This assignment is based on Training & Development of workforce.

1. Evaluation of Effectiveness of the
Management Skills Development
Training Programme
CHAPTER ONE
1. Introduction:
Training is defined as an organized activity aimed at imparting information
and/or instructions to improve the recipient’s performance or to help him
attain a required level of knowledge or skill. It also can be stated as the
methods, which are imparted to the employee in fulfilling the organizational
strategic goals.
Training & Development is the systematic acquisition of attitude, concepts,
roles, or skills that result in improved performance at work. It can also define
as a heart of a continuous effort designed to improve employee competency
and organizational performance.
 Learning Organization – firms that recognize critical importance of
continuous performance-related training and development and take
appropriate action.
 A learning organization is a place “where people continually expand their
capacity to create the results they truly desire, where new and expansive
patterns of thinking are nurtured, where collective aspirations are set free,
and where people are continually learning how to learn together”
(Ivancevich 2004).
Training Evaluation:
In today’s environment of increased competitiveness, the training evaluation
process is a critical component of an organization’s T&D programmes. Any
organization that spends millions of rupees on T&D to enhance their
employees’ capabilities should responsible for evaluating the effectiveness of

2. what they learn and what they practice. Moreover, they need to see to that
the knowledge employee gained is being applicable in their work performance.
Training and its regular evaluation is highly important as both directly
influence overall organizational achievements in its long run.
1.1 Training Evaluation:
An evaluation is the systematic and objective assessment of an ongoing
or completed project, program or policy, its design, implementation
and results.
A program evaluation is the systematic collection of information about
the activities, characteristics and outcomes of program to make
judgments about the program, improve program effectiveness and/or
inform decisions about future programming.
Training Evaluation helps in assessing to what extent the training and
development efforts contribute to improved performance and results.
Evaluation is the fundamental aspect of good program management at
all levels.
1.2 Purpose of Training Evaluation:
 To determine whether the objectives of the training is achieved.
 To observe how the knowledge and skills learned in the
training are put into practice.
 To assess the results and impacts of the training programme.
 To assess the effectiveness of the training programmes.
 To assess whether the training programmes are properly
implemented.
 To identify the strengths and weaknesses of the training
programmes.
 To assess whether the training programs were suitable in terms
of the training contents, timing, participants and other aspects.
 To find problems of the training programmes and solutions for
improvement.

3. Chapter Two
2.1 Background of the Study:
As a requirement of the Masters’ Degree in Human Resource Management,
the students have to evaluate a training programme in any organization, which
they wish to do a research study. The organization I have selected is ABC
Company, Sri Lanka.
ABC Company is continuously designing and developing training
programmes for its employees since in the past. They have already designed
more than 200 training and development programmes for various categories of
its employees. The workforce strength of the organization is around 10,600
and those people have been assigned to various Sales Support Centres,
regional offices, worksites, workshops, and small and large scale sales units.
In House Training Programmes are divided in to 03 categories as;
A1 - Engineering/Technical/Scientific and similar categories
A2 - Commerce, Finance, Audit, Management, Human Resource
Development, Supplies and similar categories
A3 - Information Technology, Computer staff, and similar categories
In the first quarter of the year, they have focused more on improving the skills
of Management Assistants (Human Resource) in the organization, as the
organization has hired about 40-50 newcomers in the latter part of the previous
year. The ongoing training programme for this category of staff is
“Management Skills Development Training Programme”. This is being
designed, developed and conducted by the Man Power Development &
Training Division of the ABC Co.

4. 2.2 Objective of the Study
 To analyze the effectiveness of training programmes conduct by ABC
Company.
 To analyze the importance of training programmes according to the
views and concerns of the trainees who participate in them.
 To develop the subject knowledge related to T&D area.
 To open the findings of this study for anyone who wishes to have a
further research on this topic.
2.3 SCOPE OF THE STUDY:
The focus of this study is mainly upon the trainers and trainees views
regarding various aspects of training. The area of study is limited only to the
“Management Skills Development Training Programme” conducted by the
Training Centre of ABC Company.
2.4 METHODOLOGY:
This study is based on primary data which I have collected from the trainers,
participants (Trainees) and some divisional heads of the organization. A five
point, likert-type scale questionnaire relating to various aspects of training
programme has been developed.

