PUBLIC PERSONNEL ADMINISTRATION-TRAINING

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PUBLIC PERSONNEL ADMINISTRATION-TRAINING

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EVALUATION OF TRRAINING PROGRAMMES:

EVALUATION OF TRRAINING PROGRAMMES PREPARED BY K.UMA MAHESWAR

WITH RAPID DEVELOPMENTS IN TECHNOLOGY AND CHANGING NATURE OG TODAY’S CIVIL SERVENT’S BUSINESS, THE ROLE OF TRAINING HAS ASSUMED INCRREASED IMPORTANCE. DUE TO THE AMOUNT BEING SPENT BY ORGANISATIONS ON FORMAL TRAINING, BUSINESS IS DEMANDING NOT ONLY ACCOUNTABILITY BUT ALSO GREATER ARTICULATION OF HOW TRAINING PROGRAMS BEBEFIT ORGANIZATIONS. :

WITH RAPID DEVELOPMENTS IN TECHNOLOGY AND CHANGING NATURE OG TODAY’S CIVIL SERVENT’S BUSINESS , THE ROLE OF TRAINING HAS ASSUMED INCRREASED IMPORTANCE. DUE TO THE AMOUNT BEING SPENT BY ORGANISATIONS ON FORMAL TRAINING, BUSINESS IS DEMANDING NOT ONLY ACCOUNTABILITY BUT ALSO GREATER ARTICULATION OF HOW TRAINING PROGRAMS BEBEFIT ORGANIZATIONS.

ORGANIZATIONS CONDUCT EVALUATION PROGRAMS FOR ‘THREE’ REASONS- :

To justify the existence of the training department and how it contributes to the organizational goals and objectives To evaluate the cost effectiveness of value of training programs To gain information on employees needs and ongoing requirements to improve future training programs ORGANIZATIONS CONDUCT EVALUATION PROGRAMS FOR ‘THREE’ REASONS-

There are many approaches to evaluating training programs. But, most popular is of Donald Kirkpatrick's one.:

DONALD KRIKPARICK’S EVALUATION MODEL This model try to evaluate training programs at the following levels: 1.Reaction 2.Learning 3.Behaviour 4.Results There are many approaches to evaluating training programs. But, most popular is of Donald Kirkpatrick's one .

1.Reaction: - Measuring the reaction of the participants about the training programs. - also known as “ Happiness Sheet or Smile Sheet” - Measuring reaction is an important task as it gives valuable ‘feedback’ which could be incorporated in future programs ton improve performance of employees in particular and of organization as whole. - It is extensively used in countries in the Asian region and in the Middle East:

1.Reaction: - Measuring the reaction of the participants about the training programs. - also known as “ Happiness Sheet or Smile Sheet ” - Measuring reaction is an important task as it gives valuable ‘ feedback ’ which could be incorporated in future programs ton improve performance of employees in particular and of organization as whole. - It is extensively used in countries in the Asian region and in the Middle East

2.Learning: -Learning can be define as the extent to which participants a. change attitudes, b. improve knowledge and c. improve their skills as a result of attending the training program. - “Performance Tests” are an important mechanism to evaluate training at this level:

2.Learning: - Learning can be define as the extent to which participants a . change attitudes , b. improve knowledge and c . improve their skills as a result of attending the training program. - “ Performance Tests ” are an important mechanism to evaluate training at this level

3.Behaviour: -Behaviour is the change in the participants as a result of the training program. - Evaluation at this level is difficult because we can’t judge “the exact behavioural change” of an employee. - Surveys and periodical questionnaires are a good way of evaluating changes in behaviour. -Companies in the US with particular reference to Anderson Consulting And IBM are using this behavioural approach to measure the ‘soft skills’ of their employees.:

3. Behaviour: - Behaviour is the change in the participants as a result of the training program. - Evaluation at this level is difficult because we can’t judge “ the exact behavioural change ” of an employee. - Surveys and periodical questionnaires are a good way of evaluating changes in behaviour. -Companies in the US with particular reference to Anderson Consulting And IBM are using this behavioural approach to measure the ‘soft skills’ of their employees.

4.Results: - Evaluating ‘results’ is the most difficult and cumbersome of the evaluation procedure. - The final results include a. increased production b. decreased costs etc. - It is difficult because trainers find difficult to measure the results and compare them with the cost of the program. -This is especially true when measuring ‘soft skills’ as they are difficult to quantify.:

4.Results: - Evaluating ‘ results ’ is the most difficult and cumbersome of the evaluation procedure. - The final results include a . increased production b. decreased costs etc. - It is difficult because trainers find difficult to measure the results and compare them with the cost of the program. -This is especially true when measuring ‘ soft skills’ as they are difficult to quantify .

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