The foremost criterion for any training program should be effectiveness, that is to see that the program is achieving its desired effects. For example, you are training employees on how to use the computer to enhance their productivity at work. Therefore, you would evaluate your training program based on how many employees are comfortably using the computer system and to what capacity as a result of the training program.
Then, evaluation may also judge the progress of training. Besides that it is an important evaluation criterion that the training program has the appropriate target candidates. For instance, a program to train programmers in developing a computer program would probably only require the participation of the IT department of an organization. However, training the staff to use the program would require that all employees using it are trained and to the maximum effectiveness.
When you are evaluating training programs, there are basically three steps or parts involved. First, you review the program and decide on what needs to be altered. Then, secondly, you adjust the program according to the needs as specified by the review. Thirdly, you need to periodically check the validity of the procedures and schedules you use and altering them if required.
Evaluation need not only be critical. In fact, it is a great morale booster for the employees (participants as well as conductors) to receive a positive response about the program from the management. This has a direct effect on employee satisfaction and productivity. Now that is the domino effect in practice!
Then, evaluation may also judge the progress of training. Besides that it is an important evaluation criterion that the training program has the appropriate target candidates. For instance, a program to train programmers in developing a computer program would probably only require the participation of the IT department of an organization. However, training the staff to use the program would require that all employees using it are trained and to the maximum effectiveness.
When you are evaluating training programs, there are basically three steps or parts involved. First, you review the program and decide on what needs to be altered. Then, secondly, you adjust the program according to the needs as specified by the review. Thirdly, you need to periodically check the validity of the procedures and schedules you use and altering them if required.
Evaluation need not only be critical. In fact, it is a great morale booster for the employees (participants as well as conductors) to receive a positive response about the program from the management. This has a direct effect on employee satisfaction and productivity. Now that is the domino effect in practice!
