CHAPTER 2: THEORETICAL BACKGROUND ON HUMAN RESOURCE
2.2. Human resource training process
2.2.4. Evaluate the training program
The last step is to execute training program by communicating its availability to all employees in HR department to ensure compliance to company policies and procedures as well state, federal and local regulations. Develop the training mandatory for new employees and provide seminars on specific changes for more experienced employees. Last step is to evaluate training program effectiveness through performing follow-up interviews, surveys, focus groups and operational analysis.
Companies get competitive advantage from training. Training program help remove performance deficiencies in employee, making employees stay long, minimized accidents, and fulfills future employee needs.
To summarize, human resource management conducts training to improve the performance of employees through a learning process by which employees develop specific skill and gain knowledge to do better and generate profit. Training involves all activities from new employee orientation to leadership training for seasoned employees. Hamblin stated that training is necessary to acquire useful response on the outcome of training program and to evaluate the value of the training with such feedback (1974). Previously, training programs were criticized because they did not provide proper feedback of training. Some organizations have limited number of managers who are given training to develop skill on particular area and evaluators are not employed to judge performance of employees trained in specific skill. When an employee who undertakes training program, he is confident and motivated to use his talent through these program then training programs are functional for organization as well as the employees. Training is necessary for job success. It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover. These benefits accrue to both the trainee and the organization, if managers understand the principles behind the training process. Training has vital role in the overall triumph of an organization.
Holton et al. (2000) denoted that the employees in an organization would be more satisfied with the training through proper teaching and learning activities. The
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reason of this relationship was reflected through the fact that training was design to help the employees to shape up their competencies in their daily workings. Hence, the employees were more likely satisfy with the training programs if they perceive that the training program was designed and delivered in such a way that maximizes the trainee’s ability to transfer the training to the job (Holton, 1996; 2005).
The methods for evaluating training programs include:
2.2.4.1. Reviewed by reaction of students
Students as a person directly involved in the training will form a number of comments, attitudes and opinions about the course of human resource development.
These reactions can be considered as a basis for evaluating the effectiveness of training. They have an interest in training programs not? training content has practically no? ... All this information can be collected based on direct interview survey or questionnaire. However this method encountered obstacles that often bring answers of individual subjectivity.
2.2.4.2. Assessed learning outcomes
Can evaluate training programs through the knowledge that students acquired by organizing tests for students after each course. The assessment results shown through scores that students achieve.However this result does not ensure that students will apply what they have learned into practice later work
2.2.4.3 Reviewed by acts of employees
The purpose of the training is to enhance the ability to perform the work of employees. The knowledge and skills that students have been through the training can be applied to actual work or not. It is important criterion in the evaluation of training effectiveness. The evaluator should observe the changing behavior of employees after training (shift work attitude, skill proficiency in operations, the ability to solve problems ...), analyze the substitution This change, to see if it is due to be trained or not.
2.2.4.4. Review the results of the work
Review the process of training and development through the work results are common assessment methods. Through the results of the work can evaluate the
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process of training and development can achieve the objectives and outcomes set out earlier or not. Analysis results can work comparable benefits cost money for training and development..
2.2.4.5 . Evaluate the effectiveness of training
The essence of effective evaluation is to compare the results obtained after training with training costs to determine the economic efficiency of the technical employees or professional staff. Wants to assess the economic efficiency of training required data and documentation necessary for training costs and the benefits obtained from their educational training methods, each type of training.
To assess the criteria required. The evaluation criteria can be applied separately for the technical training of employees as well as for the training of professional personnel, for each course (short term, long term) for each training method. The following criteria commonly used to evaluate the effectiveness of training:
Cost per 1 person / course
Can the cost of training a technical employees training method of formal schooling, or the next business class or training methods at the workplace. Likewise also the cost of training a professional staff.
The cost of training a technical employees including teacher's salaries (theory and practice); management costs; infrastructure costs ... Costs trained technical employees is different because depending on the length of the course; training methods and training quality. Assume the same time, the quality of training is equivalent training method that has lower cost means higher economic efficiency.
Employees productivity
Employees productivity, or the amount of product or volume of work completed a high after training than before to participate in training, the growth rate of employees productivity as quickly demonstrate higher economic efficiency in terms of other factors constant. Want to calculate this indicator to assess the implementation of the training work after a certain period of 3 to 6 months.
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Product quality or the quality of work completed after training
Product quality or the quality of work completed after training more often than before to participate in training. Effective training can be determined by comparing them.