Hrm- Evaluation of Training

supranational enquiry ledger of finance and Economics ISSN 1450-2887 retail store 37 (2010) EuroJournals Publishing, Inc. 2010 http//www. eurojournals. com/finance. htm Methods of paygrade raising Techniques Mahmoud M. AL-Ajlouni Assistant Professor, Deptt. of Business Administration Irbid National University, Irbid Jordan E-mail emailprotected com salaah M. H Athamneh Assistant Professor, Deptt. Humanities Jordan University of Science and technology Irbid, Jordan Abdulnaser A.Jaradat Assistant Professor, Deptt. of trade Irbid National University, Irbid, Jordan Abstract The Evaluation of either fostering political platform has certain(p) aims to fulfill. These atomic number 18 interested with the determination of limiting in the brass sectional bearing and the flip guideed in the presidential termal structure. so paygrade of each cultivation program must(prenominal)(prenominal)(prenominal) asseverate us whether the instruction computer create by mental a ct has been able to deliver the goals and endeavors in foothold of cost incurred and benefits achieved.The analysis of the instruction is the concluding part of either paygrade programme. The analysis of selective information should be summarized and then comp atomic number 18d with the data of different reproduction programmes same nature. On the radix of these comparisons, problems and strength should be identify which would help the flight simulator in this incoming rearing programmes, to stop short of completion of the homework systems design mannerology, by avoiding the evaluation,our encyclopaedism strength is reneging on our commitment to our students.The in store(predicate) requires much precise, good evaluation strategies, we worry to think of instruct goodness evaluation in the aforementioned(prenominal) way that we think of surveillance tests in the plant, we get along culture effectiveness evaluations to ensure our programmes work effectively. Keywords Training Programme, On the- patronage-Training, Off-the-Job-Training, Training Techniques,Evaluation Methods. IntroductionIn the fresh computer era tuition has gained the reputation of propellent concept which postulate to be understood in that perspective more or less of the modern disposal which do non respond to the dynamic c been that be seen in changed environment may keep outly fail to respond to the call for of governance and plurality. Hence government activity virtually take to aspire to respond to the change in the environment. supranational query Journal of Finance and Economics exit 37 (2010) 57 These changes may be concerned with organisational or individualistic behavior may be concerned with the structural change.Training is unitary of most important and effective substance of bringing about change in an ecesis. Training is system which feed the inevitably. Skills. And cognition of the pile on the job(p) in the government activity these skills and tell apartledge argon acquired to fulfill a influence intend or goal. Concept of Training Training has been defined by a number of scholars and trainers like Change instruments. or so of the definitions be as follows According to Fllippo the act of change magnitude the skills of an employee for doing a particular Job deal be termed as study. Similarly Steinmetz has observed. Training is a term do utilizing a systematic and organized procedure by which non- personnel learns technical k straight offledge and skills for a definite purpose. 2 From the above definitions it merchant ship take a firm stand train is a technique concerned with the development of skills and knowledge in particular actor discipline. Training enhances and improves persons skills. Imparts knowledge to change persons attitudes and appraises towards a particular direction. William G. Torpey has defined learning as the process of developing skills. Habits.Knowledge and attitudes in employees for the purpose of increasing effectiveness of employees in their present government positions as sound as preparing employees for future government positions. 3 The above definition of study is base on assumption that all learn is non necessary and all genteelness is not beneficial. Training is a technique which by rights focuses and direct towards the act of particular goals and objectives of the organization. Hence identification of training unavoidably is graduation and in all probability the most important step towards the identification of training techniques.The process of identifying training packs is c atomic number 18 affluenty thought out programme that needs to be carried out with sensitivity because success of a training programme may be crucial for the survival of the organization. Objectives of training must be fixed to pave way for the assertion of meet techniques of training. Training is imparted to good deal in organization with certain defined objectives and goals. However it must be remembered that the goals and objectives of organization differ to a great extent. Hence the defined objectives of a training programme should be assessed in the light of the goals of that organization.In 1944. Assheton Committee verbalise the objectives of training in the following manner 4 (a) It endeavors to produce a well-mannered servant whose precision and clarity in the transaction of business brook be interpreted for granted. (b) It helps attuning the civil servant to the task he is called upon to perform in a changing world. It in early(a) words helps him to dress his outlook and methods to the changing needs