Sunday, 1 April 2012

A Brief study of Evaluation of Training Need Assessments, of Training Programmes held in SIEMAT” (State Institute of Educational Management and training) Allahabad (U.P.)

Formal education systems are committed to create conditions where its functions and its representatives can easily be identified. It is a field where the authority, accountability and responsibility relationship will have to be well defined for this purpose. Training and development is an essential requirement of professional education where need assessment, evaluation and feedback play a critical role to deliver quality products and standers of achievements.
Further, successful candidates placed out the job need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents and rectify performance in service sectors. It is not only the workers who only need training but even supervisors, executive managers, officers and even teachers also need to be developed in order to enable them to grow and acquire maturity of thought and action and for this training and development constitute and ongoing process in any organization.
The process of need assessment diagnoses present problems and institute challenges which to be met through training and development. Almost every types of organization usually spend vast sums of money on training and development. Before committing such huge resources organization would do well to assess. The training need of their employees. Organizations that implement training programmes without conducting needs assessment may be making errors. Assessment of training needs also flows on anticipated skills of an employee and by training need assessment and evaluation trainers may be informed about broader needs of training group sponsoring organizations and the specific needs of the participants.
Keeping the above facts into considerations the study has been done by the undersigned to find out the basic of training need assessment practices in an educational institute imparting training to educational functionaries and educational officers of the state of U.P.
1.  Purpose of the study : The purpose of the study is to find out the evaluation of the training need assessment of the training programmes attended by undersigned to draw the inferences of practical implications of the training in the work culture of the trainees concerned. Almost every effort have been made to indentify the causes of the performance problems, and the area where training interventions are needed. It is hoped that study done will definitely contribute maximum support to the system of training interventions in SIEMAT and will provide a strong base for the design of forthcoming training programmes in SIEMAT (State Institute of Educational Management and Training).
2.  Rationale of the study : The rationale which were kept and taken for the researcher to study lies with the following:        
(a) to study the organizational need for various training use to be held in SIEMAT.   
(b)  to know the organizational perspective for imparting training.  
(c) to know the methods of training need indentification pattern in SIEMAT (UP) Allahabad.
3.  Objectives of the researchers : The objectives which were taken by the researchers on which the study has been done are the following:-    
(i)    To find out the job descriptions of individuals as perceived by them and their superiors against the individual profile.              
(ii)   To find out the level of performance achieved by individual against job contents and agreed personal objectives.    
(iii) To find out the practical implications of the training in the work culture of trainees observed.           
(iv) To find out the causes of performance problems and the areas where training interventions are needed.       
(v) To find out the system of training interventions to develop managerial/trainer’s ability as a job performance of the target group attending training in SIEMAT.
4.  Research methodology : To conduct the above said research the research methodology has been taken as follows :       
(a) Research design: It was descriptive and exploratory in nature.  
(b) Research method: It was survey method.       
(c) Research tools: It was as follows:- (i) Questionnaire for survey (ii) Interview schedule (iii) focused group discussion.    
(d) Research sample: It was random and purposive in nature.         
(e) Sample size: The sample size was consisting some 5 senior officer, 20 employees and 50 teachers those who has obtained training from SIEMAT or attending training time to time in SIEMAT.          
(f) Data collection method: For this (i) Primary data’s were collected through survey method, (ii) secondary data’s were collected through published mate            
(g) Interpretations& analysis of data’s: It was dome through simple statistical method.            
(h) Limitations of the research : As it was exploratory research it was suffered from following limitations:- (i) Chances of attrition error (ii) chances of attribution error (iii) chances of respondent biasness.
5.  Physical and time constraints.
6.  Transformation of knowledge behavior and skills sometimes put constraints which should be taken specifically in future uses as a direction.      
Scope of the research               
(i) It will enrich the training need analysis system of SIEMAT.         
(ii) It will enhance the scope of training pattern in SIEMAT.             
(iii) It will develop a system of self appraisal among trainees.          
(iv) It will give impact on entry – exit behavior of trainees.               
(v) It will enrich the organizational climate of training sections of SIEMAT.
