Training and Development evaluation in Human Resource Management Essay

Training and Development evaluation in Human Resource Management - Essay Example 2-3; Dransfield, 2000, p. 4-5). In HRM, training and development is meant to boost the performance of the workforce. The employees are put through a learning process that would assist them to acquire valuable knowledge, help them to improve their skills, rules, and concepts, by changing their attitude and their behaviour to work in the organisation. It is also called human resource development, learning and development or training and development (Rao, 2009, p. 8-11; Talwar, 2006, p. 1-3). In Human Resource management there are various different aspects, but this study aims at evaluating only training and development function of HRM and its significance in the organisation. The motive is mainly to study the magnitude of training and development and the various theories which different authors have stated to explain them. This will assist in capturing different point of view regarding training and development in the organisation. The study would also include the different types of tra ining methods which organisations generally utilise to coach their employees. This would assist in understanding the real life usage of the theories stated by the authors. Training assists in improving the knowledge and prepares the employees for new upcoming challenges. It is very important to train the employees to compete in the global challenges. According to Hamblin (1974), the evaluation process of training and development is an effort to gain information on the training process and the results of training on the employees. This is done to estimate the value that the training process has generated for the employer as well as for the employees. Wexley and Baldwin (1986) described that the training evaluation process is a system of gathering and studying the information so as to understand the ways to utilise the human resources in the best possible manner and achieve the mission, vision and objectives of the organisation. Previously the training and development processes were c riticized because of the lack of proper evaluation process (Mathison, 2004, p. 221). The yearly fixed targets were set for training and it was delivered accordingly, but none of them bothered to evaluate the results. So neither the positive effect of training was revealed nor was the negative aspects scrutinized and changed. No feedback system was there to take the opinion of the trainee employees, so improvement in the training process was not possible (Saks and Haccoun, 2011, p. 15-17). When it is the participants who decide and plan the training and development programs, it turns out to be a success because they know what they need to learn and what they already know about. So focusing accordingly on those areas in the training schedule is relevant. This is because training is indispensible for achievement and increasing productivity (Cornelius, 2001, p. 82-84). Training evaluation is a systematic process of analyzing and collecting the information regarding the programmes in tra ining. This is utilized by the human resource and training managers to plan and take decision regarding the effectiveness, relevance and the impact of the various components of training (Raab, Swanson, Wentling, and Dark, 1991). Since the companies nowadays are making huge investments for development and training, so training is no more a negligible issue in organization. For the employees in the organization,