Training Evaluation and the Transfer of Training

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Training Evaluation and the Transfer of Training
Genoveva Gonzalez-Jaquez
MAN4350 370187
September 22, 2012
Professor Willie R. Williams

ABSTRACT
After companies determine through their HR departments that their employees need training to strengthen or acquire certain knowledge, attitudes and skills inherent in the successful development of a particular job, the next step would be to determine what type of training is better suited to the needs of the company. In addition, they should determine where, when and under what conditions they should be conducted. However, more frequently managers and supervisors are the first hurdles that a company must overcome for healthy training implementation. Many managers and supervisors consider training as something that should be implemented within the organization because of superiors' mandate, but in which they do not have any expectations about possible outcomes or achievements, or simply because they perceive it as a threat. From this explanation, can deduce that if training process is unnecessary, much more the evaluation process. If there is no added value in training, there will be not reason of evaluation. This research analyzes some important journal articles showing the results of the investigations carried out in certain colleges, whose objective was to determine the possible relationship between employee attitudes and levels of effectiveness of training. The research results suggest that training effectiveness can be determined by evaluating the formation and implementation of a system to consistently evaluate the results of the training and how that transfer of training is implemented in workplaces. Both the evaluation of training and how that training is transferred to the workplace are strategic because they allow determining the benefits that organization which covers the costs, gets from the training. Keywords: training, evaluation of training, transfer of training, training effectiveness

Training Evaluation and the Transfer of Training
Job analysis is a summary of a job’s tasks and the knowledge, skills and abilities required for a suitable performance. Companies, through their human resources departments, carry out the process of selecting candidates, seeking candidates who best meet the requirements of the job. With this selection carefully and detailed, companies seek to optimize the goods and services they offer, which makes the process of selection of employees of vital importance. The human resources department evaluates the performance and quality of employees and often detects problems caused by lack of training. They must then determine what type of training would be the best solution to the deficiencies of either employees or the organization. These training processes are designed to improve knowledge, attitudes, and skills of employees, trying to make a difference in their overall performance, or to solve problems related to organizational objectives, operational, administrative or planning. The goal is to improve the performance of employees in general, seeking to create a positive impact on public taste and achieve greater productivity. There are many methods used by companies to train their staff. Among the most used include training in the same workplace, conferences, classroom training, distance learning, closet-circuit television, among others. The purpose of this research is to determine how to carry out the evaluation of the training and how it does the transfer of training to the workplace. The purpose of the training is to develop employees KSAs, therefore it is healthy that employees know they can make a career in the business and have a desire to do so. The training evaluation seeks to determine the effectiveness of training and its impact on the development of company's human capital. By evaluating training companies get feedback that makes it possible to determine whether the training was well designed and executed, and to...
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