Assess the extent to which identification of training needs and the evaluation of training can be undertaken accurately by the various parties involved. Comment on how the issues you raise impact on the training/HRD process.

Training , Evaluation and HRD Process

Introduction

An attempt is made in this essay to study and analyse the divergent aspects involved in the process of training and evaluation of the training . Educating the workers is necessary in to comprehend the real goals and objectives of their company . Through training process , it is possible for the employers to develop properly the human resources of their company . Such human resources can be used for the material advancement of their company . After providing training there is need to evaluate the effects of training on

the work culture of the employees . Training and evaluation is complex procedure , which involves the role of different parties such as the employer , employees , trainer and evaluator . There is need to maintain co-ordination between different agencies involved in training and evaluation

Need For Training

The employers have demonstrated their enthusiasm in training their employees in specific duties . Several companies have volunteered to start such training programmes . Training is given by both individual companies and institutional organisations . Training covers aspects such as technological aspect , human relations aspect and customer relations aspect . There is use of concept of decentralised training where the leader of the team of workers is responsible for imparting training to the members of his group . Constant attempts are made to improve the techniques of imparting training to the employees (Achard , 1938

After the first and Second World War , in America , there was emergence of consciousness for training , which was required to produce high quality goods at reasonable price . Training is required to supply the necessary work force to cater to the needs of industries . The workers need to be aware of rapid technological advancements in the production of different industrial goods . There are different categories of training such as supervisory , technical graduate , trade extension , job and apprentice training . Among these , we are more concerned with job training , which imparts necessary knowledge to the workers regarding their functions in their organization . A study was made regarding training of workers in steel industry . The trainees are provided with necessary information . There is a process of training and follow up after the training . The employee is given instructions by the instructor with the view to enhance the knowledge of the workers regarding their present job (Oartel , 1938 ) The purpose of all types of training is to accumulate pool of skilled workers capable of producing high quality goods . This has led to growth of `concept among Industrialists . After Second World War , there was great increase in demand for trained work force . This increased demand is mainly due to complexity in industrial production . Important purposes of training are orientation , position training and management development There is need to emphasise on proper training and evaluation methods in to achieve the objectives of the training programmes (Herder 1955

Process of Training

A study has been made regarding the teacher training methods . One can compare the aspects of technical training and teacher training . The study demonstrates that the students expressed dissatisfaction with the standards of teaching of some teachers as they lack necessary skills to adapt to the changing needs of the times . There is need for competent training techniques in the case of teachers . On the other hand , technical training is given to improve and assess the skills of individual worker . It suggested that there should be periodic meetings between students and teachers . Fieldwork is another method suggested to improve the teaching skills (Homburger , 1977 ) One important aspect of this study is the stress on involvement of students in training teachers . This will help both the students and the teachers in improving their skills and knowledge regarding their job . In the case of industries , there is involvement of both employer and employees in the training and evaluation process

There is debate among scholars as to whether investment in training of employees is beneficial or not . One group of scholars suggests that investment in training of workers is not beneficial , as there is danger of these workers joining other firms for better employment . Hence , it is suggested those workers who desire to obtain training need to invest their own money instead of depending on the investment by the employers . However , it is argued by another group of scholars who state that by investing in general training it is possible for the employers to obtain returns by extracting better quality work from workers . General training is tailored to suit the individual workers and it is informal . This study suggest that the employers instead of investing in specific training programmes , would like to invest in general training programmes which do not allow the employees to leave their organisation and join another one . The benefit of training is assessed by the net present value of income that the firm is going to obtain from training programmes . In to obtain complete use of training , the firm needs to possess all the useful information regarding the value of the workers . However , it is also found that after general training the workers change their jobs . This pattern gives shock to the organisation , which sponsors the general training of the workers Nevertheless , this may not happen always (Katz and Ziderman , 1990 ) In spite of the problems faced by the organisations in investing in employee training , they need to continue their investment in training process

Distinction can be made between general training and special training . When the company invests in general training , it is possible that the worker might leave the firm and joins another firm . In that case , such investment goes waste . Output of such training can be utilised by other companies . On the other hand , when the company invests , in special training , then other firms can use it as this training is specific to the company . It is suggested that the workers should be charged the cost of training , as there is possibility of workers leaving the organisation . However , training is given with the objective of improving the quantity and quality of production in the industry . It is suggested that there is need to increase the salary of the workers so that they would leave their firm . However , there exists difference between theory and practice . Theoretically , scholars have made certain suggestions based on the assumptions of perfect market conditions . However , when the market conditions are not perfect , the practical reality would different from theoretical arguments . An important problem concerning training workers is to arrange for the finance (Eckaus , 1963

