Introduction:

Learning is a very needy process. It requires patience, knowledge, and time. It is time-consuming as it takes time to frame a training program best suited for the trainee and the organization. 

Learning comes with a cost associated with it, as the organization needs to spend on their employee’s skills and overall development, which could be helpful in the future by the employee’s contribution to the organization. 

Companies spend a lot of time and money on their employees as they are finding long prospects by treating them as an asset for a long period.

As companies are putting so much effort, time, and money into their training program, they need to have a robust evaluation method to know about the outcome of the whole process. 

Evaluation helps them find the shortfalls of the outcome, which they can rectify by implementing changes to the program.

Need:

Learning effectiveness is necessary. It is crucial to have these points intact to measure the effectiveness of any training program

• learners need to learn 
• Motivation is important
• learners understood the content and motive of the training program.
• Learners apply the content of the program to the job.

A solid learning schedule is a way to achieve success, but it is not the sole reason behind the completion of the schedule.

Learners’ attitudes, understanding, and willingness to learn are some of the factors that are needed to have a successful run.

Every organization has a training department. Some organizations use their training as the USP of their organization, while others consider it the primary stage of the workflow.

Organizations conduct various audits to examine the effectiveness of the different departments. It is necessary to know the current situation. In the same way, it is crucial to have an eye on the effectiveness of training to use it as the standard for future evaluation.

An organization committed to the training program of employees always excels in this test of the efficient training program. Top management should show interest in the training program by adding valuable inputs to have a greater output. Training is an expense that can be treated as an investment if approached well.

The training program may belong to one department, but it is the responsibility of the organization whole to make things work.

Purpose:

Evaluation seems to be a great idea, but it is crucial to understand its purpose. Organizations need to consider the area of evaluation they need to implement.

Different types of areas of evaluation:

Cost Evaluation

Behavioral Evaluation

Efficiency Evaluation

Understandability Evaluation

An analysis can investigate the performance in co-relation with changing elements like individual performance and group performance.

Organizations try their level best to eliminate the risk of failure. It is a common occurrence where evaluation fails. There could be various reasons for the failure.

Some of the reasons are:

• Lack of Planning
• Improper execution
• Improper interpretation of data
• Lack of Objective

Lack of Planning:

Sometimes, companies are unable to make things work to the details of the program. 

Unable to educate/aware of the evaluating authorities about the techniques of evaluation.

Companies fail to make everyone involved in the program about the purpose.

Improper Execution:

Companies need to execute the evaluation process by setting up the right goal. It is required to compare the motive with the present situation.

Correctly inserting the data and using them in best-suited manner avoids improper execution.

Lack of objectivity

Improper interpretation of data:

The next step after the collection of data is the interpretation of data. Here, the data is analyzed to know about the performance of the project.

Any mistake t this level will lead to loss of data, and evaluation can not be successful.

Lack of Objective:

A complete objective program is not at all possible. Organizations try to be as objective as possible. Some of the elements that contribute to the lack of objectivity are:

• Selecting the evaluating authority that lacks judgment-making qualities.
• avoiding some of the components of the training program
• avoiding important details
• Failure in conveying the objective properly to everyone involved in the training program.