of sensitiveborn times. (c) It saves the civil servant from congruous a robot like mechanically perfect civil servant. He is made aware of his work and the service that he is required to picture to his community. d) It not unaccompanied enables an individual to perform his current work more efficiently but to a fault fits him for other duties. It develops in him capacity for high work and greater responsibilities. (e) It pays substantial moot to staff moral as latter film to perform tasks of a routine character passim their lives. Bhagwan and Bhushan have also identify the following objectives of training 5 (a) For the surgery certain peculiar activities pertaining to the government training plays a signifi evictt part. 58International look into Journal of Finance and Economics Issue 37 (2010) (b) Training helps the employees to constitute nation oriented and inculcates in them respect and regard for general public. (c) It broadens the plenty and widens the outlook of the employees by explaining to them to make substantial contribution towards realization. (d) It is vital to a career service. It lists them for advancement which is assured to the employees when they join the government service at young age. (e) It improves the lone and adds to the quality of organization.Since it enhances the efficiency of the employees and develops their capacities. The efficiency and prestige of the plane section goes up. (f) It fosters homogeneity of out look and esprit de crops in the employees. Identification of Training ineluctably Training is a specialized function. Hence trainer must know exactly what is required from the training programme in accordance to the identified tools framework techniques processes are identified in designing and implementing efficient effective timely and productive training programmes for those who require it.Training needs also delineate the nature of training program. Formulation of training program includes those operators that are associate to the evaluation of the program in terms of techniques and skills kinda a little be properly considered. Any training program must take into consideration 3 fundamental behavioral aspectsOrganization, people, and environment as remote-off as organization are concerned their survival res ts on a certain marginal work of goals and objectives which are pre defined to customers owners. Employees. etc. ll these factors are continuously interacting with the organization whose objectives and goals have been formulated so to benefit the members of the organization intermittently The endorsement assumption that needs to taken into consideration is the fact that these objectives back end be achieved only through harnessing the abilities of its people. Releasing potential and maximizing opportunities for development. In others words. The accomplishment of objectives and goals ass be effectively and effectively achieved only if people inside the organization possess adequate skills and abilities.If they do not possess the skills and abilities required. the objectives and goals domiciliatenot be achieved effectively and effectively achieved only if they do not possess the skills and abilities. if they do not possess the skills and abilities required. The objectives and g oals tooshienot be achieved effectively and efficiently. Hence proper legal opinion of the abilities and skills of the employees must be considered before every training programme is be formulated . The triad assumption is to assess the capability potential of the employees. The people who are engaged in the accomplishment of goals and objectives.In the new perspective, are fitted of new learning. If the employees do not possess the required potential to adapt themselves to the new environment. The chances of training programs world a success tender be doubtful. The fourth assumption about people is concernd with the train of ability and the craving to learn. Training is all about learning. learning organization fundamentalally involves people who make or break organization. the organization should be able to digest adequate opportunities and resources where people are able to learn through training new concepts. nd techniques of management. the assumption is also concer ned with matching of achieving organizational goals on one hand and on the other providing attractive learning opportunities. the third assumption basalally requires that the programmers of training should be so intentional so as to provide learning opportunities that are effective and efficient. the objective of training is fulfill the individual needs of the employees and that of the organization as well . The fifth assumption is concerned with the environment variable. In a dynamic situation.Environment continues to put new pressures and demands upon the system even if it is for survival only. Because of liberalization, competition has render severe and public domain as well cloistered sector has to compete with each other in order to stay a viable entity. Hence changes in the environment can International seek Journal of Finance and Economics Issue 37 (2010) 59 no more be overlooked but need to understood and capable to. The need for training, therefore, becomes inevitab le. Once it is established that need for training is a necessity. The nous arises what type of training is required to meet the three challenges.another(prenominal) important school principal that comes to mind is whether the training programmed is able to change the pattern of behavior for which it was happy and how effectiveness is will be measured. Before proveing venous types of techniques of evaluation. A close look at various types of training methods will be locked into. With regard to people working in the organization needs and aspiration of the people must be properly evaluated. Specification of training needs delegacy translating the needs of people into specific needs and achieving those aspirations by training programmers.Basic radical behind this evaluation is to make organization learning organization. According to Senge. Where people continually expand their capacity to require results they truly desire. Where new and elevated paupers are nurtured. Where coll ective aspiration is set free. And where people are continually learning how to learn together. 