Human resource management plays an important role in substantially increasing the profit to the firm . Human resource management involves complex relationship between employers , employees and training that is provided to the workers in an organization . It is found that training is provided by all the companies with view to obtain benefits from this training process . However , it is by developing participatory culture , that it is possible for the company to extract highest value from training of the workers . Effective management of human resources through efficient training results in positive gains to the employers . Both employees and employers are expected to participate directly in this training process . This method is to the simple investment of money in training by the employers . One study has demonstrated that distribution of centre staff plays an important role in achieving success in an organisation . Managers are required to create an atmosphere of proper involvement and participation of both employees and employers . When there is a need , the employees should be given proper training in latest technological developments (Power , 2004

An organisation is able to obtain success in its objectives through efficient management and trained work force . The trainers need to chart their own strategy of training . This strategy should cater to protect the interest of stakeholders , shareholders , top management employees and the national economy . Training strategy is devised based on the structure of organisation . Another objective of training is to provide information regarding cultural values and philosophies of the company . There are different organizational ideologies such as power orientation , role orientation , task orientation , and person orientation Among these , the last ideology aims at achieving welfare of all members of organisation (Darling , 1993

Training involves both individual and collective effort . A study argues that in Germany there are more trained workers when compared with Great Britain where no background vocational training is given to the young people in the schools . In Britain , there is less demand for training of workers . In addition , there is lack of trainers The aim of training is to maintain high skill equilibrium . In Germany training to young employees is provided by the master workers . The main objective of providing training is to increase skills of workers and availability of jobs . The strategy of training has resulted in growth of qualified trained work force in Germany . It is suggested that Britain needs to imitate the training methods of Germany in to achieve its national objectives (Rose and Wignanek , 1990

Some important training methods are brainstorming sessions buzz sessions , courses of various duration , discussion forums , lecture forums , role workshops and work study groups . These training methods are evaluated with the help of different evaluation techniques such as case studies , cost-benefit analysis , evaluation sheets , expert opinions informal feedback , interviewing , job analysis , media discussions programme analysis , questionnaires , rating scales , scaling techniques tests , etc (Bhatnagar , 1987

Evaluation of Training and HRD Process

It is suggested that an organisation should emphasise effective training and evaluation of training process . Within any organisation , it is possible for employees to experience continuous learning process . Training of employees is directly connected with national economic advancement . Trained skilled workers are assets to the nation . The personnel management has certain commercial objectives which can be achieved by imparting essential training to the workers . In United Kingdom , recently great importance is given to training of personnel . With this , it is possible to solve several national economic problems . To monitor training process , the government established National Advisory Council on Education and Training Targets . An organisation is required to adjust with market , technological personnel , and political changes . The management is expected to assess its resources and prepare for the future challenges . Thus , management plays significant role in training and its evaluation process . This leads to human resource development of the company . It is suggested that training should provide proper work atmosphere to employees . The objective of training should be to achieve the welfare both parties employer and employee . In UK , one popular philosophy of training is called continuous development , which aims to provide training that is endless . It aims to increase quantity and quality of the company Planned training interventions consist of different phases like stimulus , pre-planning stage , planning phase , implementation phase monitoring and review process and post learning evaluation stage . The different phases meant that there is process of evaluation of training with the objective of achieving commercial goals of the company However , in spite of huge investment , there is no assured return from this investment . The management should assume its responsibility for training its staff . Most important role is played by the training officer involved in training the employees . However , different workers require different kinds of training . Training needs are assessed based on organizational level , occupational level , individual employee level etc . Assessment is done based on organsiational reviews . In this process , there is detailed study and review of data . Trained personnel can be analysed through observation by the analyst and self-observation In the evaluation process the training officers , managers and learners are required co-operate with each other . There is a need for interaction between employers and educationists in to achieve the desired objectives of the organisation (Reid and Barrington , 2003

It is discerned that there is close relation between human resource management and high performance of the organisation . Some scholars suggest that each firm have to design and adapt human resource management practices , which is best suited to its objectives . Important aspects of human resource development are selection , training and development , rewards and careers . There are descriptive and prescriptive theories regarding human resource management . Use of high performance `human resource management practices ' lead to growth of the organisation . The employees are expected to take active interest in the progress of their firm (Guest , 1997

One technique of evaluation is needs assessment , which also comprises gap analysis . Gap analysis comprises current analysis and desired or necessary change . In HRD , one needs to identify problems . In doing so , one can look for problems , impending change , opportunities strengths , new directions , and training . Needs of an organization are studied based on techniques such as direct observations , questionnaires interviews , focus groups and tests . First we should identify the problems and priorities and try to find solution to these problems While identifying solutions to the problems , one should look for aspects such as cost-effectiveness , legal mandates , executive pressure and customers . In the `needs analysis , there is difference between `actual needs ' and `perceived needs (Rouda and Kusi , 1996a ) It is suggested that in to achieve the objectives the organisations there is need to multiply the resources such as physical resources , financial resources , information and knowledge resources , and human resources Human resource development consists of activities such as training and career development . The main purpose of training and development is to obtain knowledge and develop certain skills , which leads to development of personality of the employee . This also contributes to the advancement of financial needs of the organisation . This aspect of training is studied and managed by Training and Development Subcommittee (Rouda and Kusi , 1996b

