The growth of any organization is often predicted through the value of the stock of that organization or the number of outlets functioning of the organization, but a major back-end factor is time and again overlooked; this factor is – the employees of the organization. The growth of the employees of the organization is indirectly positively correlated with the growth of the organization. This is the reason that employers deeply focus on employee training and also employee training evaluation.
It is an important concept within an organization. It is often the duty of the Department of Human Resources to keep a track of training and conduct such evaluations frequently. It is a must to understand the returns of the training activities and to further improve the training method and resources. Although training is an investment, it is not a cost-friendly process and a lot of resources of an organization are tied to it, thus it becomes integral for the organization to conduct an employee training evaluation. Another reason behind the importance of employee training evaluation is that it showcases the covered and present gaps between the employee’s actual and desired skillset.
The deployment of the same is not an easy and simple process; it is a complex assessment criterion. Employee training evaluation must undertake a dual role – of evaluating the training process objectively and of recording the improvement among the employees due to the respective training. These two aspects are often interlinked and difficult to evaluate separately.
The most used technique is the use of a control group along with the experimental group. The control group does not undergo training (unlike the experimental group) and thereafter the performance of both the groups is compared and evaluated. Another method that is prevalent for employee training evaluation is the Training Model derived from the Kirkpatrick Model.
The crux of the model is given below
- The end goal of training should be kept in mind while planning the training
- The feedback from the members of the training process must be constructively looked at.
- The practical application of the training must be measured through different tools such as quizzes and other mental activities.
- The behavior of the members of the training must be assessed for accuracy and recorded feedback.
The advent of digitalization in the normal working of an organization has also contributed in this area. Many applications have come up with the abilities to note the progress of the employee and present an employee training evaluation report at the end. Digital surveys can also be used to understand the employee’s point of view on the training.
Another method is to follow training forms and templates that divide the effects of training into cognitive ability, personality traits, demonstrated behavior, and functional skills. Training managers and HR heads can fill such pre-defined templates as a tool for the same
Thus, the value of has become indispensable for the long-term sustainable growth of the organization, and this the reason that a lot of technical and mental attention is being diverted towards this concept.