5. Chapter Three
3.1 Introduction to the Organization
ABC Company:
ABC Company is an organization which produces and provides pure drinking bottled
water to the consumer market in S.L.
During the past years, the organization has considerably expanded its scope of
activities.
The ABC Company is presently operating 80 numbers Sales Units which cover about
20% of the total population in townships and suburbs.
Strength & Technical Capabilities
Strengths:
The organization possesses a highly motivated technically skilled staff. The staff
includes senior professionals who have postgraduate qualifications in technical,
financial, management and other disciplines. The staff also include middle level
officers who are technically qualified having wide experience in the fields of water
treatment, water production, chemical and mechanical fields and marketing.
Technical Capabilities:
ABC Company is utilizing Information Technology resources for their works at a
satisfactory level. There are Local Area Networks, Wide Area Networks and other
hardware and software to improve the efficiency of our works. They are also using
Virtual Private Network covering the entire Island.
ABC Company functions with about 1500 employees as a whole, has a high employee
retention rate compared to the other organizations in the country. The secret behind its
success is well-motivated workforce and their commitment towards the organization.

6. Training Policy & Annual Plan:
Training and development is a vital, effective, and prominent role in the organization.
They have their main Training Centre at the Head Office and sub training units are
functioning at the Regional Centres in each Region. For each batch of new comers,
orientation-training programme is conducted.
ABC Company is developing Training Programmes annually, based on the training
needs forwarded by the all-divisional heads and sectional heads.
Their Annual Training Plans are as follows.
1. In-house Training Plan:
 In-House Training programmes conducted by Main Training
Center of the company. Nominations will be called from
Divisional/Sectional Heads as and when training programmes are
scheduled.
 Selection criteria will be the order of priority indicated by the
Divisional Heads.
a. In-House Training programmes conducted by the Regional Training
Centres.
 These programmes are conducted by the Regional Centres of the
ABC Company.
2. In-Country External Training Plan:
These programmes are conducted by external institutions and facilitated for
employees by ABC.
a. Masters/PG Diploma Programmes
As the number of places allocated for Masters/PG Diploma
Programmes are limited, they have decided to select the eligible
officers for sponsorship at the beginning of the year.
b. All Diploma Programmes and Programmes conducted by CGTTI.
c. Certificate Courses and other Short Courses

7. 4.1 In House Training Programmes are divided in to 03 categories:
A1 - Engineering/Technical/Scientific and similar categories
A2 - Commerce, Finance, Audit, Management, Human Resource
Development, Supplies and similar categories
A3 - Information Technology, Computer staff, and similar categories
4.2 On the job training:
Moreover, the organization provides on-the-job training facility for trainees from
various vocational and educational institutes such as all government technical
colleges, all government universities coming under University Grant Commission,
National Apprentice & Industrial Training Authority, Vocational Training Authority
and Institute of Engineering Technology.
4.3 Other Training Methods Used by ABC COMPANY:
As there is always a scope for continuous development, several training methods were
remarkable, highly effective, and widely used for improving technical skills,
information technology skills, and communication skills of the employees.
These training methods include classroom seminars, on-the-job training, role playing,
self-instruction, team building games and simulations, computer-based training,
mentoring, workshops and job rotation. It could be seen that these methods yielded
good results for achieving organizational goals and long run in the business survival.
5. DATA PRESENTATION & ANALYSIS
5.1 Introduction
This survey has been done on the ‘Management Skills Development Workshop’
at ABC COMPANY. It was a 5-day workshop. The survey was conducted on a
sample of 22 participants. Feedback from the trainees on the training in each
day and on the overall training has been taken.

8. The following is the subject areas, which discussed at the Workshop on
Management Skills Development.
Content:
 Roles, Responsibilities and Functions of Managers
 Communication skills
 Collaborative Work Organization
o Assigning / Delegation of work
o Leadership Styles
o Monitoring and Performance Feed-back
 Managing Effective Teams
 Consumer Relations
Medium of instructions: Sinhala or English as preferred by participants
Methodology:
 Short Lectures, Case Study, Group work, Group Presentation and
discussion forums, Role Play, Panel discussions.
Designed for : Middle and Junior Level Managers those who have recently
taken-up positions as above.
Coordinator: Mr. K. Vishvanath (Manager-Training)/Mr. Shan de Silva
(Assistant Director)
A questionnaire was used to measure the effectiveness of the training. Given
below is the questionnaire prepared for data collection.
5.2 Questionnaire on Effectiveness of Training:
Excellent
(5)
Very Good
(4)
Good
(3)
Dissatisfied
(2)
Very
dissatisfied
(1)
Content of the training programme
Illustration by practical examples
Presentation Methods
Question Handling
Interaction of the trainer with the trainees
Extent to which training session brought out thechange
in my behaviour
Relevance of the training to presently involved activities
Extent to which training met my expectations
Extent to which training helps me in my future career

