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论文作者:meisishow论文属性:本科毕业论文 Thesis登出时间:2014-10-29编辑:meisishow点击率:14996
论文字数:6588论文编号:org201410271637483454语种:英语 English地区:美国价格:免费论文
关键词:TrainingDevelopment NatureSignificance培训职业性能
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For the effective evaluation of training programme the human resource manager should first, define evaluation criteria in consonance with the training objectives, right at the time of identifying the training objectives. Second, the manager should pre-test the performance level as well as the knowledge, skills and abilities (KSAs) of the designated trainees before training. Third, the trainees are put to training and learning experience according to the planned programme. Fourth, the trainees are tested at the training centers to evaluate their learning. Fifth, they are sent back to their workplaces to use their new skills and abilities at their jobs and their performance is assessed for the improvement. Last, their performance after the training is measured and compared with their pre-training performance, to judge whether the training has been able to bring about the desired improvement and whether the improvement is greater than the cost of training. Performance continues to be monitored subsequently too, to see that the improvement continues to manifest itself at work and behaviour and does not wane after a lapse of some time.
The Reaction Level: The trainees react to the training inputs i.e. form opinions and attitudes about the usefulness and interest of subject matter of training, the competence of the training instructor, the method of presentation, and their own enjoyment and involvement in training etc.
The Learning Level: The trainees acquire knowledge, skills and attitudes about the subject matter of the training which they are capable of translating into behaviour within the training situation.
The Job Behaviour Level: The trainees apply this learning in the form of changed behaviour back on the job.
The Functioning Level (Efficiency and Costs): The changed job behaviour affects the functioning of the firm. These changes can be measured by a variety of indices, many of which can be expressed in terms of costs.
Methods for Evaluating Effectiveness: On the basis of the above, the methods of training evaluation could be:
Reaction evaluation: The participants’ impressions about the training course in general and immediate specific inputs are measured during and after the training course through a questionnaire or discussion...
Learning Evaluation: It measures the degree of learning—knowledge, skill, ability, and attitude acquired through a post-training knowledge and practice test.
Job Performance Evaluation: It measures the post training transfer of learning to the job, reflected in performance and reported by the supervisor both in terms of the quality, quantity and cost of output but also knowledge, skill, ability and attitude (toward job, system and colleagues).
Cost-Benefit Evaluation: Evaluation on the basis of monetized total cost of the training and the benefits from the training in terms of increased outputs of better quality reflected in the sales revenue and savings in costs on account of better utilisation of machines and equipment, material and energy as well as development of new ide本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。