Page 356 - F1 - AB Integrated Workbook STUDENT 2018-19

Chapter 22

4.2 Training and development as a step-by-step process

Identification of training needs

Formal training needs analysis (TNA)

Performance appraisal

Observation

Organisational strategy

Setting objectives for training:

Programme design and delivery (can include formal training courses, mentoring,
coaching, computer-based learning, self-managed learning, lectures, discussions
business games, case studies and role play)

Evaluation and validation of the training programme

It has been suggested that there are five levels at which evaluation can take place.

 Reactions of the trainees to the training

 Learning – new knowledge and skills required or changes in attitude

 Job behaviour – the extent to which training is being applied on the job

 Organisation – ways in which the functions of the organisation has changed

 Ultimate value – how the organisation as a whole has benefited

Whatever evaluation method is used, it should be done before, during and after the
event.

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