7.        Training needs Identification of SIEMAT for various training programmes : Identifications of training needs is the first element and a critical one in the training activity of any organization. Success of the training function depends greatly on the correct identification of needs. In SIEMAT and for this the data’s from following sources are identified to make the need identifications of the training-             
(a) Job descriptions of individuals as perceived by them and their superiors against the individual’s profile.     
(b) Job performance review i.e. level of performance achieved by individual measured against both job-content and agreed personal objectives.                
(c) Potential of individuals to grew within the organization, keeping in view the growth rate of the organization and its future objectives.
(d) Managerial ability and traits of individual which can contribute towards performance on thr job.
Main sources for identifying training and development needs of individuals in SIEMAT are (i) Performance Appraisal (ii) Career plans (iii) System introductions
To develop the entire system in this regard an organizational 3-4 tier training  needs a survey has been opted by the researcher to indentify training needs of employees at different levels as further on the basis of – (a) Tier I survey- Identifying problems of various sections of education Development and the training needs for the various categories of employees by line managers through questionnaire.
Types of Training evaluation taken into consideration: In this regard one of the most common ways of evaluating factors of management training which is coined as:
I-Input has been taken in this study
         I.            Context evaluation: It is obtaining and using information about the comments on operational context. That is (a) individual difficulties (b) organizational deficiencies.
       II.            Input evaluation: It is obtaining and using information about possible framing resource in order to choose between alternative inputs to training.
     III.            Reaction evaluation: It is obtaining and using information about trainees expressed current or subsequent reactions in order to improve training. This frame work is based on three simple and fundamentals questions which the trained must have been constantly asked. These questions are as follows- (a) What needs to be changed? (b) What procedures most likely to take about this changes? (c) what evidence is their that change has occurred?
The first two questions must be settled before any training can begin. The third question however can only be answered fully after the training has been completed. In the research the evolutionary self has been taken as accordingly.
Findings and conclusion of the Research: After finding out the impact of TNA of training programmes held in SIEMAT the researchers came to following conclusions:- 1. An effective training need identification is a prerequisite for any training programme followed by an evaluation of this need and its validity to the ultimate goals of the individual organization.
2. The need for training analysis should be based on the goals and objectives of the organization.
3. In the major govt. setup of training institutes, a major complain was that many of the courses selected were not relevant to their jobs.
4. In some cases a person was nominated twice for the similar programme, on the same subject within a spa of two years and the theme of the training programme was neither connected to the person concerned job nor it was likely to be helpful in his future job. The result is that the trainees started perceiving training more as a paid holiday or as a free trip than as a means to learn or implement something new. This points should be taken strictly into considerations before designing of any training programmes.
5. For the purpose of this study the researchers wish to make only the following concluding remarks. In spite of the obvious and fundamental need to evaluate aspects of training programme trainers fight shy of the task for most programmes exhibited here. The experimental designs and the psychometrics involved are simple and quite feasible as this study attempts to show. The only case to be exercised by the trainers is to plan their evaluation before the programme and not to hunt for simple data after it is all over.
Suggestions and recommendations:
On the basis of findings the conclusion and limitation of the training programmes the researcher would like to give following suggestions and recommendations for TNA analysis and modulations in the training programmes of SIEMAT-
1.  Need for follow-up action to monitor impact of training in the field.
2.  Necessary modification in training programmes on the basis of feedback from above mentioned points.
3.  Suggestions related to training and workshops should be forwarded to state govt. if they are related to policy planning.
4.  Need for greater focus on exchange programme between training personnel of different states to study and observe their respective training programme and field conditions.
1.  Training for management development- Singh P.N. (Chapter 3-5 5th edition 1998).
2.  Management Training Development : Virman, B.R. (Chapter- I 2nd edition 1996).
3.  Transfer of Training- Asma P (Primary- 17(1) 1988, 81-96).
4.  Training perspectives- Bil moria R.P (Indian Journal of training and develop17(4),1987,1-5
5.  Text construction for training evaluation: Denova, C.C. (New York, Van Nostrand Reinhold Cop 1979).
6.  Measuring Training effectiveness – Dhingra, J (NMIMS-1 (2) 1987-MR).
7.  Influence of trainee attitudes and trainee effectiveness: Gupta A (ISTD, 17(1), 1987, 4-5).
8.  Management Development: M.Jones (Manchester unit 1981).
9.  A Training of management: Latif A (New Delhi, Sterling publishers Pvt. Ltd. 1977).
10 STEMAT- Training manual.
Research  Scholar Management Depot.

UPRTOU, Allahabad.