Impact of Training Effectiveness on Selection of staff for training programmes
Training has been known to be a useful tool for learning and development. Whether it is to introduce new skills or to upgrade old ones, it has always been used for getting the human resource in organizations more competent and relevant to the times and needs. Training effectiveness has been mapped often post the training program through three major aspects. The faculty feedback, secondly, the retention of learning of the employee and thirdly the application of the new learning to the day to day activities. Often the entire onus of the training programme evaluation lies on the trainer’s ability and content. Little study has been done on the trainee’s desire to do a certain programme. Even if a choice of training programmes are made available to the employees, it is less known whether they do the training programme out of their own developmental needs or just for a the mandate of the company. Certain studies do indicate that voluntary nomination to training programmes do lead to better outcomes. This research will try to find whether the employee attitude has any role to play in effectiveness of the training programmes.
