An evaluation system for training programs
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This document outlines a four-phase approach for evaluating training programs using a case study. The four phases include: 1) Designing the initial training program based on organizational objectives and feedback. 2) Launching the initial program, obtaining participant feedback, and emerging themes. 3) Adjusting the program based on feedback from initial participants and creating an evaluation survey. 4) Conducting ongoing training and evaluations by collecting survey data, analyzing results, and basing the final design on organizational and participant perspectives. The conclusion proposes that this four-phase collaborative system provides a new method for designing, developing, and evaluating training programs when the focus is managerial learning and career development.
An evaluation system for training programs
- 1. NUR’AUNI BINTI ABD. RAHIM 2013940169 BM 232 3A AN EVALUATION SYSTEM FOR TRAINING PROGRAMS: A CASE STUDY USING A FOUR PHASE- APPROACH. In an organizations are increasingly challenged with developing meaningful training programs for its members as a way to compete and succeed in today’s volatile environment. Evaluation of training should be an involved process bringing together organizational and participant perspectives and also to highlighting its uniqueness for each training program. Besides that the program should include the feedback from the participants for the training program can improve their system . On the first phase to evaluate system for training programs is design of training program. Meeting is important to lead some organization when to achieve the goal it is because we must combine our opinion, idea and also to obtain feedback from initial iterations of the training program. This phase to focus on the organizational objectives. This decision was made based on availability of resources meeting the minimum requirement for reliable qualitative analysis and availability of participants over the summer period. Finally it was decided that participants for this program would be confined to supervisors or managers with two or more direct reports. Phase two is launch and evaluating the initial training program. The leaders or manager/ supervisor use conduct initial training. Second point is use agreed methodology to obtain feedback from participants iterations from the training programs. In this phase we use the analysis of data gathered from participants and field notes have 3 major cluster emerged, content, applicability and importance attending the sessions. Its focus organizational and participants perspective. Evaluate system for training programs on phase three is feedback from initial participants of evaluation measures. It is include meetings with organizational leaders, trainers and evaluators. In phase three the meeting create for adjustment to the training program and also creating the evaluation feedback or survey for evaluation of the programs. the importance of the
- 2. NUR’AUNI BINTI ABD. RAHIM 2013940169 BM 232 3A session and the extent to which they felt that the knowledge was applicable at work . This was done so as to allow participants to practice what they have learned from the previous session during the two-week window. In this phase, the focus was on the organizational objectives and perspectives. For the last phase is ongoing training and evaluations. Conducting training with the new design and/or content. Besides that, this phase will collecting the data from the evaluation survey and the last is analysis all result from survey in relation to emerged themes from initial feedback. Using such a process created not only an evaluation of the program based on the organization’s needs but also included the participants’ perspective. The final design of the training program was therefore one that was co-created by the management, participants and the evaluators. It should also be noted that throughout the program there were no significant events that impacted the design. The conclusion in this study we propose a system of evaluating training that takes into account its process, its purpose aligned with the organizational change effort and its methodology as a collaborative effort between organizational leaders, trainers, participants and evaluators. In accordance with this four-phase system, this all phase present a new method for designing, developing and evaluating a training program. Based on the analyses, content was more important than applicability in this particular training program. Believe that this four-phase system and the findings would have added value for academics, practitioners and human resources professionals who are involved in designing training programs for organizations when the focus of the training is managerial learning and career development.