Training and evaluation in human resource management

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Training and evaluation in human resource management

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Abstract

Human Resource is the biggest asset for the success of any organization, but to make it an asset, activity of training and development plays a very important role. However, it is very essential to ensure that training imparted to people is effective which can enhance the performance of the people on their job in the organization. The scope of Human Resource Management covers the following areas and responsibilities: HUMAN RESOURCE PLANNING (HRP): The objective of HRP is to ensure that the organization has the right type of personnel at the right time and at the right place. They must prepare Human Resources inventory with a view to assure present and future needs, availability and possible shortages.

The recruitment and selection process provide ‘raw' human resources. Training helps the employees to improve their skill and knowledge. This is Self-development. According to S.P. Robbins, “Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience”, while according to Yoder, “Development is a process which Offers opportunities to learn skills, but also provides an environment designed to discovering and cultivating basic attitudes and capabilities and facilitating continuous personal growth”.

Introduction
Objectives of HRM
Training
1. Principles of training
2. Application specific
3. Objectives of T and D
4. Training process
5. Identification of training needs
6. Planing of training program
7. Implementation of training
8. Evaluation of training
Conclusion
Bibliography

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[...] Performance Evaluation Follow-up IDENTIFICATION OF TRAINING NEEDS This is the most important step in designing a training program. This involves a thorough analysis of the entire organization, its operation and its employees. It is necessary to find out the trouble spot so that proper training program can be designed and prescribed for those it is needed. PLANING OF TRAINING PROGRAM The training program must be planned keeping in mind the category of playing, case study, apprenticeship, the training aids, the career development of personnel, the duration of training and the incentive given. [...]

[...] Many directors were direct-line managers or are human resource generalists and are rarely trained in the complex enterprise of evaluation. It is often not clear to training human resource people what should be evaluated and what questions should be answered by an evaluation. Basically it is difficult to conduct evaluation without clear ides of the program's objectives. There is a view that training evaluation can be a risky and expensive enterprise. Some fear that an evaluation will indicate that a publicly endorsed program is not meeting its objectives. [...]

[...] EQUITY & FAIRNESS: All employees must enjoy equal opportunity to derive benefit out of such training and must have equal chance to undergo such training. APPROPRIATENESS: Training must be appropriate to suit the needs of the organization as well as the individual. APPLICATION SPECIFIC Training content should be balanced between theory and practice. It must be application specific. Upgrading Information: T & D program should be continuously received at periodic interval in order to make them update in terms of knowledge and skill. [...]

[...] Feedback Training evaluation information should be provided to the trainer and/or instructor, trainees and all other parties concerned for the control, correction and improvement of the trainees' activities. Further, the training evaluator should follow it up to ensure the implementation of the evaluation report at every stage. Feedback information can be collected on the basis of observation, questionnaire or through interview. The objective of follow-up training is two fold, i.e. Ensure that the trainee has learnt what he is supposed to have learned and that he had learned the same correctly. [...]

[...] The efficient supervisor observes accurately the level of skill and knowledge acquired by the trainee during the training program Human Resource Factors Training Program can also be evaluated on the basis of employee satisfaction. This can be viewed on the basis of: Decrease in employee turnover Decrease in absenteeism Decrease in number and severity of accidents Betterment of employee morale Decrease in grievance and disciplinary cases. Reduction in time to earn piece rates. Decrease in number of discharges or dismissals Performance Tests In the immediate sense, the specific course of training can be evaluated in terms of written and performance tests. [...]

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