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DESIGN TRAINING EVALUATION APPROCH

After designing training programs next step which BALCO follows in training process is
designing of training evaluation approach. Training evaluation approach is required to
evaluate success of training programs. Evaluation helps to identify deficiencies in
training programs and helps to overcome over those deficiencies and redesign training
programs.

It measures the effectiveness of a learning intervention and also helps in defining the
learning outcomes more sharply, remove unnecessary training content, and ensures that
the learning method meets the training needs of the learners and consequently of the
business.

Different methods which BALCO adopts for the purpose of evaluation are:

• Role playing

Under this method usually MDP’S programs are evaluated. Managers who
returned after attending the programs are asked to play certain role in simulated situations
and take the decisions and afterwards their performances are evaluated.

• Group discussions

In this method a group of employees after attending training programs


discuss about their experience during training sessions, and supervisors give feedback on
the performance of employees during training period.

• Feedback form

In this method a feedback form is given to employees and executives after


the completion of training programs for the purpose of getting feedback about attended
training program. These feedback forms helps to evaluate employee’s attitude towards
training sessions and try to take suggestions from employees for further improvement.

For the purpose of evaluation, effectiveness feedback form is filled up by HOD of


concerned department and giving feedback about employee’s performance after certain
period of time.
4.6 IMPLEMENTATION OF TRAINING PROGRAMS

Once the staff, course, content, equipments topics are ready the training is implemented.

After designing of training programs and evaluation approach next step in training
process is implementation of training programs.

"Implementation is not a single decision or action but a cluster of structured and


sustained activities over a period of time." Successful training implementation is the key
factor for staff productivity and positive morale. Participants learn appropriately
depending on their preference of the style, approach and this is crucial when considering
the ever-changing work environment.

Thus whatever training programs had been designed is implemented according to


specified schedule. It is important for any organization to make sure that whatever
training sessions have been designed it should be efficiently delivered.
4.7 MEASURE TRAINING RESULTS

Last step in training process which BALCO applies is the measurement of training
outcomes. It is important step to identify whether organization had achieved its objective
in terms of performance improvement. Unless training results were not measured it is
hard to identify whether training programs are lacking somewhere and they should be
removed in next training sessions or if it achieved a good result so then it should be
repeated in next training sessions.

There are three critical categories in training measurement:

Efficiency, Effectiveness and Compliance.

Efficiency:

How efficiently are we utilizing our training investment? What is our real cost per
employee per hour? Who all are actually participating in our training programs, and how
efficiently are we delivering to them?

Some of the typical scorecard measures of efficiency may include:

• L&D budget as a percentage of revenue.


• L&D budget per employee.
• L&D budget per intervention.
• Cost of training per employee hour or employee day.

Effectiveness:

This primarily deals with the queries like: What is the impact of our training investments
on a ‘program-by-program’ basis? Are we getting the right nominations and completion
rates we need? Are the employees really satisfied, and does satisfaction vary across
programs, instructors and audiences? For any given program, how does it correlate to
solving the business problem we set out to solve? Can we measure business impact on a
person-by-person, group-by-group or SBU-by-SBU basis as a result of our major
investment in a training program?

Some typical scorecard measures for effectiveness could include:

• Participation rates and completion rates on a program-by-program basis.


• Scores and certification rates across groups or programs.
• Improvements in sales, reduction in turnover or improvement in quality tied to
specific training programs.
Compliance: This is simple, but may be the most important measure of all. Many
learning programs are statutory or company mandates- be it even the Six Sigma initiative
across all the SBUs. We have to establish benchmark learning interventions just like we
establish benchmarks for product quality.”

Scorecard measures relating to compliance include:

• Completion rates for mandatory programs.


• Certification acquisition rates.
• Percent certified in each SBU.
• Risk of falling out of compliance.

Thus evaluation measures the effectiveness of a of learning intervention and also helps in
defining the learning outcomes more sharply, remove unnecessary training content, and
ensures that the learning method meets the training needs of the learners and
consequently of the business.

For ex- as earlier mentioned in step 5 that for evaluation purpose Balco adopts feedback
method or role playing or group discussion method and measure its training effectiveness
accordingly.

Just as it measure its training effectiveness in behavioral training program 7 HABITS OF


HIGHLY EFFECTIVE PEOPLE. In this program Balco adopts feedback method to
measure its training effectiveness.

If training evaluation does not give effective results the organization again sets its
training objectives and again follows the whole process. These restructuring of training
objectives will be made by considering training deficiencies in previous training
programs.

RESULTS AND DISSCUSSIONS

BALCO adopts different techniques for its evaluation purpose like: role playing, group
discussions, feedback form. For Ex. As for its one of the behavioral training 7 HABITS
OF HIGHLY EFFECTIVE PEOPLE organization adopts feedback method to measure its
training effectiveness. A feedback form is provided to trainees and on the basis of their
feedback training effectiveness will be measured.