EFFECTIVENESS OF TRAINING
Group 5
Effectiveness of Training

What is “effectiveness of training”?
Effectiveness means producing an intended result.
Training is the systematic development of the
knowledge, skills and abilities required by an individual
to perform adequately a given task or job.


It is the evaluation of how well a training program
instills the K.S.A.s an employee needs to perform
job oriented tasks.
http://vimeo.com/5168056
Basic overview of Training Approaches




Analyze (Needs Assessment)
Design
Implement
Evaluate
Analyze (Needs Assessment)




Training Needs can be
assessed by analyzing three
major human resource areas:
1. The organization as a
whole- Organizational
Analysis
2. The job characteristicsJob Analysis
3. The individual- Person
Analysis
Analyze (Needs Assessment)


Organizational Analysis- consists of
environmental trends, organizational
goals, and current resources: technology,
financial, and human.
This analysis will provide some
benchmarks against which the
effectiveness of a training program can
be evaluated.
Analyze (Needs Assessment)
An internal
audit will help
point out
areas that
may benefit
from training.
A skills inventory
will help the
organization
determine what
skill are available
now an what skills
are needed for
future
development.
Analyze (Needs Assessment)



Job analysis is where training begins. To be able to
effectively train an employee the trainer must
understand what the employee’s task and working
conditions. These are separated into job context
and job content.
Job Context: contacts, and working conditions,
physical and personal demands.
Job content: What a worker does, purpose of
action, tools and equipment used in process,
expected performance levels, training needed.
Person Analysis


When training-needs analysis focuses on the
individual, it is called person analysis.
Training needs here emphasize who needs training.
(typically conducted through performance
appraisal)
DESIGNING THE TRAINING
PROGRAM

Once training needs have been determined, the next step is
designing the learning environment. Four related areas are
particularly important:
1. Instructional Objectives
2. Trainee Readiness and Motivation
3. Principles of Learning
4. Characteristics of Instructors
Implementing the Program


A major consideration in choosing among various training
methods is determining which ones are appropriate for the
KSAs to be learned.
A wide variety of methods are available for training personnel
at all levels.
Training Methods






On-the-job training
Off-the-job training
Orientations
Lectures
Role Playing/
Simulation
Audiovisual Methods





Job Rotation
Apprenticeships
Internships/
Assistantships
Programmed Learning
Laboratory Training
On-the-Job Training
On-the-job training focuses on the acquisition of skills within the work
environment generally under normal working conditions.
Is the oldest form of training.
Is still the predominant form of job training in the United States, particularly
for non-managerial employees.
On-the-job training is a significant investment considering that roughly 30% of
a new worker's time is spent in on-the-job training during the first 90 days of
employment.
On the Job Training
On-the-Job Training
Benefits







Demonstrate how to complete a task.
Review important points.
Demonstrate task again.
Let workers perform easier parts of
the task.
Help workers perform the entire task.
Allow workers to perform the entire
task, while being monitored.
Allow workers to perform the task on
their own.
Detriments





The training may not be rigorous,
efficient or systematic
Trainees may be given boring
and repetitive tasks
Some workers may not be good
at teaching their own skills; they
may pass on bad work practices
as well as good ones
The needs of the trainee may be
subordinated to other priorities
Untrained workers can make
mistakes and create hazards.
Effective on the job training





Lists all the info/skills the trainees need to learn to
perform.
Sets learning Objectives.
Ensures trainee has observed a competent worker .
Has been informed the purpose of job related
duties and tasks.
Gives the trainee opportunity to perform the tasks
and give feedback.
Orientation
Orientation effectively integrates the new employee into your organization
and assists with retention, motivation, job satisfaction, and quickly enabling
each individual to become contributing members of the work team.
New employee orientation is
usually performed by the
Human Resources
department
Orientation
Job Orientation Includes:
 Company
History
 Core Values and
Beliefs
 Vision
 Company
 Mission
 Benefits
http://www.youtube.com/watch?v=nPgSZ0RfCNo
Structure
Evaluation
Why Measure Training Effectiveness?
Many training programs fail to deliver the expected
organizational benefits. Having a well constructed measuring
system in place can help one determine where the problem lies.
The most well- known and used model for measuring the
effectiveness of training programs was developed by
Donald Kirkpatrick in the late 1950s, The Kirkpatrick Model.
The Kirkpatrick Model
Kirkpatrick Model Continued
Level 1
Reaction
Level 3
Behavior
• participant
questionnaire,
informal comments
from participants,
focus group
sessions with
participants.
• self- assessment
questionnaire, onthe–job
observation,
customers reports,
peers, and
participant’s
manager.
Level 2
Learning
Level 4
Results
• pre- and post- test
scores, on-the-job
assessments,
supervisor reports.
• financial reports,
quality inspections,
interview with sales
managers.
Phillip’s Model
Results of Ineffective Training







Poor job performance
Low job satisfaction
Safety hazards and injuries
Lower customer satisfaction
Legal repercussions
Waste of Resources
High Cost Low Return
Advantages of Effective Training








Improved Quality of Work
Better Team Performance
Increased Productivity
Increased Sales
Improved Employee Health
Improved Safety Record
Increased Customer Retention
Increased Employee Morale and Retention