Evaluation of Results of Training

Managers often assume that exposing employees to training means that they have learned the material and can effectively (a) ______ the job. However, training should be directly measured to determine how well employees have, in fact, learned the material. If any (b) ______ are apparent, training can be repeated. One method of evaluation is to ask employees what they thought about the training, such as whether the instructor was (c) ______ and what they think they learned. However, this has (d) ______ value because the answers may simply indicate the instructor’s ability to interact with the trainees.

A better method is to give a formal test at the end of training. This could be a (e) ______ questionnaire based on knowledge, or a demonstration performance of what was covered in training. Usually the instructor (f) ______ the trainees on these tests. This information can provide a very good basis for judging an individual’s (g) ______ to perform the job. A third method is to have the supervisor (h) ______ the employee’s performance shortly after the completion of training. This can also be useful in identifying job tasks for which (i) ______ training is needed.

2. Comprehension check.

Say if the following sentences are true or false. Correct the false ones.

a) It is a mistake that after training employees are always able to do the job well.

b) If any defects in employees’ knowledge and skills are revealed, training can be done again.

c) The best method of evaluating the results of training is the employees’ judgement.

d) The employees’ opinions can hardly show the instructor’s ability to interact with the trainees.

e) A written test at the end of training may check the employees’ knowledge of the material they have learned.

f) As a rule, the trainees get marks for the tests.

g) Employees’ results for the tests are the only indicator of their ability to perform the job.

h) Also, the manager can evaluate the employee’s work soon after the completion of training.

i) Measuring the employees’ performance after training proves very valuable for proper accomplishment of job tasks.

Discussion

Working in small groups, formulate two basic types of information needed to design effective training programmes:

a) description of the tasks and the necessary knowledge, skills and abilities of the job;

b) information about how well the employee can currently perform the job (poor performance could be the basis on which to develop training programmes to correct these deficiencies).

Date: 2015-01-02; view: 860