Analysis of training can be made by studying the connection between training and financial results . This analysis is termed ratio analysis . The trainer is required to assess the different needs of the organisation . The assessment process involves planning diagnosis , evaluation , action planning and implementation (Darling 1993

Evaluation endeavours to study whether the stated objectives of training process are achieved . Main areas of evaluation process are the client consultant relationship , the actual interventions and advancement toward particular goals . Evaluation process consists of assumptions , data collection and analysis , interpretation . There is a need to give personal touch to the evaluation reports so that they are implemented by the respective organisations . The important clients of training are participants , the training organisation , trainers and the client organisation . Significant aspects of training evaluation are pre-training factors like learning motivation , training inputs , training management , training process , participant development and organizational development (Lynton and Pareek , 1992

The evaluator plays an important role in the evaluation process of training . He is required to use evaluation methods that is ideal for the organisation to achieve its goals and objectives Important issues in evaluation training are cost-benefit , inputs outputs , and opinions and follow up . Prominent technical aspects of evaluation are problem , objectives , study design , indicators , data collection , action planning and execution , data analysis , reporting and diffusion of results of evaluation . An evaluator is expected to study the relationship between individual and organisation . This study should be made from the perspective of individual and from the point of view of organisation concerned . Evaluation can be done in the practical working atmosphere where the trained workers are tested regarding their accumulation of knowledge with reference to their jobs (Bhatnagar 1987

Conclusion

Training of employees is very much necessary for the institutions to preserve and develop their human resources . Such training involves the active involvement of employers , employees trainer and evaluator . Training and evaluation are complex procedures which require professional support . Diverse strategies of training and evaluation are available which can be used by the companies to further their material interests . Investment in training employees may not provide immediate result . However , in the long term such investment may lead to achieve the objectives of the company . Training should be devised in such a way that it should lead to advancement of interests of both employer and employees . Through process of evaluation , it is possible to comprehend the level of success achieved by training Studies relating to training and evaluation have further enriched of our knowledge in this field . There is innovation in training and evaluation methods . These new techniques have been used by the organisations to provide training to their employees Works Cited

Achard . 1938 'Training Programs in Business and Industry , Journal of Educational Sociology , Vol . 12 , No . 1 , Training Programs in Business and Industry , Sept , 1-2

Bhatnagar , O .P . 1987 . Evaluation Methodology for Training Theory and Practice , New Delhi : Oxford and IBH Publishing Co . Pvt . Ltd

Darling , Philip . 2003 . Training For Profit A Guide to the Integration of Training in an Organization 's Success , London . McGraw-Hill Book Company .Eckaus , R .S . 1963 . Investment in Human Capital : A Comment , The Journal of Political Economy , Vol . 71 , No . 5 , Oct , 501-504

Guest , David E . 1997 . Human Resource Management and Performance : a review and research agenda , The International Journal of Human Resource Management , 8 :3 , June

Herder , John H . 1955 . Training Scientific Manpower in Industry Journal of Education Sociology , Vol . 28 , No . 9 , May , 396-399

Hornburger . 1977 . Jane M , Reflections on Teacher Training Programs The Journal of Negro Education , Vol . 46 , No . 4 , Autumn , 425-429

Katz , Eliakim and Adrian Ziderman . 1990 . Investment in General Training : The Role of Information and Labour Mobility , The Economic Journal , Vol . 100 , No . 403 , Dec , 1147-1158

Lynton Rolf

and Udai Pareek ed . 1992 . Facilitating Development Readings for Trainers , Consultants and Policy-Makers , New Delhi : Sage Publications

Oartel , John A . 1938 . The New Era in Industrial Training , Journal of Educational Sociology , Vol . 12 , No . 1 , Training Programs in Business and Industry , September , 17-28

Power , Damien . 2004 . The comparative importance of human resource management practices in the context of business to business (B2B electronic commerce , Information Technology and People , Vol . 17 , No 4 , 380-406

Reid , Margaret Anne and Harry Barrington . 2003 . Training Interventions Managing Employee Development , Mumbai : Jaico Publishing House

Rose , Richard and Gunter Wignanek . 1990 . Training Without Trainers ? How Germany Avoids Britain 's Supply-Side Bottleneck London : Anglo-German Foundation

Rouda , Robert H . and Mitchell E . Kusi Jr . 1996a . Needs Assessment the first step , HYPERLINK "http /alumnus .caltech .edu rouda /T2_NA .html http /alumnus .caltech .edu rouda /T2_NA .html (accessed on 21-02-2005 )Rouda , Robert H and Mitchell E . Kusi Jr . 1996b . Beyond Training a perspective on improving organizations and people in industry HYPERLINK "http /alumnus .caltech .edu rouda /T1_HRD .html http /alumnus .caltech .edu rouda /T1_HRD .html (accessed on 21-02-2005 ) PAGE

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