ISTD Diploma: Sample Chapters

ISTD Diploma has six main subjects. ISTD provides the content to the students in books. Here are the sample chapters from each of the books included with the Diploma.

Organizational Behavior Read the Excerpt ; Download the excerpt

Human Resource Development Read the Excerpt ; Download the excerpt

Manpower Planning and Training Read the Excerpt ; Download the excerpt

Training Methodology I Read the Excerpt ; Download the excerpt

Training Methodology II Read the Excerpt ; Download the excerpt

Evaluation of Training Read the Excerpt ; Download the excerpt

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Evaluation of Training

CHAPTER -1

CONCEPT. DEFINITION ANDNEED FOR EVALUATION

Concept

Evaluation means the assessment of value or worth. Evaluation of training is the act of Judging whether or not it is worthwhile in terms of set criteria (objectives).

A comprehensive and effective evaluation plan is a critical component of any successful training programme. It should be structured to generate information of the impact of training onthe reactions; on the amount of learning that has taken place; on the trainees' behaviour; and its contribution to the Job/organisation. Therefore evaluation of training is a Measure of how well it has met the needs of its human resources. An index of contribution of training to organisational success through evaluation strengthens training as a key organisational activity.

Definition

Hamblin (1970) defined evaluation of training as: "Any attempt to obtain information (feedback) on the effects of training programme and to assess the value of training in the light of that information for improving further training."

Need For Evaluation

Since evaluation is an integral part of the whole process of training and development the details have to be conceived much before the actual training activity; rather, than its ritualistic tagging at the end of training. The trainer should be fairly clear of:

How to evaluate
What to evaluate
When to evaluate

Answers to these questions are dependent-on the need for evaluation. Why Evaluate Evaluation of training could be multipurpose

1. To determine the extent and degree of a training programme fulfilling its set objectives and interalia indication.
2. The suitability and feasibility of the objectives set for training.
3. Provide feedback on the performance of the trainees, and training staff, the quality of training, other facitities provided during training.
4. Identify and analyse whether the training inputs, training techniques and methods were in line with the objectives intended to be achieved through training.
5. Enable improvements in the assessment of training needs.
6. Aid the learning process of the trainee by providing knowledge of results.
7. Provide a self-correcting feedback system to improve the design and implementation of current and future training.
8. Highlight the impact of training on the behaviour and performance of the individual
9. Determine the cost benefit returns from training investment
10. Judge the impact of training for organisational benefits.

Unfortunately most organisations assess training outcome in termes of the number of courses carried out, numbers trained cost incurred on such training and the reaction of the participants towards the course, the-faculty and the overall training facilities.

Obviously, multiple evaluation objectives call for different evaluative procedures and strategies. What to be assessed, when and how, depends on the type of data required through evaluation. Therefore, it is always desirable to be clear of the criteria and objectives of the evaluation while setting the objectives of training rather than postpone it to a later date.

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