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Evaluation Practices. Training providers flourish starting 1992 with the passing of HRD Act The Act requires companies to contribute 1% of monthly payroll to HRDF to be used for employees training by registered training providers
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Evaluation Practices • Training providers flourish starting 1992 with the passing of HRD Act • The Act requires companies to contribute 1% of monthly payroll to HRDF to be used for employees training by registered training providers • In 1999 there were 300 registered training providers with Ministry of Human Resource
Evaluation practices found to be unsystematic, informal and ad hoc • It included all form of evaluation approaches (methods of data collection) • The most commonly used approaches were: Trainee feedback, Interview, Performance analysis, Reaction form, Survey, Document Review, Supervisor, Competency test, and Site visit
Majority of the training providers: Evaluated their training immediately after the training programs completed • The findings show some form of formal, but not systematic, and comprehensive evaluation • Clients (companies) to some extent did require formal evaluation • The training providers’ commitment towards evaluation was moderate
Conclusions • Did the providers serious about evaluation? • Did they understand the importance of evaluation? • What was the important consideration to embark on evaluation • Did the evaluation approaches appropriate?
What were the reasons for the immediate increase in the numbers of training providers? • Who are the training providers in Malaysia? • Why companies employed outside training providers?