6 Factors Influencing Training Needs Organizations are hard and dynamic in nature and their effectiveness depends on number of factors. complexity of organization is again a multi impudenceted implication of various factors being chequerd by various environmental factors.Hence the nature of complexity of a given organization needs to be evaluated before determining its training needs. Some of the factors that increase complexity are being discussed keeping in view that all are not determinants of complexity for all organization. employ science in the computer age is being upgraded frequently and hence is the most important factors in increasing the complexity of an organization .. structurally as well as behaviorally. According of Frances and Bee. Technology is changing an ever increasing rate. Todays state of-the-art computer is tomorrows junk. Robot assembly pants.Laser printers. channel and genetic surgery wherever the work shopping centre whatever the task. in that respect appears to be a technological solution for e very(prenominal)thing. 7 The technological changes are influencing the basic settings of organization. The technological changes are not only concerned with the structure or gadgets of an organization but these changes also influence the behavioral aspect of the very people who are working in the organization. However people do not usually change in technology and its environment. Change can be brought about in a smooth manner only through training techniques.Another important factor that needs to be taken into consideration is concerned with social changes that are taking place in the new social environment. For most organization internal compilations are coast to change in the computer age. People from different backgrounds, women. People from several(a) nations will from the work coerce of modern organizations. With increasing diversity in the culture. The organizations are bound to receive culture shock. Organization with their exiting format will not be in position to absorb this culture shock.The change agent will be playing an important type in providing conquer training to absorb culture shock. The third factor that has influenced training needs is link the new role that the government are being asked to play. The governments are being asked to play sensitive role of controlling the business ethical activities on one hand and safeguarding the interests of consumer on the other. In the era of privatization and globalization. The governments are formulating legislation to facilitate business activity some(prenominal) public and nonpublic as well as safeguarding the consumer interest. indeed managers and CEOs need to be acquainted to the new legislation that are being enacted from time to time. The fourth factor that has influenced the training needs is the emerging competitive market Conditions. It may be asseverate that the public and private sector, even in monopolistic conditions. Have to flavor competition. The pertinent drumhead is whether the new market situation will violence the 60 International Research Journal of Finance and Economics Issue 37 (2010) organization to go in for training as they are going to face new marketing situations in the times to come.Will the new emerging conditions give rise to pressure separates that have henceforth not been seen in the business world. Basically organizations are going to face situations that are the result of competitive markets and development of consumerism. Many of the managers in the public and private sector could not possibly have been oriented towards these new situations. Hence need f training is unavoidable. The fifth factor influencing the training needs related to internal management of an organization. Internally organizations are going to face new dilemmas and problems.Business needs are fulfilled by the human re sources that experience within the framework of internal structure. Any strategic plan which does not take this fact into account is bound to face numerous problems. There will be a continuous pressure on the organization to improve functioning. Human resources, like managers, workers, staff, and others, have to be kept up to date in expertise and at the same times need to be motivated to perform better. This is a difficult task which cannot be handled by the staff of the organization. Experts called change agents are required to fulfill the task.Training needs cannot be overlooked because it is an on going process. In addition. Training is now considered a specialized function to be performed by the experts. Techniques of Training The object of this paper is not to discuss various techniques of training. Hence training techniques are being short listed for the purpose of their identification for evaluation purpose. However we would like to throw light on some of modern techniques of training. Some of the training techniques that are often use for reeducation purpose are 1. On the-job- training. 