Evaluation of training effectiveness is one of the fundamental aspects of training and development. Without proper evaluation of the effectiveness of training and development activities, it will be impossible to determine how well the program will achieve the stated target. The following criterion needs to be developed for the evaluation of training effectiveness:
1. Reaction Of The Participants
It is related with the feeling of the participants about the training and training methods. The reaction on such training content, process, method, etc. is measured at the end of each training activity. It brings all the participants upon a level of knowledge and experience. It is subjective rather than objective, because every participant is free to react on his/her own way.
2. Changes In Participant's Knowledge And Skills
The change in participant's knowledge and skills brought about by the implementation of training program is very important in order to evaluate the effectiveness of training. If the participants are imparted with specific knowledge and skills, the training is said to be effective.
3. Change In Participant's Attitude
Attitude is the belief or perception of an individual regarding a particular subject matter. This is another important criterion of evaluating training effectiveness. The changes in attitude and belief of employees will result in more desirable performance and behavior on actual workstation. Thus, managers are always concerned in bringing the change in employee's attitudes, beliefs and perception through the means of behavioral training.
4. Change In Job Performance
It is another useful criterion of evaluating training effectiveness. When an individual shows a different method of performing the job after attending a training program, it is said that the training has been effective.
5. Organizational Performance
This criterion indicates the improvement on overall performance of the organizational activities. It is concerned with improvements in job performance in terms of productivity and quality. The training should fulfill the organizational need such as reduced turnover, high productivity, quality output, improved labor relation etc. Hence, the training program should be organized basing on these aspects of organizational performance. The training seems to be effective only if it achieves its stated goals and objectives.