TRAINING EVALUATION PROCESS AT OIL INDIA LIMITED

MEANING:
The process of examining a training program is called training evaluation.
Training evaluation checks whether training has had the desired effect. Training
evaluation ensures that whether candidates are able to implement their learning
in their respective work places,or to the regular work routine.

EVALUATION OF THE PROGRAMME:

The last stage in the training & development process is the evaluation of the
result. Since huge sums of money are spent on training & development, how far
the programme has been useful must be judged. Evaluation helps to determine
the results of the training and development programme. In practise,however,
firms overlook or lack facilities for evaluation.

NEED FOR EVALUATION:

The main objective of evaluating training programmes is to determine if
they are accomplishing specific training objectives,i.e. correcting performance
deficiencies. The second reason for a valuation is to ensure that any changes in
the trainee capabalities are due to the training programme and not due to any
other condition.Training programmes should be evaluated to determine their cost
effectiveness. Evaluation is useful to explain programme failure, should it occur.
Finally, credibility of training and development is greatly enhanced when it is
proved that the firm has benefited tangibly from it.
 PRINCIPLES OF EVALUATION:
Evaluation of the training programme must be based on the following principles:

1. Evaluation specialist must be clear about the goals and purpose of

evaluation.
2. Evaluation must be continuous.
3. Evaluation must be specific.
4. Evaluation must provide the means and focus for trainers to be able to
appraise themselves, the in practises,and their products.
5. Evaluation must be based on objective methods and standards.
6. Realistic target dates must be set for each phase of the evaluation process.
A sense of urgency must be develop, but deadlines that are unreasonably
high wil result in poor evaluation.

CRITERIA FOR EVALUATION:

1. TRAINING VALIDITY: Did the trainees learn training?
2. TRANSFER VALIDITY: What has been learnt in training,has it been
transferred on the job? Has it enhanced performance in the work place?
3. INTRA-ORGANISATIONAL VALIDITY: Is performance of the new
group of trainees, for which the training programme was developed,
consistent with the performance of the original training group?
4. INTER-ORGANISATIONAL VALIDITY: Can a training programme
validated in one firm be used successfully in another company?

These questions often result in different evaluation techniques:

Several techniques of the evaluation are being used by firms. It may be
stated that the usefullness of the methods is inversely proportional to the
ease with which the evaluation can be done.
One approach towards evaluation is to use experimental and
control groups. Each group is randomly selected, one to receive training
(experimental) and the other not to receive training (control). The random
selection helps to assure the formation of groups quite similar to each
other. Measures are taken of the relevant indicators of success (eg. Words
type per minute, quality pieces product per hour,wires attached per
minute) before and after training for both groups. If the gains
demondtrated by the experimental groups are better than those by the
control group, the training programme is labelled as successful.
Another method of training evaluation involves longitudinal or time-
series analysis. Measurements are taken before the programme begins and
are continued during and after the programme is completed. These results
are plotted on a graph to determine whether changes have occurred as a
result of training and not due to some other variable, a control group may
be included.

One simple method of evaluation is to send a questionnaire to the trainees

after the completion of the programme to obtain their opinions about the
programme’s worth. Their opinions can also be obtained through
interviews. A variation of this method is to measure the knowledge and/or
skills that employees posses at the commencement and completion of the
training. If the measurement reveals that the results after training are
satisfactory, then the training may be taken as successful.

In order to conduct a thorough evaluation of a training programme, it

Is important to access the costs and benefits associated with the
programme.This is a difficult task, but is useful in convincing the
management about the usefullness of training.
Some of the cost that should be measured for a training programme
include needs assessment costs, salaries of training department staff,
purchase of equipment (computers,videos,handouts),programme
development costs, evaluation costs, trainer’s costs, rental facilities and
trainee wages during the training period.

The benefits to be compared with the costs are rupee payback associated
with the improvement of trainees performance, their behavioural change
and the longivity of the period during which the benefits would last.

LEVELS OF EVALUATION:

Evaluation of training by using any or all of the above techniques can take
place at four levels:

1. REACTION
2. LEARNING
3. BEHAVIOUR
4. RESULTS

1. REACTION: It measures whether the employees appreciated the

training and the facilities- it is usually measured by questionnaire.
2. LEARNING: It measures whether the employees know more than
they did prior to undergoing training. Series of tests help identify
learning.
3. BEHAVIOUR: It measures employees do on the job after training.
Behaviour impact is measured through performance appraisal.
4. RESULTS: Evaluation of results looks at the overall outcomes of the
training and the impact that the training has on productivity,
efficiency,quality,customer service or any other dimension. This can
 be measured by sales figures,production,consumer survey,or any
other means that correspond to the firm’s performance measures.

