TRAINING EFFECTIVENESS.

EVALUATION OF TRAINING EFFECTIVENESS:-

The specification of values forms a basis for evaluation. The basis of evaluation
and the mode of collection of information necessary for evaluation should be
determined at planning stage. The process of training evaluation has been defined
as “any attempt to obtain information on the effects of training performance, and
to assess the value of training in the light of that information.” Evaluation leads to
controlling and correcting the training programme. Hamblin suggested five levels
at which evaluation of training programme takes place, viz., reactions, learning,
job behaviour, organization and ultimate value.

Essential Ingredients for a Successful Evaluation:-

There are three essential ingredients in a successful evaluation. They are:-
1. support throughout the evaluation process. Support items are human resources,
time, finance , equipment and availability of data source , records etc.
2. existence of open communication channels among top management,
participants and those involved in providing data etc.
3. existence of sound management process.

Bases of evaluation :- training program can be evaluated on the basis of various

factors like production factor , general observation, human resource factor,
performance test, cost-value realationship etc.

Training Effectiveness Policy in IMFA:-

To know the rate of effectiveness of training program training effectiveness is

measured. In this process HR Dept. sends the training effectiveness form to the
identifier who had identified the trainee from his respective department.

After that the identifier marks the tainee as per the given ranges i.e if good then
60-100 range if average 40-50 etc. which shows the effectiveness of the training
program on the job of the identified employee.

After the evaluation the same is collected by the HR Dept. and the incharge of
training and development at HR Dept. takes an average percentage for the quarter.

Hence training effectiveness procedure acts as a barometer or scale to judge the

training and development program given by organization to its employees.
 Review of Feedback on Training
Effectiveness
April 2009-March 2010.

a) No. of feedback sent:- 53

b) No. of feedback received:- 53

c) Percentage of effectiveness:- 82%

Calculation:- sum of % achived / no. of feedback received.

 Review of Feedback on Training
Effectiveness
January- March 2010.

a) No. of feedback sent:- 29

b) No. of feedback received:- 29

c) Percentage of effectiveness:- 79%

Calculation:- sum of % achived / no. of feedback received.