Professional Documents
Culture Documents
Claveria
and methods to be used and the actual training and / or development method. It also covers the logistical aspects like venue, food, budget, equipment, resource persons, transportation, and participants. These should be properly attended to during the actual conduct of training. Training programs are done within the company or outside depending on the nature of program and the financial capability of the organization. These programs may be classified as technical which focuses on facilitating learning of competencies of employees knowledge and skills or behavioral which pertains to ensuring learning of competencies to workforce attitudes and habits.
managers stir and guide their companies to profitability, large sums of money are invested here to improve their capabilities.
Management development is designed to equip a person to better perform his duties in planning, organizing, directing, controlling, and coordinating the work of others, and to improve the performance of his assigned workers. Reasons for Management Training: - Vital link between management and workers - Most supervisors arose from the ranks with little or no training for management work. - Changes within supervisory and executor staff - Technological changes
Management Assessment Centers A system evaluating the management potential and development needs of an employee for promotion to higher position in management. It is also known as a professional development program or a leadership development technique because its main purpose is to clarify the participants developmental needs in preparation for management responsibilities. Its aim is to enable management to select employees with management potential to fill up vacancies in management positions.
Team Building Is a development process that helps or prepares organization members to work more efficiently or effectively in groups. It is designed to enhance individual team members problem-solving skills, communication, and sensitivity to others.
RESEARCH
Ascertaining relationship between acquired knowledge, transfer of knowledge at the work place, & training.
CONTROL
The training program because if the training is not effective, then it can be dealt with accordingly.
PURPOSE OF EVALUATION
POWER
Top management uses the evaluative data to manipulate it for their own benefits.
INTERVENTION
Helps determine that whether the actual outcomes are aligned with the expected outcomes
- Frequently encountered measure of consumer satisfaction. - Favorable reaction to a program is important for the on-going success of the program. - Reacts positively= more likely to have been engaged, more likely to make positive comments, and are more likely to return for future programs.
attitudes, knowledge and/or skills, and learning outcomes are a reflection of change in these areas attributable to program participation. - Evaluation focuses on achieving specific learning objectives, as defined by the program objectives.
- Focuses on the extent to which changes achieved during the training program are extended beyond the program to the workplace. - A program can achieve learning outcomes without achieving behavioral outcomes if there are insufficient rewards or work climate to maintain or enhance the changes achieved during the program.
- This represents the real world changes expected as a consequence of the program, such as: improved quality, more efficient procedures, better trained personnel; fewer audit exceptions, more consistent implementation of operating standards and procedures.
The various Methods of Training Evaluation are: - Observation - Questionnaire - Interview - Self diaries - Self recording of specific incidents