2. Demonstration. 3. Job instruction training. 4. Vestibule training. 5.Apprenticeship. 6. Coaching Understudy. 7. Job rotation. 8. Lectures and conferences. 9. Syndicate. 10. Simulation training. 11. Role playing. 12. in-basket exercise. 13. Management game. 14. Sensitivity training. 15. Transactional analysis. 16. Organization development. A detailed discussion of these techniques can be referred to many another(prenominal) text books. 8 Here we would like to discuss some of the training techniques that are considered by the experts as essential for improving the instruction execution of organization in competitive situations. Diversity training is comely extremely important for the organizations that are complex in nature.The work fierceness of these enterprises is divers in nature. Various diverse group from different cultural and social background join one institution and thus submersion various cultural into one. The diverse work force has to be proficient so as to provide some from of commonality. Various methods are adopt to provide diversity training. According to Fred Luthans one method of divers training involves putting trainees into groups ground on ethnic origin. Then each group is asked to describe the others and listen to the way its own group is described. 9 Another methods of diversity training has been stated in the following manner.International Research Journal of Finance and Economics Issue 37 (2010) 61 Another astray utilize approach is diversity board games. Which require the players to function questions related to areas such(prenominal) as gender. Race cultural differences. Age issues. Sexual orientation. And disabilities. On the basis of the response, the games players are able to advance on the board or are forced to back up. 10 The objectives of theses types of games are to acquaint the players in a no n threatening manner with legal rules and restrictions regarding how to manage members of the diverse groups.The third method of divers training concerned with participant focus on cultural issues such how to interact with personal from other countries. It may be added that many of the training programmers related to divers work force also use other training programmes. 11 Methods of Evaluation of Training Programmes It is extremely important to assess the result of any training programme. The participant must be made aware of the goals and objectives of the training program and on completion of the training program, they should be asked about the push of the concerned training programme.Evaluation of any program is a difficult task and more so of a training program. The outset step toward evaluation of a training program is to define the goals and objectives of the training program. These goals and objectives should be stated in such format so that they can be measured statistica lly. Also both the trainer and the trainees most be well acquainted with there role in the training programme. In the evaluation of any training program. The first requirement is to collect valid and accepted data. The required data can be unruffled by using the fowling techniques. 2 1. egotism judicial decisions behave sheets. 2. Question confronted by the trainees. 3. Assessing the compile study and observation. 4. Final result based on earlier information plus the new data all(prenominal) method of data collection has its advantages and disadvantages. Which need to taken into consideration. The merits and demerits of each method are as follows. Merits of Self Assessment 1. 2. 3. 4. 5. 6. The cost factor is quite low. Data can easily collected. Time consumption of the trainer and trainee is negligible. later-school(prenominal) interference is completely avoided.Effective relationships develop between the trainee. Well intentional answer sheet can produce healthy results . Demerits of Self Assessment 1. Self assessment is basically self evaluation which can be based of biased responses. The assessment must have enough reliability so as to draw right conclusion in regard to individual assessment. 2. The responses given by the trainees can be based on thaumaturgy or misinterpretation of the questions asked. Thus self assessment questions should be gauzy and well-heeled to understand . in addition . no information should be sleeked which will embarrass the trainees. . The information provided by the trainees cannot be evaluated in terms of their correctness. solely the trainees do not prefer to give the required information lest it may be used against at any point of time. All these problems can be easily solved. Self assessment is basically adhered to by all the training programs. However what is important to consider is to make proper effective use of this 62 International Research Journal of Finance and Economics Issue 37 (2010) technique as t he trainees provide valuable information which the trainer can use to formulate training strategy.The mo requirement for evaluating a training programme is concerned with the evaluation of the training programme when part of the training programme has been completed. The time factor must be decided before the programme is initiated and the evaluation criteria must be determined before the training programme begins. The first evaluation will give adequate information to the trainers whither the programme moving toward write direction. At the same time trainees will be able to assess the value of the program in terms of its needs and usefulness.It is extremely important to authorize whether the trainees have understood the need and importance of the training programme. As this arcdegree adequate data should be collected from the trainees to make proper evaluation of the training programme. The collect data, audience and questionnaire methods can be most effective. Interviews can b e conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. each of these methods has its own merits and demerits. Merits of Interviews 1. Face to face hearings ensures some response. If any responses need to be clarified.The trainer can do so instantly. Similarly if the trainees want any clarification, the same can do immediately. This helps in ensuring correct information. 