Measuring Effectiveness of Training Program

Topics: Human resource management, Training, Human resources Pages: 33 (6648 words) Published: November 3, 2010

Training and development is a process that entails a comprehensive assessment and methodical nurture of the employee’s potentialities keeping in mind, the company’s requirements and objectives. The purpose of training is to increase knowledge and skills for the job under consideration.

Training has always been an essential part of an organization’s efforts to recruit and effectively employ people on its ongoing processes. Training people to perform organizational task better is one thing and maintaining the organization as an ongoing system is another.

In fact, training may seem quite irrelevant at times but most empirical evidence upholds the case for training. In India, people spend approximately an annual sum of $45 billion on training. This is because training orients employees in the right direction i.e. aligns the moves and motives of the employees with those of the organization. Thus the organizational goals are aimed at increased productivity thereby reducing the chances of wastage. It is also of benefit to employees who can avail promotions faster on the basis of their increased efficiency due to training. Thus employee morale can be boosted by training. Human Resource function with the philosophy that each individual is unique and each individual has the capacity to perform. Through training, individual skills and knowledge are looked after.

In a very short period, training has mushroomed into a large scale activity. In industrially developed countries, training is a means to reduce obsolescence among people and organizations, in the face of relentless technological innovation. In developed countries, increased knowledge and skills are the latest resources that can be mobilized by training, without heavy demands on scarce capital and scarce foreign exchange.

The prime focus of the study is to evaluate the Effectiveness of Training Program at COSMOS, and evaluate employees’ opinion regarding the same.



“If you want to plan for a year, sow rice,
If for a decade, plant a tree, and
If for a lifetime, then train your manpower.”
- Chinese proverb

Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Dale S. Beach defines training as “the organized procedure by which employees learn knowledge and/or skill for a definite purpose.”

Training is indispensable managerial activity. Modern HR managers have become increasingly conscious about the training, to step up the rate of production, safety and to contribute to the effectiveness of the organization. When jobs were simple, easy to learn and was influenced to only smaller degree by technological changes, there was little need for employees to upgrade or alter their skills.

But the rapid changes taking place during the last quarter century have created increased pressure for organizations to re-adapt the products and services produced, the manner in which they are produced and offered, the types of jobs required and the type of skills necessary to complete these jobs. Thus, as jobs have become more complex, the importance of training has increased.

The main object of training of employees today is how to prepare them to meet the challenges facing the organization. In today’s organizations, developing skills and knowledge with relation to a particular job is not enough, but there is a need for an altitudinal change, a change in the mindset, and for developing multi-skills in the employees.


The success of every organization depends on the optimum utilization of the available resources. The resources available within an organization are human, financial, physical and informational. Human resources are unique and are needed to achieve organizational goals. Human resource department typically includes individuals equipped with a wide range of knowledge, skills and abilities, who perform jobs more fruitfully. Thus, the effectiveness of...
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