Give at least four reasons why an organization should evaluate the training they provide.
What will be an ideal response?
To make decisions about the future use of a training program or technique (e.g., continue, modify, eliminate). 2. To compare the costs and benefits of training versus non-training investments, such as work redesign or improved staffing. 3. To do a comparative analysis of the costs and benefits of alternative training programs. 4. To make decisions about individual trainees (e.g., certify as competent, provide additional training). 5. To contribute to a scientific understanding of the training process. 6. To further political or public relations purposes (e.g., to increase the credibility and visibility of the training function by documenting success). At a broader level, these reasons may be summarized as decision-making, feedback, and marketing (Kraiger, 2002). Beyond these basic issues, we also would like to know whether the techniques used are more efficient or more cost-effective than other available training methods. Finally, we would like to be able to compare training with other approaches to developing workforce capability, such as improving staffing procedures and redesigning jobs.
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