Impact of Training and Development on Employee Efficiency in Organization

Evaluation of Training and Development Programme One of the most nebulous and unsatisfactory aspects of training programmes is the evaluation of their effectiveness. Evaluation is any attempt to obtain information (feedback) on the effects of a training programme, and to assess the value of the training in the light of that information.  Training Evaluation is the application of systematic methods to periodically and objectively assess the effectiveness of training and development programmes in achieving expected results, their impacts, both intended and unintended, continued relevant and alternative or more cost effective ways of achieving expected results. Training Evaluation is the process of deep examination and analysis of: • Selecting measures, • Gathering information based on those measures, • Comparing what participants learn to some standard, goal, or expectation. Evaluation of Training Evaluation of training compares the post-training results to t

Importance of Training for Employee Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well. Training is given on four basic grounds 1.      New candidates who join an organization are given training. This training familiarizes them with the organizational mission, vision, rules and regulations and the working conditions. 2.      The existing employees are trained to refresh and enhance their knowledge. 3.      If any update and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing new equipment, changes in technique of production, computer implantment. The employees are trained about use of new equipment and work methods. 4.      When promotion and career growth becomes important. Training is given so that employees are prepared to share the r

Training and Development methods There are several T&D methods available. The use of a  particular method depends which method accomplishes the  training needs and objectives. Training methods can be classified  into two categories: I. On-the-Job Methods Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behavior. These methods do not cost much and are less disruptive as employees are always on the job, training is given on the same machines and experience would be on already approved standards, and above all the trainee is learning while earning. Some of the commonly used methods are: 1.   Understudy In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director (in a film). The subordinate learns through experience and observation by participating in handling day to day problems. Basic purpose is to prepare