The four levels of training form a hierarchy,meaning that lower

levels are pre-requisites for higher levels. In other words, if one of
the lower-level measures is not affected,then those measures that
follow it,will not be affected as well.

PROCESS OF EVALUATION OF IN-HOUSE TRAINING:

a. The evaluation will be carried out by taking feedback in the form of

questionnaire given in the FORM: IH-01 (Annexure III).Based on
feedback in FORM: IH-01,effectiveness evaluation will be carried out.
b. In addition to evaluation mentioned above, in case of selected
specialised In-House Programs organised by engaging outside
agencies, evaluation of participants understanding of programs will
be done through administration of:

Knowledge Test.
Role Plays.
Case Studies.
Problem Based Learning Exercises and;
Pre-Test and Post Test Analysis.

PROCESS OF EVALUATION OF IN-COUNTRY TRAINING:

a. Nomination of In country Training will normally be made based on

recommendation from HOD’s in FORM: IC-01 & FORM: IC-01 A.
b. The evaluation under In-Country program will be done through
feedback from participants duly endorsedby HOD’s in FORM:
ICT- 02.
PROCESS OF EVALUATION OF OVERSEAS TRAINING:
a. The evaluation of programmes of the category will be done in a manner
such that knowledge gained is shared with large audience. For executive up
to Grade ‘G’, the process wil be administered in the following manner:-
b. Within one week of return from Overseas conference/seminar/training, the
participants will submit report in format. T&D Department would forward
a copy of such report to Director (Personnel).
c. Within four weeks of return to station, the participant would give a
presentation to concerned GM and conduct a training programme. The
target group for such training programme,venue,duration,etc will be
indicated in report format feedback from participant for above training
programme conducted on return to.
d. Station from overseas training would be collected in form as detailed in
circular T&D/02:5/123 dated 23.6.2000.
e. After a gap of three months of return to station,the concerned HOD would
forward a feedback on the overseas training effectiveness in Form to DGM
(T&D)/SA (HR).

THE PURPOSE OF TRAINING EVALUATION:

The main purpose of training evaluation are:

a. FEEDBACK: It helps in giving feedback the candidates by defining the

objectives and linking it to learning outcomes.

b. RESEARCH: It helps in ascertaining the relationship between acquired

knowledge,transfer of knowledge at the work place.

c. CONTROL: It helps in controlling the training program because if the

training is not effective,then it can be dealt with accordingly.
d. POWER GAMES: At times ,the top management (higher authoritative
employee) used the evaluative data to manipulate it for their own benefits.

e. INTERVENTION: It helps in determining that whether the actual outcomes

are aligned with the expected outcomes.

METHODS OF TRAINING EVALUATION:

The various methods of training evaluation are:

 OBSERVATION
 QUESTIONNAIRE
 INTERVIEW
 TEST
 SELF DIARIES
 SELF RECORDING OF SPECIFIC INCIDENTS

Some of these are discussed below:

 OBSERVATION: One of the most valuable technique,to which

learners react to the session either verbally or non verbally all
the time. Instructors or Presenters who watch the facial
expression and other body movements of the trainees get
immediate and valuable feedback. The value of using
observations for evaluation is that one can immediately alter
ones presentation to fit class needs.
 QUESTIONNAIRE: It is most commonly used instrument
since they are easily administered and decisively simple.
Utmost care is taken to ensure a range of responses wide
enough to express the true feelings. A wide variety of
questions are necessary to ensure validity. The value of
questionnaire is that one can collect data on feelings,options,
 thoughts and beliefs of the respondents.People are often
reluctant to express their views openly in groups, but will do so
willing in writing, espicially if they can do so anonymously.

 INTERVIEW:It is useful to gather in-depth information and

reduce some of the bias questionnaires. If an answer indicated
that the respondent doesn’t understand the question,the
interviews can clarify that item.The value of interviewing is its
flexibility.The interviewer can alter the kind questioning to
respond to the concerns of the respondent. If the respondent
introduces a new relevant topic, the interviewer can explore it.

 TEST: It is valuable in determining how the learner has

learned. Test iprogramme evaluation is designed to test
comprehension. Devise the test so that each segment of the
programme can be evaluated individually.Then,individual
segments can be rewritten to improve clarity.