Organizational training assessment is a systematic process aimed at identifying the training needs, evaluating the effectiveness of existing training programs, and developing strategies to improve training outcomes within an organization. The steps involved in this assessment process can be grouped into several key phases:
1. Identifying Training Needs
a. Organizational Analysis: Assess the organization’s goals, objectives, and strategies to align training initiatives accordingly. This step involves aligning training with business needs and organizational changes (Gilley & Eggland, 1989).
b. Task Analysis: Examine the specific tasks and responsibilities that employees are expected to perform. Identifying the skills and knowledge required for each position is crucial for effective training (Rothwell & Kazanas, 1992).
c. Person Analysis: Evaluate the skills, knowledge, and performance levels of current employees. Surveys, interviews, and performance reviews can be used to collect data regarding employee competencies (Davies, 1981).
2. Setting Training Objectives
Establish clear, measurable, and achievable training objectives based on the needs identified in the previous step. These objectives guide the design and implementation of the training programs. Well-defined objectives should reflect the desired learner outcomes and organizational goals (Van Dyk & Loedolff, 1992).
3. Designing the Training Program
With the objectives in place, design the training program by selecting appropriate methods, materials, and resources tailored to the target audience. This process may involve deciding on instructional strategies such as workshops, e-learning, on-the-job training, or mentorship programs (Rothwell & Kazanas, 1992).
4. Implementing the Training
Conduct the training sessions as per the designed program. This phase involves organizing logistics, arranging trainers and materials, and ensuring that participants are engaged and motivated. Active participation and practical application of newly acquired skills are essential components during this phase (Gilley & Eggland, 1989).
5. Evaluating the Training Effectiveness
After training has been delivered, assess its effectiveness in meeting the established objectives. Evaluation can take place at multiple levels:
- Reaction: Gauge participant satisfaction and perceived value of the training.
- Learning: Measure the knowledge and skills acquired by participants through assessments or tests.
- Behavior: Observe changes in on-the-job performance post-training.
- Results: Evaluate the impact of training on organizational outcomes, such as productivity, employee retention, or sales performance (Van Dyk & Loedolff, 1992).
6. Providing Feedback and Continuous Improvement
Collect feedback from participants and stakeholders to identify strengths and weaknesses in the training program. Use this feedback to make data-informed decisions about potential revisions and continuous improvement cycles for future training initiatives (Gilley & Eggland, 1989).
References
- Davies, I.K. (1981). Instructional Technique. New York: McGraw-Hill.
- Gilley, J.W. & Eggland, S.A. (1989). Principles of Human Resources Development. Reading: Addison-Wesley.
- Rothwell, W.J. & Kazanas, H.C. (1992). Mastering the Instructional Design Process. San Francisco: Jossey-Bass.
- Van Dyk, P. S. & Loedolff, P. Van. Z. (1992). Training Management: Multi-Disciplinary Approach to Human Resources Development in Southern Africa. Halfway House: Southern.
In summary, a structured approach to training assessment helps organizations to effectively align their training programs with business objectives, enhance employee competencies, and ultimately improve organizational performance.
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