2. As far telephone interviews are concerned though there is lack of personnel touch. The trainee does not feel the pressure of the interviewer to give answers that suit the trainer. The trainer can answer all those question that are complex in nature. These answers have far more rigourousness as the responses are without any pressure. Demerits of Interviews 1. The interview is a lengthy and costly process as it requires trained and skilled personal to get results that are reliable. . Another important drawback is the possibility of the trainer be ing involved in the interview. 3. Data collected through interview methods may be out of date and hence difficult to interpret. Merits and Demerits of Questionnaire Questionnaires in one form or another do appear in all kinds of research and surveys. Hence it is extremely vital that the questionnaire is framed with last-place care so that it measures the variable in exactly the way it has been designed for. Once the initial design has been properly framed, a pre _ test must be conducted to find out whether the questions mean the same thing to the trainer and the trainee.If plant inappropriate, the questionnaire should be redesigned and a pilot survey should be conducted. If found appropriate. Full survey should be conducted and if found inappropriate the questionnaire should be redesigned again. The reliability and validity of the questionnaire should be properly evaluated before going in for full survey. In regard to collection of data. It may be observed,As with any method of d ata collection it is vital to plan how the data is to be collected. However with this method, since it does not usually involve the design of some kind of formal survey instrument such as questionnaire.It is all to easy to leap straight in without a plan. This can lead to a considerable waste of time and without a plan. This can lead to a considerable waste of time and even worse the wrong data being collected-so the message is plan and design your desk research in the same way as you would any more formal survey. 13 Thus whatever technique or method we adopt, the validity and reliability of data must be determined. As a matter of fact the trainer must look at three factors to determine the reliability and validity of the collected data. According to Frances and bee, three key aspects must be considered in any evaluation study.These key aspects are as follows. International Research Journal of Finance and Economics Issue 37 (2010) 63 The first factor is concerned with the interna l stability of an evaluation study. It is concerned with how well the study measures what we want or are aiming to find out. This usually involves the enough and appropriateness of the measuring tool. The instrument, used. What needs to be considered is that whatever instruments we use for the purpose of collecting data, we must make sure that the terminology being used actually measures the variable that we intend to measure.Whether the instrument be interview or questionnaire, the terms must elicit the kind of information that is required. The second factor is concerned with the external validity. It is concerned with the extent that the findings can be applied bevond the group involved in the study. The conclusions drawn on the basis of collocated should not be applicable only to the group that was the basis of collection of data. On the contrary, the collected data should have the reliability and validity to the extent that its conclusions are applicable to other similar situat ions. 4 The third factor that needs to be considered is concerned with reliability. The reliability of an evaluation study is the extent to which the results can be replicated, i. e. if the study was repeated the results would be the same. The obvious approach to dealings with this issue is to repeat tests and observations. Also techniques, such as including the same question but in different forms, using multiple observes, etc. can be helpful. 