The implementation phase should be flexible enough to accommodate any un-expected inputs due to dynamic external environment. Evaluation Phase: Evaluation phase starts simultaneously along with development phase in the light of learning outcomes of the design phase. This phase is divided into two stages. During stage, Process evaluation is done to judge whether instructional strategy is exactly followed or not. During second stage, outcome evaluation is done to determine the effects on trainee, job and organization. Outcome evaluation uses training objectives or learning outcomes of design phase as standard for comparison. Outcome evaluation can also be used as a feedback to improve training process for the future. Lecture 14 Elements of Training: Following are the basic elements of training for maximum learning. Motivating the trainee: person who wants to develop himself will do so while a person who wants to be developed ‘A rarely is’. learn, one must want to learn’ ‘To One of the most important ways to raise a trainee’s motivation is by goal setting. On average, goal setting leads to 10 per cent improvement in productivity. Make the objectives of the training programs clear to trainees. Goals should be challenging enough to develop sense of achievement among trainees but not impossible to reach. Have higher expectations from trainees and they will perform. (Pygmalian effect: Pygmalian, a king of Cyprus sculpted a statue named Galatea. He fell in love with statue and in answer to his prayers, Aphrodite, the goddess of love gave it life. His expectations came true.)
The implementation phase should be flexible enough to accommodate any un-expected inputs due to dynamic external environment. Evaluation Phase: Evaluation phase starts simultaneously along with development phase in the light of learning outcomes of the design phase. This phase is divided into two stages. During stage, Process evaluation is done to judge whether instructional strategy is exactly followed or not. During second stage, outcome evaluation is done to determine the effects on trainee, job and organization. Outcome evaluation uses training objectives or learning outcomes of design phase as standard for comparison. Outcome evaluation can also be used as a feedback to improve training process for the future. Lecture 14 Elements of Training: Following are the basic elements of training for maximum learning. Motivating the trainee: ‘A person who wants to develop himself will do so while a person who wants to be developed rarely is’. ‘To learn, one must want to learn’ One of the most important ways to raise a trainee’s motivation is by goal setting. On average, goal setting leads to 10 per cent improvement in productivity. Make the objectives of the training programs clear to trainees. Goals should be challenging enough to develop sense of achievement among trainees but not impossible to reach. Have higher expectations from trainees and they will perform. (Pygmalian effect: Pygmalian, a king of Cyprus sculpted a statue named Galatea. He fell in love with statue and in answer to his prayers, Aphrodite, the goddess of love gave it life. His expectations came true.)
HRM%20Lectures%20(1-15).docx