Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 5

An Integrated Approach for Effective Evaluation of Training Courses A G S Reddy Author: Rajiv Gandhi National Ground Water Training Institute, Raipur (Retd.), India. e-mail: sugriveadla@gmail.com 7 Global Journal of Management and Business Research Volume XXII Issue V Version I Year 2022 ( ) A © 2022 Global Journals Abstract- It is imperative to evaluate the training courses for which various procedures are practiced. Training courses were largely conducted with a set of objectives determined through Training Need Analysis (TNA). Evaluation of training (EoT) courses is carried out to elucidate the achievement of training objectives and benefit of training to trainee’s organization. The paper proposes a holistic evaluation methodology to assess the efficacy of training courses. Apart from discussing the concepts and principles of the suggested EoT method a model is put forth for its effective implementation. Data generation, processing procedures, and applicability in assessing the training functions at different levels are elaborated. The study suggests applying various formative and summative assessment tools to ensure the full achievement of the training objectives. These include pre and post-training tests, intermittent tests and independent hands- on tests in the simulated work environment to facilitate the transfer of learning. A numerical Trainee’s feedback pattern is suggested for impartial evaluation of the entire training activity. An assessment package designed in MS Excel is proposed for accurate and impartial assessment. It has a few interlinked spreadsheets for entering the trainees’ responses and obtaining the total score of all the trainees for the tests conducted. It also exhibits the gain in level of knowledge and skill and facilitates criteria-based assessment. This package can be applied to ensure the achievement of training objectives which in turn motivate trainees in enhancing their on-job performance. Keywords: evaluation; return on investment; assessment; skill development; performance; validation; on-job. I. I ntroduction valuation of training is a crucial part of the training function. It is like a mirror showing the true picture of a training course, reflecting its strength, benefits, and drawbacks. A precise and fair evaluation of training will be a valuable addition to training institute, though many regard it as additional work and unnecessary expenditure. EoT will ensure the achievement of training objectives and significant improvement in on-job performance. The evaluation of training is directly linked with the organization’s quality systems, as the information it provides enables training results to be identified, possible deficiencies to be analyzed and improvements to be introduced to optimize the training function as a whole (Holton, 1996; Kirkpatrick, 1998). It can be noticed that trainee’s organization and training centre/institute in general give E the least importance to EoT in the true sense but for collecting and compiling formal feedback. Though some training centres carry out various types of internal validation and generate a lot of information the data is neither compiled nor systematically analyzed applying the EoT tools. Pineda (2010) opinioned that only a few companies evaluate the results of training in a systematic and rigorous way. Training evaluation is conducted by training institutions in an unsystematic, informal, and ad hoc manner (Hashim 2001). Ineffective use of information about present level of knowledge and skill on proposed training topics among the prospective participants (Entry behavior; EB) illustrates the poor state of affairs in the training domain (William and Richard 1978). In many training courses, the EB was collected through oral interaction and is rarely used to customize the learning process in the concurrence with EB. Even if it is used subsequent evaluation mechanism is not applied to prove that the learning and development have been achieved uniformly to the mastery level. It can be found that many of the EoT tools are not applied as they are normally not engraved in the training need analysis or training design. Twitchell et. al., (2018) specified the poor compliance with training evaluation practices and lack of innovation noticeable in the domain over four decades. This situation has resulted in a data vacuum hindering the evaluation of the training in terms of its total value and benefits accrued. Any authentic and accurate evaluation process needs continuous monitoring, measurement (data/information), and benchmarks (expectation). The data could be of immense help for EoT as it provides the basis for bridging the gap between training effectiveness and efficiency. Sunita and Ajeya (2011) rightly pointed out that having a well-structured measuring system in place can help one determine where the problem lies. Urbancová et. al., (2021) also emphasized - the benefit to the individual can be assessed by a measurable degree of his knowledge, mastering a certain operation, etc. The training should provide scope for internal validation in the form of periodic assessments and external validation such as collecting information from managers about the performance of the trainees after the completion of training at the workplace to evaluate the cost-benefit ratio. On many occasions, the information collected is insufficient to substantiate the achievement of training objectives and Return on Investment (Kaye Alvarez et.