Human resource Management( Training and development)

Introduction

Training involves a behavior modification which is normally carried out in a formal and systematic manner . It is as a result of planned experience , instruction and education . Training and development plays a big role in achievement of organizational goals . Most of these goals are normally long term in nature . Training is part of the strategic framework of organizations . It produces a comprehensive and coherent plan that helps in developing employees and other stakeholders in organizations (Alliger , 1997

When a business incorporates training and development therein , it acquires a competitive

advantage over the other businesses . This is because the intellectual capital in the business is greatly developed In fact employees in an organization get an opportunity to improve their skills in their areas of specialization

Evaluation is a very important part of instructional design models Different methodologies and evaluation tools are essential in determining effectiveness of ventures like training and development in organizations . The entire process of evaluating training ventures involves many complexity factors . The approaches commonly used to evaluation of training normally have their roots to design of the training and systematic approaches . In general evaluation is actually carried out at the final stage . This is normally carried out for two purposes . One of them is to improve interventions . This is called formative evaluation . In other instances it is used to make judgment about effectiveness and general worth . This is called summative evaluation . This is a critical analysis of different approaches that organizations can use to evaluate the cost of training and development . It also involves how their overall return on investment (ROI ) can be measured in this area

To evaluate something can be defined in simple terms as to determine its value . When looked at in a transaction perspective , the value of something actually emanates from its worth in an exchange or its importance . When money is used as a medium of exchange in anything then the value of the thing can be measured in relation to the amount exchanged for it

Stakeholder approach of evaluating training

The stakeholder approach of evaluating training is based on two theoretical roots . These include the stakeholder theory and contributions inducement view of organizations . These two theoretical perspectives are quite related in nature . In the stakeholder theory there is the recognition all organizations involve investors , employees and customers . All these are multiple constituencies in organizations whether they are public , private , non profit or profit organizations . In this approach there is recognition of multiple constituencies . The measurement of the general success of an organization is in relation to how it serves its constituents better than its competitors (Alliger 1989

Training must always have the support of stakeholders or key constituency groups . There must be a strike of balance between training needs and stakeholders in an organization . According to this approach training also depends on the balance of contributions that it receives from every stakeholder against the inducements that the stakeholders receive . This actually means the return s or contributions that training gives...