Evaluation of Training Methods for Professionals in the Workplace The evaluation of training methods for employees depends on specifics of their professional activity. It is crucial to understand the purpose of such evaluation, as it will allow managers to choose the right evaluation method. Also, applying the proper evaluation strategy guarantees that its direct consequences can be anticipated, prior to when they take place on practical level. There are three employees characteristics that get to be evaluated during their training professionalism, communicability and adaptability. The professionalism used to be the most important one, up until recently. Still, the dynamics in todays global economy require every potential employee being able to continuously improve its performance and to work on raising its educational level.
This is because the economic reality of post-modern era is getting increasingly harder to fit into classical formulas. The best example is computer industry no matter how professional is the employee at the time of hiring, he will still be of no value, unless hes willing to continuously learn as he works. Nevertheless, the professionalism still remains a very important subject of employees training evaluation. The best way is to insure that the level of professionalism remains high during the process of training is to apply a so-called progressive monitoring. This term stands for reviewing the quality of employees performance on monthly basis. If the training process is effective, it will result in increased quality of professional performance.
The Term Paper on Types and Significance of Evaluation of Training Program
Types and significance of evaluation of training program INTRODUCTION Training is vital for any and every organization. With the changing socio-economic and technological relevance of training, the definitions, scope, methods and evaluation of training program have also changed. One of the earlier classic definitions of training is ‘bringing lasting improvement in skills in jobs’. The present day ...
There are two ways of such employees appraisals that are being used now formal and informal ones. I personally think that the informal appraisal methods are more useful, as recent social studies show that personnel efficiency also depends of what kind of working environment is established in every particular company. Nevertheless, formal appraisals might come in handy in situations when companys workers are not required to work as a team. But even then, the appraisal will have to be totally deprived of any irrational questions, when all that matters is quality of employees performance. Under no circumstances members of personnel can have doubts that the rate of their promotion depends on any other factors, except the professional ones. Employees communicability is another important factor that needs to be considered, during the process of training. In recent times, many companies deploy a new strategy, when it comes to hiring new personnel and raising its professional level.
The example of many American retail companies that use a weekly lunches and “wacky follow-up sessions” as replacements for first-round job interviews, is very representative in this respect. There seems to be only one concern involved with this method of screening whether persons ability to mingle can substitute for his professional qualities. As practice shows, an excessive promotion of team spirit in every company, serves as the ultimate mean of making additional profits at the expense of employees. During their training, the employees in such companies are required to continuously improve their skills of social interaction. Apparently, possessing such skills is more important than being familiar with standard selling procedures The good illustration is McDonalds, where training of employees is inseparable from their professional functioning. Although, such training method is usually regarded as progressive, it nevertheless raises many questions. Companies that actively practice innovative training methods claim that their foremost concern is making it easier for candidates to enroll.
The Business plan on Training And Developement Learning Employee Employees
... consist of classroom training, whereas numerous employee development courses offered by professional organizations, trade ... if we consider and treat our personnel as 'skills performers'? However, we ... our duty is to share with employees' company goals, market, industry and business information ... been reached or not. Developing the training methods and materials. Implementing the training.Evaluating ...
Still, what theyre really after is the most efficient exploitation of their workers. A so-called training through work method can only be effective when applied to unprofessional personnel. As a matter of fact, such employees receive very little actual training; therefore we can say that this training method is only applicable under special circumstances. As practice show, any attempts to bring politics into the field of professional training are bound to failure. There are many examples of companies returning to an old fashioned training methods, after having learned in the hard way that promoting diversity at workplace is not necessarily beneficial. The third training method is when emphasis is being put onto increasing workers flexibility and adaptability. Along with acquiring actual knowledge, they are also being taught how use it in the best possible way, according to the specifics of every particular moment.
The ability to improvise is very important to the middle managers, as only this will allow them to come up with effective executive decisions. The flexibility training is meant to insure that workers comprehension of their professional duties can never attain a dogmatic status. As it being said earlier, very often the classical definitions in the field of economical and organizational activity cannot be used any longer, because of rapidly changing objective realities. It is very important for every innovative company to provide flexibility training to its personnel. Only this can guarantee that they will remain competitive in the future. All three approaches to the training of professionals require the deployment of progressive promotion strategies. Workers need to be encouraged to work on raising their professional level, as this will automatically lead them towards promotion.
In order to achieve this, their professional appraisal has to be conducted on regular basis. Also, employees need to be aware of a strategic goal of their training. This will help them to choose a proper attitude towards every educational activity in particular. It appears as very counter-productive to use the elements of politics, when it comes to training professionals. The most fundamental principle of economy is making profit. When it is being gradually replaced with something else, it is only the matter of time before barter will again become the basis of economic relations between people. Applying innovative training methods is only justifiable if it leads to certain economic benefits. But if its done to appease the watchdogs of political-correctness, then the prospects of company that apply such method, cannot be considered as very promising. Every commercial enterprise and public organization has to strive towards having professionalism, communicability and adaptability being organically combined in their employees.
The Essay on Training Delivery Methods
Gives employees the flexibility to decide on when they wish to participate in training without being constrained by the time factor. Training can begin at any point throughout the year, at any time during the day, and from any location, without decreasing the human resource capacity of the organization. Advantages and disadvantages of nine mediated instructional approaches Books & Journals – ...
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