英语论文网

as their role to fulfil at some time at and every encouragement must be given to them to do so. All stakeholders need feedback. For employees it is important for their progress and advancement, for developers and designers it is needed on program design, for trainers it is necessary to check whether development is on the right path, facilitators require it to check whether delivery needs any adjustments, customer's need it whether the program is successful. Without such feedback, a program may not reach expectations (Armstrong, 2006). Evaluation is one way to provide that feedback, especially when it comes to employee training. 'Evaluation is a process of establishing the worth or value of something' (Rae, 2002). It is a procedure information gathering for making decisions regarding training practices (Sloman, 1999). Businesses apply evaluation of performance appraisal to assess employee effectiveness and work performance which can help in defining and developing training needs for the organisations. Many employee development programs not succeed to deliver the anticipated benefits.

Businesses can determine the problem areas by having a well structured measuring system in the companies (Mullins, 2007). The organizations need to take into account different aspects of the organizational context and future organizational plans before making any decision. Thus the process of evaluation is normally the one that provides information for decision makers, rather than actually making the decisions. The evaluation process normally effects usually the people view that are concerned with the training process or who are effected by it. Training evaluation will encourage employees to think that their future is being reviewed and the company considers their needs, other may assume it as important or else why would the organization spend resources on it. This may encourage close involvement, cooperation and coordination. Training evaluation may also help in improving quality of training activities which in turn results in greater benefits. As with customer satisfaction measurement, evaluating programs relating to training consumes valuable resources. Skilled and experienced professional are needed if an organisation has to measure the training effectiveness. Evaluation is not a singular exercise but an integral component of the training and development process, and should be responsibility of number of role holders in an organisation (Wilkinson et al. 2002). Evaluation process is initiated early in the training cycle, almost at the very beginning if training need analysis is seen as part of the evaluation process itself. Design of what, how and when the evaluation process should be integrated with the training must take place at the same time that the training itself is being designed (Wilson, 2006).

The organizations have to understand the need for evaluation. The reasons for training evaluation are to make sure the organization provides feedback on quality of training programs' design and delivery. Evaluation provides feedback to professionals who train employees, about the usefulness of certain activities. Organisations can find out whether training and other related goals are being achieved. It can assist in current program development and in the planning of future programs. The second most important 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。