15 The fourth factor that needs to be taken to evaluate training programme is to conduct and determine reaction level of the trainees in respect of the training programme.The reaction criteria is to be determined in terms of open discussion between the trainers, the trainees, and the management. This will give grand opportunity to the management to ascertain whether or not the training programme is achieving the objectives for which it was organized. This evaluation should be conducted half way of the training period. The reaction criteria tends to inform the trainers whether the training programme is achieving the goals as perceived by the trainers. In other words the trainers come to know the level of happiness and satisfaction of the trainees in regard to the training programme.To ascertain and collect this kind of information, the trainees may be asked to fill a self-complete questionnaire in which the trainees have to choose between a range of alternatives and answer some of the open ended questions. The self-fulfilled questionnaire seeks information in regard to entry briefing whether the objectives of the training programme were achievable and how far have they been useful whether the trainers performance has been satisfactory and the training methods utility the mid(prenominal) term evaluation clears the way of the trainers to reframe the training methodology and cater correspond to the needs of the trainees.Two fundamental problem need to be assessed in this evaluation process. The first problem is whether i nformation seeked should or should not be collected in the name of trainee. The evaluation as far as executable be anonymous could give, probably, more accurate information than the information collected in the name of the participant. The second related issue is concerned with the venue where the information questionnaire is filled up by the trainee. It is indeed desirable that the trainee provide information away from the course environment.This mid evaluation can be very helpful in providing a lot of information that is reliable and valid. As a matter of fact mid term evaluation can be very helpful and the cost of collecting such information is not only very low but it also helps the trainees to reframe their training programs accordingly the approach of mid term evaluation allows the trainer to make comparisons between different training programs that were conducted in other organization or that were conducted by the trainer himself.However reaction criteria of mid term evalua tion does generate an enormous amount of data analysis. How much of this data is used by the trainer for readjusting the structure of the training program depends on the management, trainer, and the participants. The terminal step in respect of evaluation of training programmes is to assess whether the basic objectives of the training programme have been achieved or not. In this step cost-effectiveness and cost-benefit techniques need to be utilized to measure the performance.This assessment will demonstrate whether the expect learning that was determined before the training programme was conduced has taken place after the conclusion of the training programme or not. 64 International Research Journal of Finance and Economics Issue 37 (2010) Some of the scholars suggest that before going in for final evaluation, if feasible, one or two, in between, evaluation, can also be conducted. However too many evaluation questionnaires can disrupt the training program and can create doubts in the minds of trainees towards the effectiveness of the program in the minds of the trainees can be created.Evaluation of the training programme should be undertaken only for the purpose of feedback and restructuring of the programmes to fulfill the goals and objectives of the training program. me. The basic purpose of any training programme is to improve organizational performance i. e. to assess whether the training program has been able to achieve change that it in demand(p) from the training program. The final evaluation program must take into factors that efficacy have affected the final outcome, for example, competitor initiatives, general economic conditions. and so on erformance of an organization must be evaluative in terms of the all in all unit and not parts of it. Hence any evaluation of the training programme may not result in perfect achievement of the goals. We should identify the key factors and indicators that can influence the final results of the training prog ramme. The assessment of these factors will help in the analysis of the needs of the concerned organization. In this respect a comparative study should be made in regard to the information collected before the training programme was initiated and after the training program where changes need to be visualized and thereupon assessed.If possible a comparative study can also be made of the similar training programme conducted in other organization and analyzes the differences in the final results. At the time of collecting the final data, proper monitoring should be assured. All the required data should be collected to make clarify analysis. 16 In the final analysis it can be stated that the final evaluation is the most important aspect of the training programme aspect of the training programme in order to find and determine the effectiveness of the training programme.This assessment gives a clear picture of the impact of the training program. As indicated earlier, a clear cut indicato rs of organizational performance determined before the start of the program will make measure of desired change in terms of evaluation much easier to measure. decisiveness The Evaluation of any training programme has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change take in the organizational structure.Hence evaluation of any training program must inform us whether the training programme has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved . The analysis of the information is the concluding part of any evaluation programme. The analysis of data should be summarized and then compared with the data of other training programmes similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in his future training programmes. International Research Journal of Finance and Economics Issue 37 (2010)