating training but taking the
time to develop a well thought through strategy helps to demonstrate that we
are fully committed to the process of how it should include an action plan.
Without having this training somebody can quote us back that there is perhaps
 an increased possibility that actually conducting the evaluating training remains
at the bottom of the ‘to do’ pile.

5. The evaluating training concisely communicates our activity: It is likely

that we will need to engage with personnel across our organization who will
hopefully contribute towards our training evaluation process. Having part of
this training that is packaged and ready to publish will help present that
consistent message. Without this training, there is potential for confusion
outside of the training department regarding the aim and objectives of our
training evaluation activity.

Five levels of Evaluating training success are:

LEVEL-1: Reaction, Satisfaction and Intention
LEVEL-2: Knowledge Retention
LEVEL-3: Application and Implementation
LEVEL-4: Business Impact
LEVEL-5: Return on Investment

Evaluation is not an after-the-event exercise. Evaluation needs to be strategically

positioned as in integral component of any reinforcement program. Critical data gets
lost or is not collected systematically if evaluation is done on a “post facto” basis. So,
evaluating training is an important part of strategic training.