9. 0
2
4
6
8
10
12
14
Respondents
Respondents
0
5
10
15
20
25
Excellent Very Good Good Dissatisfied Very dissatisfied
Day1
Day2
Day3
Day4
Day5
Table 5.1 – Content of the course Figure 5.1 – Content of the course
Table 5.2 – Illustration by Practical Examples
Day1 Day2 Day3 Day4 Day5
Excellent 15 17 15 20 17
VeryGood 3 3 2 2 5
Good 4 2 5 0 0
Dissatisfied 0 0 0 0 0
Verydissatisfied 0 0 0 0 0
Figure 5.2 - Illustration by Practical Examples
Response Respondents
Excellent 12
VeryGood 4
Good 6
Dissatisfied 0
Verydissatisfied 0

10. 18
16
14 15
18
0
5
10
15
20
25
Day1 Day2 Day3 Day4 Day5
Very dissatisfied
Dissatisfied
Good
Very Good
Excellent
0
2
4
6
8
10
12
14
16
18
20
Day1 Day2 Day3 Day4 Day5
Excellent
Very Good
Good
Dissatisfied
Very dissatisfied
Table 5.3 – Presentation Method
Excellent
Very
Good
Good Dissatisfied
Very
dissatisfied
Day1 18 2 1 1 0
Day2 16 4 2 0 0
Day3 14 2 4 2 0
Day4 15 4 3 0 0
Day5 18 3 1 0 0
Figure 5.3 – Presentation Methods
Figure 5.4 – Interaction of the trainer with the trainees

11. Figure 5.5 – Change in behavior
Figure 5.6 – Relevance of the training
0
2
4
6
8
10
12
14
16
Excellent Very Good Good Dissatisfied Very
dissatisfied
Respondents
Respondents
0
5
10
15
20
25
Day1 Day2 Day3 Day4 Day5
Excellent
Very Good
Good
Dissatisfied
Very dissatisfied

12. Figure 5.7 – Extent to which training met the expectation of participants
Figure 5.8 – Extent to which training helps in the future career
0
2
4
6
8
10
12
14
16
Excellent Very Good Good Dissatisfied Very
dissatisfied
No. of Responses
Excellent
Very Good
Good
Dissatisfied
Very dissatisfied
0
2
4
6
8
10
12
14
16
18
20
Excellent Very Good Good Dissatisfied Very
dissatisfied
No. of Respondents
Excellent
Very Good
Good
Dissatisfied
Very dissatisfied

13. 6. Conclusions & Recommendations:
The results of the survey at the learning phase reveal that the training
workshop on Management Skills Development of the respondent organization
(ABC COMPANY) is effective and the participants are extremely satisfied
with what they have learnt and what they have practiced during the sessions.
No pre - evaluation test has been arranged for them before the training.
The above analysis of data shows that;
1. The content of the training workshop, illustration by practical
examples, presentation methods used, interaction of the trainer with the
trainees, change in behavior as an outcome of the training are
excellent.
2. Training offered a mix of pedagogical and technological experience to
deliver effective sessions.
3. The learning phase is evaluated by conducting various kinds of
strategies such as case analysis, role plays, discussions and tests. They
participated in these events much enthusiastically.
Maintaining human resources is a vital part of the overall management of an
organization’s greatest resources, their human capital. This includes proper employee
orientation and training and development. The training should be employee specific
and based on their performance evaluation and overall supply and demand of the
organization. The organizations should provide development opportunities for those
who wish to go up in the career ladder and should evaluate their efficiency and
effectiveness as an outcome of such training.
Training and development is a critical component of an organization for successful
management of its human capital.
References:
1. Techniques for evaluating training programs – Donald Kirkpatrick
2. Web site of ABC Company
3. Annual Reports of ABC COMPANY