EVALUATION OF REACTIONS OF EMPLOYEES OF QUALITY TRAINING PROGRAM
The systematic monitoring and evaluation of training programs is becoming increasingly important activity of human resource management, especially in terms of comparing the financial benefits and costs of implementation. In addition to general agreement about the necessity of this type of assessment, the problem essentially boils down to identifying and implementing the most effective techniques. The most frequently used criteria for evaluating the quality of the training program are contained in Kircpatric model, whereby evaluating the reaction of employees (the first level models) ranks among the most popular and frequently used forms of evaluation only the quality of training. The paper identified three key prerequisites of general training, employee satisfaction: perceptions of employees regarding the effectiveness of training programs, the ability to apply acquired knowledge and skills at work, as well as evaluating the performance of trainers (educators). These factors contribute significantly to shaping the general impression of employees, with the possibility of applying the acquired knowledge and skills at work has the strongest impact on the quality of training programs.
2. Gainey, T.W., and Klaas, B.S. (2003), ‘The Outsourcing of Training and Development: Factors Impacting Client Satisfaction,’ Journal of Management, 29, 2, 207– 22
3. Giangreco, A., Sebastiano, A., Peccei, R. (2009), “Trainees’ reactions to training: an analysis of the factors affecting overall satisfaction with training, The International Journal of Human Resource Management Vol. 20, No. 1, , 96–111.
4. Gomez-Mejia, L., Balkin, D., Cardy, R, (2004), Managing Human Resources (4th ed). New Jersey: Pearso
5. Kirkpatrick, D.L. (1967), ‘Evaluation of Training,’ in Training and Development Handbook, eds. R.L. Craig and L.R. Bittel, New York: McGraw-Hill, pp. 87 – 112
6. Kirkpatrick, D.L. (1996), ‘Invited Reaction: Reaction to Holton Article,’ Human Resources Development Quarterly, 7, 1, 23 – 25
7. Mann, S., and Robertson, I.T. (1996), ‘What Should Training Evaluations Evaluate?’ Journal of European Industrial Training, 20, 9, 14 – 20.
8. Olsen, J.H. (1998), ‘The Evaluation and Enhancement of Training Transfer,’ International Journal of Training and Development, 2, 1, 61 – 7
9. Patrick, J. (2000), ‘Training,’ in Introduction to Work and Organizational Psychology: a European Perspective, ed. N. Chmiel, Oxford: Blackwell Publishing, pp. 100– 124.
10. Towler, A.J., and Dipboye, R.L. (2001), ‘Effects of Trainer Expressiveness, Organization, and Trainee Goal Orientation on Training Outcomes,’ Journal of Applied Psychology, 86, 4, 664– 673.
Copyright (c) 2011 BizInfo (Blace) Journal of Economics, Management and Informatics
This work is licensed under a Creative Commons Attribution 4.0 International License.