Hello everybody,
I am doing my MBA from India. I am in 2nd year and interested in conducting research followed by a research paper in the subject of training and development. I have thought of "imparting behavioral training and its evaluation" as my topic. I need some inputs on this subject. Does this topic hold enough relevance? Is this topic worth researching? Will I be able to collect primary and secondary data easily? Can you suggest some other problems presently faced by training managers?
I am eagerly awaiting your response.
From India, Shamli
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2I am doing my MBA from India. I am in 2nd year and interested in conducting research followed by a research paper in the subject of training and development. I have thought of "imparting behavioral training and its evaluation" as my topic. I need some inputs on this subject. Does this topic hold enough relevance? Is this topic worth researching? Will I be able to collect primary and secondary data easily? Can you suggest some other problems presently faced by training managers?
I am eagerly awaiting your response.
From India, Shamli
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Hi Tanushree,
It's a great topic you have chosen..surely you would learn a lot in the process..
Inputs:-
"Training is the systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience
Level 1 — Reaction — at this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of immediate customer satisfaction. The following guidelines suggested by Kirkpatrick (1994) for evaluating reactions are:
• Determine what you want to find out.
• Design a form that will quantify reactions.
• Encourage written comments & suggestions.
• Get 100% immediate response.
• Get honest responses.
• Develop acceptable standards.
• Measure reactions against standards, and take appropriate action.
• Communicate reactions as appropriate.
Level 2 — Evaluating learning — this level obtains information on the extent to which learning objectives have been obtained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and, as appropriate, the extent to which attitudes have changed in the desired direction. So far as possible, the evaluation of learning should involve the use of tests before and after the programme — paper and pencil or performance tests.
Level 3 — Evaluating behaviour — this level evaluates the extent to which behaviour has changed as required when people attending the programme have returned to their jobs. The question to be answered is the extent to which knowledge; skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place before and after the training. Time should be allowed for the change in behaviour to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behaviour and the application of knowledge and skills have been achieved.
Level 4 — Evaluating results — this is the ultimate level of evaluation and provides the basis for assessing the benefits of the training against its costs.
The evaluation has to be based on before and after measures and has to determine the extent to which the fundamental objectives of the training has been achieved in areas such as increasing sales or increasing customer satisfaction. Evaluating results is obviously easier when they can be quantified. However, it is not always easy to prove the contribution to improved results made by training as distinct from other factors and as Kirkpatrick says "Be satisfied with evidence, because proof is usually impossible to get"
Yes the topic is worth a research..
Surely you should get the information & be able to collect both the primary & secondary information..
Problems faced by Training Managers:-
* Constant follow up the process in before & after evaluation.
* Some managers regard it as paper filling exercise!! they haven't realised the importance of change..
* Disregard by the superiors on this issue
* Lack of interest by the participants
Hope this helps..
Have a great day!!
Cheers,
Rajat Joshi
From India, Pune
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It's a great topic you have chosen..surely you would learn a lot in the process..
Inputs:-
"Training is the systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience
Level 1 — Reaction — at this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of immediate customer satisfaction. The following guidelines suggested by Kirkpatrick (1994) for evaluating reactions are:
• Determine what you want to find out.
• Design a form that will quantify reactions.
• Encourage written comments & suggestions.
• Get 100% immediate response.
• Get honest responses.
• Develop acceptable standards.
• Measure reactions against standards, and take appropriate action.
• Communicate reactions as appropriate.
Level 2 — Evaluating learning — this level obtains information on the extent to which learning objectives have been obtained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and, as appropriate, the extent to which attitudes have changed in the desired direction. So far as possible, the evaluation of learning should involve the use of tests before and after the programme — paper and pencil or performance tests.
Level 3 — Evaluating behaviour — this level evaluates the extent to which behaviour has changed as required when people attending the programme have returned to their jobs. The question to be answered is the extent to which knowledge; skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place before and after the training. Time should be allowed for the change in behaviour to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behaviour and the application of knowledge and skills have been achieved.
Level 4 — Evaluating results — this is the ultimate level of evaluation and provides the basis for assessing the benefits of the training against its costs.
The evaluation has to be based on before and after measures and has to determine the extent to which the fundamental objectives of the training has been achieved in areas such as increasing sales or increasing customer satisfaction. Evaluating results is obviously easier when they can be quantified. However, it is not always easy to prove the contribution to improved results made by training as distinct from other factors and as Kirkpatrick says "Be satisfied with evidence, because proof is usually impossible to get"
Yes the topic is worth a research..
Surely you should get the information & be able to collect both the primary & secondary information..
Problems faced by Training Managers:-
* Constant follow up the process in before & after evaluation.
* Some managers regard it as paper filling exercise!! they haven't realised the importance of change..
* Disregard by the superiors on this issue
* Lack of interest by the participants
Hope this helps..
Have a great day!!
