TRAINING EVALUATION AND IT,S TECHNIQUE

A CASE STUDY : ON TATASKY

TRAINING

• Training may be defined as the systematic acquisition of skills, rules, concepts, attitudes that should result in improved performance of the trainee (Aamodt, 2007;Goldstein and Ford, 2002).Training is vital for various reasons for every employee of the organisation for the new process implemented or if the employee is new to that particular process. Employees selected for a particular job often need to get appropriate knowledge and skills about the work to be done. It always helps an employee to know about the organization process,

EVALUATION• Evaluation can be defined as a systematic way of

valuation which ultimately gives the necessary information required for the continuous improvement and the growth. Although, in current scenario professionals are not much bothered about knowing how many new employees had undergone training, and how much they liked it and what they have learned through the training.

TRAINING EVALUATION• The term training evaluation is described as a systematic

anthology of descriptive as well as judgemental information needed to take effective training decisions related to the selection, adoption, value and modification of various instructional activities involved in training (Werner & De-Simone, 2006).

• This definition mentions not only descriptive but also combined available information. Training evaluation is also necessary in order to understand and ensure that the information and material shared with the team is useful as well as appropriate (Merwin, 1992). Evaluation of the training is the resource generally used to decide the value of it.

REASONS FOR EVALUATING TRAINING

• Companies are investing millions of dollars in training programs to help gain a competitive advantage.

• Training investment is increasing because learning creates knowledge which differentiates between those companies and employees who are successful and those who are not.

STEPS OF TRAINING EVALUATION

Step 1: Identify the Purposes of Evaluation. Before developing evaluation systems, the purposes of evaluation must be determined.Why do we want to evaluate training programs? Step 2: Select Evaluation Method.Kirkpatrick’s four levels of evaluating training programsReaction, learning, behavior, and result Step 3: Design Evaluation ToolsQuestionnairePre/Post TestImpact Survey Step 4: Collect DataWho, when, how to collect data? Step 5: Analyze and Report ResultsEvaluation data analysisReporting

BENEFITS OF TRAINING EVALUATION• Improved quality of training activities.• Improved ability of the trainers to relate

inputs to outputs.• Better discrimination of training activities

between those that are worthy of support and those that should be dropped.• Better integration of training offered and on-

the job development.• Better co-operation between trainers and

line-managers in the development of staff.• Evidence of the contribution that training

and development are making to the organization.

TRAINING TECHNIQUES• Icebreaking techniques:-

Icebreaking techniques are used in training programmes, especially at the beginning, in order to promote interaction among participants and resource persons. Icebreaking is also useful for reducing shyness and lack of confidence among participants. If successfully applied, icebreaking can make participants more enthusiastic and willing to take part in the training activities.

• Energizer techniques:- Energizers are very useful techniques for physically and

mentally stimulating participants to resume training activities. Energizers are useful at the end of a long session to refresh participants so that they can take part in the next session. Energizers can be used during a long session to reduce boredom and monotony.

A Case Study Approach for Evaluation ofEmployee Training Effectiveness and Developmen Program on TATA SKY

ABOUT TATA SKYTata Sky is a satellite television provider that has redefined the television viewing experience for thousands of families across India. PROBLEM Executives observed the following types of behaviors: • People avoided each other instead of confronting problems. • Employees returned from meetings with other functions complaining about the list of unrealistic projects they were being asked to accomplish. • Team problems were being escalated to high-level executives rather than being resolved at an earlier stage.Top executives requested evaluations on all 120 managers in the company. They were assessed on fourteen competencies, and the one that was found lacking was “communicating productively.” Many managers responded that they had “no inclination to communicate,” and could not dialogue effectively. “We decided to attack this gap with a constructive measure,” Lehal said. “We knew we wanted a new intervention—the only concern was that we choose the right one.”

THE TRAINING COURSE After perusing dozens of training courses, Tata Sky learning and development team led by Bhaskar Bhattacharya, vice president of learning and development, piloted three different workshops conducted by external trainers. Based on feedback and results, they chose to move forward with VitalSmarts Crucial Conversations Training.The tests and exercises were effective at engaging participants. He also liked how the action items required by the course helped each participant customize the principles to their specific needs. Based on the course’s value, Lehal was able to secure executive approval by demonstrating how the results would lead to a return on investment.

RESULTS

• Two teams had been struggling to cooperate. One reported that the other had been “moving to silence” and withholding their point of view, but is now “stepping up to crucial conversations.”• The head of a service function was so impressed by the word-of-mouth on the course among his managers that he asked Lehal to conduct it for his senior team of general managers and vice-presidents.• On a personal level, employees have shared with Lehal that the course has helped them sort out communication problems with their parents left behind when Tata Sky moved them to a new city. Or with their teenagers—certainly a challenge that transcends culture.

THANK YOU