Evaluation of Training . B.V.L.Narayana SPTM/RSC BRC. DEFINITION . Training
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Provision aimed at creating intentional learning processes To bring about semi permanent change in individuals –Knowledge, attitudes. Skills and habits (KASH)—behaviors With an intention To enhance performance on the job
Evaluation of training
Systematic collection of descriptive and judgmental information necessary to make effective training decisions
Is affected by
Need analysis, participation, other antecedent conditions, design and delivery and transfer of training
Transfer of training is defined as the degree to which trainees apply the knowledge, skills , and attitudes gained in training to their job ( Ford and weissbein 1997; Tannebaum and Yulk 1992; Wexley and latham 1991)
A growing body of research suggests that the use of a set of HR practices, including
comprehensive employee recruitment
selection procedures, compensation
and performance management systems,
information sharing, and
extensive employee involvement and training,
can improve the acquisition, development and retention of a talented and motivated workforce. These HR practices are usually referred to as high involvement, high commitment, or high performance work systems.
The theory of planned behaviour states that the most important determinant of a persons behaviour
is behaviour intent ( Ajzen 1991; Ajzen and Fishbien 1980; Fishbien and Ajzen 1975) and
that this intent is dependent upon His attitude, the pervailing norms and perceived behaviour controls.
Peoples attitudes towards their behaviour refers to the degree to which they are made favourable or unfavourable evaluations of behaviour in question.
subjective norms are perceived social pressures from significant others to perform or not to perform.
Perceived behavioral controls are the perceived ease or difficulty of performing a beaviour. more favourable the norms and attitudes, more favourable is te perceived beavioural controls and stronger the individual intention to perform the behaviour under consideration