Question

Chapter 8 discusses several metrics for evaluating a training and development program. Describe the one or two methods you think are most effective for evaluating training programs in your workplace. What are the strengths and weaknesses of the methods you chose?

Answer 1

Evaluation of training programs is done in many ways. I work in a manufacuring industry and I believe that the most important way of evaluating a training and development initiatives is related to the improvement in operational effectiveness or quality consciousness among the trainees as  demonstrated by the improved process output parameters after the training has been conducted. Example is a batch of trainees which has been trained in latest and best practices of lean. The effectiveness of this training can be judged by the reduction in the waste and increment in the efficiency of the processes after the training is over.

The strength of the program is that it is specific, goal oriented, concise and involves the employee on the job, thereby imparting the practical learning, which is most effective. The weakness of the program is that it is process specific and can't be generalised to the other processes, and for a manager, it will be cumbersome to conduct so many sessions for different employees working in different domains, though the results are worth the efforts.