STRATEGIC HUMAN RESOURCE MANAGEMENT

PROCESS OF TRAINING

It is important for an organization to assess its goals and create a training program that will help it achieve those goals.

Examine the organization's goal: This step entails familiarizing the trainees with the organization's predetermined objectives and business strategy through study.

The following questions are the focus of this stage:

What kind of business does the organization run?

What standard of quality does the organization hope to achieve?

What goals does the organization have for the future?

What are the organization's advantages and disadvantages?

These inquiries aid in ascertaining the goal of the training course and the employees' training needs.

Evaluate training needs: The trainer should compare the actual performance of employees with the desired performance in this step to determine the training requirements. In order for employees to perform effectively, training is required if there are any discrepancies between the actual and desired performance. There are instances when adjustments to organizational procedures and policies necessitate training for staff members in order to help them adjust.

Determine the training objective: The trainer must determine the goals of the training program after determining the needs for training. Among the training process's most crucial steps is this one. An unclear set of goals could lead to the training program's failure.

A training program's goals may include:

In order to increase output

To raise the bar for quality

To better organize the HR procedure

To improve staff morale and motivation

To foster personal development

To put into practice efficient health and safety protocols

Organizational goals and policies are typically the source of training objectives. The training program's objectives need to be specific, attainable, and well-reasoned in order for the participants to meet them.

Create the training curriculum: The trainer should decide on an appropriate training method after establishing the training objectives. In doing so, he or she may take into account a number of variables, including the trainer's skills, target audience, and training objectives. The trainer should create a suitable training program for trainees based on these variables so that their training needs can be met.

Execute the training plan: In order to accomplish the training objectives, the trainer carries out the planned training plan in this step. This include creating a training schedule, informing participants about the program, carrying out and overseeing the training, etc.

Evaluate the training program: The trainer uses a variety of tools and metrics to gauge the training's efficacy at this final stage of the process. This phase aids in the trainer's assessment of whether the training program achieved its intended objectives. Getting participant feedback is one of the most popular ways to assess a training program. Finding and closing the training program's gaps is made easier with the help of the feedback.

TRAINING EVALUATION AND FEEDBACK

The process of determining a training program's effectiveness and efficiency is known as training evaluation. Evaluation establishes a feedback loop that enhances training. It aids in managing and adjusting the training schedule. At the planning stage, the evaluation's foundation and the methodology for gathering the data required for it should be decided.

From a conceptual standpoint, assessing a training program is called "training evaluation," and it determines whether or not the training produced the desired results. Additionally, it verifies whether or not trainees can apply what they have learned to their particular jobs.

Feedback on whether the training program is successful in reaching the goal and judgments on how to improve the efficacy of current and future training programs are provided by the evaluation of training.

The following are the primary needs of evaluation, per Anderson and Ball (1978):

Participating in the selection of the program's installation

Participating in choices regarding program expansion, certification, or continuation

Participating in choices regarding program modification

Acquiring proof to back up a program

Advancing knowledge of fundamental social, psychological, and other processes

The following are the goals of training evaluation:

Assessing how well training objectives have been achieved

Putting together the training program's cost-benefit analysis

Making a training process SWOT analysis

Determining the effectiveness of different approaches, scenarios, and tasks

Assessing the outcomes of those involved building a database to support decision-making by management

Training evaluation can be classified into four types :-

Formative evaluation is the process of giving training organizers ongoing input on what's required to meet the needs of their participants.

Process evaluation: This refers to sharing details about what goes on during a training session. This kind of feedback is spoken.

Evaluation of the outcome: This entails assessing whether or not the intended outcomes were attained.

Impact evaluation is the process of assessing how training outcomes influence the organization's strategic objectives.

Organizations carry out training evaluations in the following methodical ways:-

1.Prior to training: This stage entails evaluating the trainee's abilities and knowledge before the training course. Nevertheless, since trainees seldom retain the training material, this is occasionally viewed as a resource waste.

2. During training: Training instruction is provided during this stage. A few tests are administered at regular intervals during this phase.

3. Following training: This stage involves gauging the training's efficacy. This step uses multiple assessment methods.

Instead of being viewed as the final phase of a training program, training evaluation should be viewed as an essential component of ongoing development. Nevertheless, some organizations encounter certain difficulties when executing the process of evaluating training:-

Expensive and time-consuming: It suggests that a significant amount of money and effort go into the training evaluation process. The expenses are incurred through the use of assessment tools like surveys and questionnaires.

Lack of direction: It suggests that if training objectives are unclear, it is impossible to conduct an effective evaluation of the training.

Absence of data: It suggests that it would be challenging to evaluate the training program if information such as trainee feedback and progress reports were unavailable.

Inadequate communication: It suggests that if there is a breakdown in communication between the trainer and the trainee, evaluation will be impossible.

The process of evaluating training programs places emphasis on the program's ability to meet goals and objectives concerning both costs and benefits. Organizations that assist in gathering data about training employ a variety of techniques for evaluating training.

Self-evaluation: This approach relies on the self-response of the trainee—that is, a self-rating by the trainee. The benefits of self-evaluation include the following: involves a low cost It is simple to gather data. takes less time keeps outside interference at bay

The following are the self-assessment's drawbacks:

based on skewed answers

Answers could cause questions to be interpreted incorrectly.

Interview: This type of data collection involves asking trainees questions directly during in-person interactions. This facilitates mutual understanding of the answers given by trainers and trainees. The interview method's drawback is that it's an expensive and time-consuming procedure.

The most popular format for evaluating training is a questionnaire. The questionnaire may contain both multiple-choice and open-ended questions. In addition, surveys are used in questionnaires, which have advantages like low costs and confidentiality.

Time-series analysis is a technique used to evaluate trainee performance. An analysis of the training program's data using statistics is required. Analysis is done on the workers' performance both before and after the training program. Significant differences suggest that training has improved organizational performance.

Other tools utilized for the purpose of training evaluation include the following:

Attitude Survey: This method is used to assess the effectiveness of a program by asking participants about their attitudes both before and after the training.

Test: It entails various methods of verification to comprehend the effects of training. Programs for technical and vocational training may benefit more from this tool.

Observations: These show that a supervisor is assessing a worker's performance. Following the training program, observation takes place.

Performance records: These entail keeping track of employees' work. Analyzing performance before and after training aids in determining the training's efficacy.

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