Approaches To Measure The Effectiveness Of Any Human Resources Training Program

By Author: Aarika Rastogi
Total Articles: 57
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Responsibility of any human resource department in an organization is to develop present work force in terms of quality and quantity of out put and to achieve this, various practices are in use like staff surveys and human resource training. This article is about the various methods to improve over the employee relation and to increase the productivity level of any human resource present in the organization. Human resource training and employee relations can be optimized basically in three phases. However this is not mandatory and depends over the need of training.

Before going to finalize some training for your employees you must understand the bottlenecks your employee face every day and what are the core areas of improvements your employees need to get trained. To do this help of staff surveys can be taken and this method is the proven best and is in use for years. In any staff surveys a questionnaire is prepared in which different types of questions are asked from the employees. Some of the questions are open ended while other may be objective and subjective also.

Many organisations do not include the practice ...
... sessions in their training programs and this results in low effectiveness of the training program. Many human resource training program cover technical skill sets and it is very important to have a practical demo on implementation of the same without proper practice employees get confused in applying theoretical knowledge gained in any human resource training program. Therefore it is very important to incorporate few practice sessions in any such training program.

Just giving any human resources training is not enough there must be a process to evaluate the effectiveness of training program is also very much required. Measuring the effectiveness of training programs gives a realistic idea of how effective the training program really has been for the employees. There are many models in the market to evaluate the effectiveness of any such program. Broadly any such training program can be evaluated on the following four measures - Reaction, Learning, behavior and result.

Reaction of the employees is very important factor and data on the reaction to any human resources training can be gathered by doing staff surveys. This step is also known as step measure of customer satisfaction ie. what employees feel after the training and how much motivated they actually feel. In learning phase it is measured that how effectively any training program has improved or changed competency of the employees in terms of positive attitude change, improved knowledge and/or increase in skills as a result of attending the program.

While behavior change is the most important thing to measure and this is the direct indicator about the implementation of any skilled gained by the training program. In this phase Human resource manager tries to identify that how much successfully a employee can implement the training program in the daily work procedures. This particular step is also helpful in increasing the employee relations also.

In the final result phase overall information on the above three phases in combined in order to make a comprehensive report on the effectiveness of any such training program. Some direct indicators like The various metrics it includes could be increase in production, decline in costs, reduction in employee turnover, higher profits and better employee relations are also in use to measure the final effectiveness of any such program.

HBA is a specialist workplace relations consultancy based in Canberra, ( http://www.hbaconsulting.com.au/ )human resources , workplace investigations service, ( http://www.hbaconsulting.com.au/workplace_relations_training.html ) hr consulting services, employment frameworks.