Lesson31EvaluatingTrainingStaff

Lesson31EvaluatingTrainingStaff - LESSON 31 EVALUATING...

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LESSON 31 EVALUATING TRAINING STAFF . Friends, In previous units you have been explained about the training and development procedures. In this unit you have got exposure towards evaluation of training and development, which is the last step for training procedure. After reading this lesson you will be able to 1. explain criteria for training staff evaluation 2. Design evaluation for training staff 3. conduct evaluation for training staff 4. help in improving the key areas of training staff performance EVALUATING EFFECTIVENESS OF TRAINING OF WORKERS, ADMINISTRATORS, TRAINERS, MANAGERS, TECHNICIANS Evaluation of training, as has been discussion in the earlier chapters is a process which can be made simple by clearly answering the 'what', 'when', 'who' and 'how' of evaluation. The whole thing looks complex when something is measured to evaluate something else. For example we tend to evaluate the trainer whenever we talk of classroom training. But if the training manager has failed to choose the right inputs, he is looking at the wrong things by evaluating the trainer. The best trainer available cannot train employees if the. inputs do not deal with their deficiency on the job (input evaluation). By the same token, we cannot expect the best trainer to help improve the organisation if the wrong set of people are selected for training (context evaluation). So part of the evaluation has do with the training organisation's skill in selecting the inputs, setting specific objectives and getting the right set of trainees to the training. Even then, we may evaluate the wrong thing. We may watch the trainer in action and decide that he is doing a good job because there is lot of action, movement and variety. The concerned faculty may be a good performer, he does not lean on the podium, does not talk while facing the board, and gets lot of eye contact (good lecture skills). we have to remember that we are looking for is not a good public speaker, but a good facilitator of learning. So the characteristics of a good learning situation are: accountability, feedback and involvement which helps us evaluate whether the trainer is doing his job properly. Whatever be the trainee group, it is important to identify. the characteristics of its learning-training situation. Once this has been identified the evaluator is left to use the appropriate evaluation model. There are a few options: 1.Borrowing the model off-the-shelf from those presented in this book or other published/available literature; 2.Hire the services of consultant specialists to develop the evaluation model exclusively for your needs;
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3.Train your own personnel in developing the model internally; 4.Combine the first two options by using specialists' services to develop the model while concurrently training some of your own personnel for gradual take over of the task. Each of these has its advantages and disadvantages. While borrowing the ready model is
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This note was uploaded on 05/20/2010 for the course BUSINESS Management taught by Professor N/a during the Spring '10 term at Open Uni..

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Lesson31EvaluatingTrainingStaff - LESSON 31 EVALUATING...

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