THE INTERNATIONAL JOURNAL OF BUSINESS amp; MANAGEMENT

A Case Study Approach for Evaluation of Employee Training Effectiveness and Development Program

Neeraj S. Borate

PG Research Scholar, Manipal Institute of Technology, Karnataka, India

Dr. Gopalkrishna

Professor, Humanities amp; Management, Manipal Institute of Technology, Karnataka, India

Dr. Shiva Prasad H. C.

Professor, Humanities amp; Management, Manipal Institute of Technology, Karnataka, India

Sanjay L. Borate

Quality Head, Cummins India Ltd. (PMUC)

Abstract:

Employee training and development creates positive impact on basic functions of an organisation to expand human capital and contend in a quickly changing business world. This study aims to evaluate the effectiveness of employee training program in the MNC. Utilizing the Kirkpatrickrsquo;s four levels of evaluation model, this study particularly inspects the responses of the employees to the training programs, the level of employees learning, the employeersquo;s behaviour on the job effect of the training on the workerrsquo;s state of mind that is attitude of the employees. The research was carried to evaluate the effectiveness of training program in quality department at multinational company. This case study approach explores the effectiveness of a training programme of an organisation by using Kirkpatrick model. The research methodology used in this study was survey data collection method. The Data survey questionnaire based on Kirkpatrick model. Present study includes all employees of Quality department as sample for this study. Data analysis was carried out utilizing the SPSS 20 softwere and questionnaire reliability was tested using the (Cronbachs alpha) test and was found more than (Alpha=0.7). A paired sample T-test was directed and it has been found that the employees find the training program more effective. This study analyzed experimentally four stages of measuring training effectiveness with the help of questionnaire. The result of hypothesis determines four levels have significant impact on training program.

Keywords: training, effectiveness, evaluation

Introduction

Training effectiveness comprises of two basic terms that are training and its effectiveness on the trainees. This effectiveness can be a measure of training evaluation. So in general effectiveness measurement has two major factors associated with it and they are training program and the evaluation of the training.

• 1. Training

Training may be defined as the systematic acquisition of skills, rules, concepts, attitudes that should result in improved performance of the trainee (Aamodt, 2007;Goldstein and Ford, 2002).Training is vital for various reasons for every employee of the organisation for the new process implemented or if the employee is new to that particular process. Employees selected for a particular job often need to get appropriate knowledge and skills about the work to be done. It always helps an employee to know about the organization process, work content, importance and awareness about the work assign. And their liking toward the job helps organisation to grow. As well as, when job changes, training helps employee to adapt to the new environment. Training is always necessary to understand, grow and get success in a new job role in an industry. Also there is always a scope for current old employees to undergo a training process so as to improve and succeed in different job role to grow career as an individual. Therefore, training may find to be profitable not only to associates but also to the organizations in which they work. Training results in mutual growth of employees and organization.

• 1. Evaluation

Evaluation can be defined as a systematic way of valuation which ultimately gives the necessary information required for the continuous improvement and the growth. Although, in current scenario professionals are not much bothered about knowing how many new employees had undergone training, and how much they liked it and what they have learned through the training. But in

more numbers they are really interested to know that whether employees are implementing what they have learned during the training, and very importantly in what percent it has helped in improvement of institutional results..Evaluation involves various types of analysis and also important models and methodologies usually applied to significant impact on performance.The usually stated definition of evaluation is:“Evaluation is the systematic assessment of the worth or merit of some object or aim”(Willams, 1976)

• 1. Training Evaluation

The term training evaluation is described as a systematic anthology of descriptive as well as judgemental information needed to take effective training decisions related to the selection, adoption, value and modification of various instructional activities involved in training (Werner amp; De-Simone, 2006). This definition mentions not only descriptive but also combined available information. Training evaluation is also necessary in order to understand and ensure that the information and material shared with the team is useful as well as appropriate (Merwin, 1992). Evaluation of the training is the resource generally used to decide the value of it. Broadly it can be stated a procedure of assessing the results of the training (King amp; Rothwell, 2001). It helps to understand the importance of the training whether it is aligning with the goals of an organisation. At a glance, it focuses especially on outcome of the learning; also it gives a micro analysis of training results (Alvarez, Salas amp;

剩余内容已隐藏，支付完成后下载完整资料

英语译文共 11 页，剩余内容已隐藏，支付完成后下载完整资料

资料编号：[602594]，资料为PDF文档或Word文档，PDF文档可免费转换为Word