Evaluating Training against Business Criteria

Bramley, Peter; Kitson, Barry

doi:10.1108/03090599410054290

Cited by 36 publications

(34 citation statements)

References 2 publications

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“…This learning will apply on the job and to enhance the skills over a period of time. Different researchers present their views, they argued that the needs of training and development and their objective should be defined in terms of dynamic in behaviors and enhanced effectiveness on the side of organization, where groups and teams work instead of enhancement of in knowledge, skills and abilities (Bremley and Kitson, 1994). Many researchers argued training as investment for the growth of performance in the organization but some argued that training aim is to improve the attitudes, skills and knowledge of the employees on the job.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Private reasoning: as you see that the mean score of the private banks is less than the public banks mean score but these are also agree that the purpose of professional development in private banks is to update the services quality and research skills of the employees. 5 are helpful for the improvement of quality of services and to increase the research skills of employees so that they can develop new ideas regarding the banks goals and objectives. As mean and standard deviation are positive which intend that respondents are satisfied?…”

Section: Improvement Of Quality and Researchmentioning

confidence: 99%

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The Professional Development of Employees in Banks of Pakistan: A comparative study of public and private banks in Punjab Pakistan

Nawaz¹,

Shakoor²,

Pirzada³

2013

IJLD

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Abstract:The primary objective of the research was to determine the influence of Professional development of employee's knowledge, skills and experience by the Training. A phenomenon widely quoted in HR literature as professional development. To this end, the researcher initially identified twenty elements constituting professional developments of employees of banks in Punjab Pakistan. Subsequently, the magnitude of influence of each constituent elements of professional development in different functional areas of banking operations was analyzed. Co-deductive method of research was followed. The instrument of data collection was a questionnaire comprising many items which measured perception of respondents about the level of different variables ( improvement of quality of research, orientation of new employees, solution of organization problems, preparation of staff for promotion, provision of personal growth of employees, sufficient time of training, adequate schedules of training, effective contents of training, highly competent trainers and adequate provision of training material) available to them in the training environment. Besides, the questionnaire measured perception about degree of Training in most important areas of banking operations. Sample size of this research consisted of 100 bank officers of 7 banks with 20 branches located in Bahawalpur. Data was collected by personal contacts. All twenty variables showed significant t-results. Additionally the strength of relationship was measured by the help of Mean and standard deviation at 0.05 significance level. The study brought out a number of important findings which necessitated formulation of HR initiatives for bringing about tangible improvement in professional developments at banks that will eventually enhance levels of training.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Improvement Of Quality and Researchmentioning

confidence: 99%

The Professional Development of Employees in Banks of Pakistan: A comparative study of public and private banks in Punjab Pakistan

Nawaz¹,

Shakoor²,

Pirzada³

2013

IJLD

View full text Add to dashboard Cite

show abstract

“…For example, Kirkpatrick (1977) confirms that the usefulness of stage one evaluations is dependent upon the honesty of the learners who complete the questionnaire. There is also the potential issue of social desirability especially if not completed in private (Darby, 2006) and a risk that the evaluation focuses too heavily on enjoyment, reflected in the use of 'happy sheets' (Bramley and Kitson, 1994), rather than on how useful the training has been (Hamblin, 1974). Stage two evaluations provide learners with the opportunity to evaluate their training and to identify how they believe their behaviours might change.…”

Section: <Insert Table One Here>mentioning

confidence: 99%

Evaluating training and development in UK universities: staff perceptions

Robson

Mavin

2014

European Journal of Training and Development

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Purpose – This paper aims to analyse individual experiences of learning evaluation in UK Higher Education Institutions (HEIs) and identify areas for improvement as part of an HEFCE LGM funded project. Design/methodology/approach – Eight focus groups were included in two universities with staff in similar roles. After transcription, the data were analysed using template analysis to identify and compare key themes from across both universities. Findings – The context of UK higher education is clearly important due to the diverse job roles and on-going sectoral changes. Three key themes emerged; first was a lack of clarity from the learners on learning evaluation. The second key theme centres on the format, method and timing of capturing evaluation data and the perception that a “one size fits all” approach is not appropriate. The third finding suggests that line managers do not currently fulfil their critical roles in the process. Research limitations/implications – Small number of research participants and a focus on two universities. In addition, participants were relying on their memories of past evaluation experiences. Practical implications – Ensuring learners understand reasons for evaluating their learning is important. HEIs should utilise a more diverse range of tools at the design stage to collect evaluation data. All stakeholder roles need to be clarified, and line managers require additional support. Originality/value – First, we address a gap in the existing sector-specific literature identified by Burgoyne et al. (2009) who contend that there is a lack of research in this area. Second, we contribute to the development of research in the journal by analysing evaluation from the perspective of the participants, and third, we offer recommendations for practice.

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“…A review of literature focused on the evaluation of training programs indicates that a number of Business and Economic Research ISSN 2162-4860 2013 www.macrothink.org/ber 165 companies have supported a wide variety of procedures and analyses to evaluate training (Bedingham, 1997;Bramley & Kitson, 1994;Clements & Josiam, 1995;Kirkpatrick, 1994). Researchers (Rae, 2010) suggest there are many different ways to assess training and learning.…”

Section: Literature Reviewmentioning

confidence: 99%

Exploring Insights of an Evaluation of a Meteorology & Oceanography Program for Training Navy Officers

Aaberg¹,

Thompson

Shaffer³

2013

Business and Economic Research

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The evaluation of training programs to determine effective strategies for improving performance is a priority in business and military environments. Improved performance is a paramount interest for organizations dependent on training for preparing employees. This evaluation study consisted of a one-group pre-posttest quantitative research design with N=45 participants completing a pre-assessment prior to entering the Basic Oceanography Accession Training course and a posttest assessment upon completion of the course. Study participants were comprised of Navy officers who had earned at least a baccalaureate degree prior to beginning the program and their major academic focus was one or more of the following areas:

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Evaluating Training against Business Criteria

Abstract: Fundamental changes are required in existing assumptions about the purpose and design of training.

Cited by 36 publications

References 2 publications

The Professional Development of Employees in Banks of Pakistan: A comparative study of public and private banks in Punjab Pakistan

The Professional Development of Employees in Banks of Pakistan: A comparative study of public and private banks in Punjab Pakistan

Evaluating training and development in UK universities: staff perceptions

Exploring Insights of an Evaluation of a Meteorology & Oceanography Program for Training Navy Officers

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