2. The last stage in training and development
process is the evaluation of training. Since
huge sums of money are spent on training
and development, how far the programme
has been useful must be judged.
3. To determine whether the specific training
objectives are accomplished or not.
To ensure that any changes in trainee
capability due to the training programme or
due to any other conditions.
To identify which trainee benefit most or least
from the programme.
To identify the financial benefits and cost of
the training programme.
4. Credibility of training and development is
greatly enhanced when it is proved that the
organisation has been benefited tangibly
from it.
Evaluation is critical not for assessing quality
of training, but also to see that future
changes in training plan should be made to
make it more effective, and achieve goals of
the organisation.
To compare the cost and benefits of training
versus non-training investment like work re-
design etc.
5. Training faculty must be clear about the goals
and purpose of evaluation.
Evaluation must be continuous.
Evaluation must be specific.
Evaluation must provide the means and focus for
trainers to be able appraise themselves, their
practices and their products.
Evaluation must be cost effective.
Evaluation must be based on objective and
standards.
Realistic target dates must be set for each phase
of the evaluation process.
6. Formative evaluation:- any combination of
measurements judgements made before or
during the implementation of programme.
Process evaluation:- answers the question what
did you do, focuses on procedure and action
being used to produce results.
Outcome evaluation:- what happened to the
knowledge, attitude and behaviour of the
intended population
Impact evaluation :- takes longer even than
outcome evaluation.
