Login | Join Network
Lost Password

A password will be emailed to you.

How to do effective Training in Organizations

Instructional Video:



 The main goal of Training in Organizations is
to change skills and knowledge, build capabilities and increase effectiveness.




24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will understand the phases needed for effective training.


24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will be able to increase knowledge and performance.


24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will be able to do a true evaluation of training.


24.0pt;mso-list:l0 level1 lfo1;tab-stops:list 87.0pt"><!--[if !supportLists]-->-                You will understand that training objectives and evaluation are tied



 Training involves four
phases: Needs Assessment, develop Objectives and Design, Delivery, and
Evaluation (Cummings, 2005).

 The first phase is the Needs
Assessment which involves gathering data about the current state of knowledge
and skills. There should also be a clear understanding of tasks, activities,
and decisions the trainee should perform better after the training.

 The second phase is to
develop the instructional Objectives and Design of the Training. The Objectives
describe the Quantity and Quality to be considered competent. The Design
includes choices amongst different training techniques such as: Computer-based,
On-the-Job, Class room lectures etc.

 The third phase is to
deliver the training. It involves the invitation, attendance and completion of
the training as designed.

 After the training is
performed, the fourth and last step is Evaluation. According to Cummings it involves four
important criteria’s: Reaction, Learning, Behavior, and Results (2005).

 Reaction is commonly used
and only involves asking the trainees about their initial feedback. Learning’s
refers to a check if the trainee acquired any new knowledge during the
training. Behavior assesses if the trainee actually uses the new knowledge and
applies these to the job activities. Results evaluates if there was any
increase in efficiency due to the training.

 Only if all four phases are
completed the training can be considered complete. Traditionally organizations
lack on the last step, which is the evaluation of the training. Only if all
four components of training evaluation are checked, the training can be
evaluated as effective.


Cummings, T.G. (2005).
Organization development and change. Mason, OH: Thompson: South-Western.

  • Print
  • Digg
  • StumbleUpon
  • del.icio.us
  • Facebook
  • Yahoo! Buzz
  • Twitter
  • Google Bookmarks
  • LinkedIn
  • PDF
  • RSS
  • email

More on Entrepreneur21.net:

Join Entrepreneurs' Network
The Importance of Entrepreneurs, and How We Help ...
Brand Yourself
In today’s super-charged, globally competitive adv...
Business Acquisition
Acquisition means taking ownership of another busi...
Spencer Brown, Rent-a-Green Box
Spencer Brown founded Rent-a-Green Box out of per...
Kevin Gilger – Actor
You may not think of an Actor as a typical entre...
Serdan Uyan, Area Sales Manager of Simfer
Serdan Uyan is the Area Sales Manager of the com...

Leave a comment

Disclaimer: All pages within GenMembers network are expressions of the opinions of the site operator only, and no representation of factual accuracy is being made. The content is intended to create interest in various topics for our readers, who are in turn encouraged to conduct their own independent research. This site is not related to: Entrepreneur Media, Entrepreneur Magazine, Entrepreneur of the Year, Entrepreneur's Partner, Hispanic Entrepreneur, Entrepreneur.com, Entrepreneurs.com Entrepreneur's Only, The Entrepreneur's Source, Entrepreneur's Notebook or any of the many companies that use the word entrepreneur in there trade name. Please see our website Terms of Use for further information concerning your use of the site.