Cheers,
Rajat Joshi
From India, Pune
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Hi Rajat,
Accept my apologies for replying late. First of all, HAPPY NEW YEAR, and thanks for this information. This will be of good use to form the basis of my study. Please guide me on one more thing.
Although every industry imparts behavior (soft skills) training, what industry will be the best for this study? I have thought of FMCG; about 3-4 of them would be good. Do you differ from me in opinion?
From India, Shamli
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Accept my apologies for replying late. First of all, HAPPY NEW YEAR, and thanks for this information. This will be of good use to form the basis of my study. Please guide me on one more thing.
Although every industry imparts behavior (soft skills) training, what industry will be the best for this study? I have thought of FMCG; about 3-4 of them would be good. Do you differ from me in opinion?
From India, Shamli
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Hi Tanu,
Accept my apologies for replying late. First of all, HAPPY NEW YEAR, and thanks for this information. This will be of good use to form the basis of my study. Please guide me in one more thing.
We wish you a very Happy New Year!!
Although every industry imparts behavior (soft skills) training, what industry will be the best for this study? I have thought of FMCG; about 3-4 of them would be good. Do you differ from me in opinion?
Apart from FMCG, do consider BPOs who lay a lot of emphasis on soft skills training. In my suggestion, take 3-4 companies from the following industries:
- FMCG
- BPOs
- IT
- Manufacturing
This would definitely give you a wider perspective of the industries on this aspect.
Good luck. Cheers,
Rajat
From India, Pune
Acknowledge(0)Amend(0)
Accept my apologies for replying late. First of all, HAPPY NEW YEAR, and thanks for this information. This will be of good use to form the basis of my study. Please guide me in one more thing.
We wish you a very Happy New Year!!
Although every industry imparts behavior (soft skills) training, what industry will be the best for this study? I have thought of FMCG; about 3-4 of them would be good. Do you differ from me in opinion?
Apart from FMCG, do consider BPOs who lay a lot of emphasis on soft skills training. In my suggestion, take 3-4 companies from the following industries:
- FMCG
- BPOs
- IT
- Manufacturing
This would definitely give you a wider perspective of the industries on this aspect.
Good luck. Cheers,
Rajat
From India, Pune
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hi rajat, sir, do you suggest me to take up one company in each of these 4 sectors or 3-4 companies in each sector...that means about a 12 of them.....????
From India, Shamli
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From India, Shamli
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Hi Tanu,
"Sir, do you suggest me to take up one company in each of these 4 sectors or 3-4 companies in each sector...that means about 12 of them...?"
Please address me as Rajat, as in this forum, we all are students and we all learn from each other, which is the preamble of citehr.com!!
Yes, 12 companies would help you to understand the broad perspectives for each sector, and one would learn about the different practices.
Cheers,
Rajat
From India, Pune
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"Sir, do you suggest me to take up one company in each of these 4 sectors or 3-4 companies in each sector...that means about 12 of them...?"
Please address me as Rajat, as in this forum, we all are students and we all learn from each other, which is the preamble of citehr.com!!
Yes, 12 companies would help you to understand the broad perspectives for each sector, and one would learn about the different practices.
Cheers,
Rajat
From India, Pune
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Hi Rajat,
As you mentioned handling 12 companies, will I be able to submit the report at the end of 3 and 1/2 months? Is that feasible? Even if I plunge headlong, this means approximately one week per company (along with my classes). Will I be able to do justice to the study? 🤔
From India, Shamli
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As you mentioned handling 12 companies, will I be able to submit the report at the end of 3 and 1/2 months? Is that feasible? Even if I plunge headlong, this means approximately one week per company (along with my classes). Will I be able to do justice to the study? 🤔
From India, Shamli
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Hi Tanu, Yes, why not?...well it’s upto you as how you want to do that..perhaps you can limit to 2 companies per industry to balance your academics.. Cheers, Rajat
From India, Pune
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From India, Pune
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Hi Martin,
Thanks for the links. I'll go through them carefully as they have loads of material.
"The most important is that the only difference between two organizations operating in the same commercial and labor markets, utilizing many of the same equipment and processes (e.g., financial services, manufacturing, steel production, transportation, etc.) is how their people behave." This gives an idea of how to compare companies falling under the same industry.
Can you suggest some statistical tools for comparing industries with respect to their evaluation programs that could be used in my research?
Regards,
Tanu :)
From India, Shamli
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Thanks for the links. I'll go through them carefully as they have loads of material.
"The most important is that the only difference between two organizations operating in the same commercial and labor markets, utilizing many of the same equipment and processes (e.g., financial services, manufacturing, steel production, transportation, etc.) is how their people behave." This gives an idea of how to compare companies falling under the same industry.
Can you suggest some statistical tools for comparing industries with respect to their evaluation programs that could be used in my research?
Regards,
Tanu :)
From India, Shamli
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Training and Development.doc
Special Issues in Training and Development - PPT 10.ppt