Training Effectiveness (Human Resource Management) Essay

Training Effectiveness (Human Resource Management) - Essay Example The main question thus arises, how can one measure the effectiveness of training in organizations, yet training is an intangible and unquantifiable expense? One of the highly used methods is the visual confirmation. The visual confirmation aspect, hence considers various aspects that include the changes in behaviors, an increase in productivity and the overall level of expertise each of the people who have undergone training exhibit. This measure of training effectiveness is usually observed by the training manager or the HR head in charge of training. Another measure of training effectiveness is the aspect of social ownership. Social ownership is the ability of a trainee to disburse this knowledge to other people, acting as a trainer. Social ownership can be packaged an analysis of peer-to-peer teaching moments or commanded training by manager, whereby the trainee would have to share his or her learning from the training program (Eades, 2014). Even so, the most used and reliable method is skill assessment. After training has been conducted in the organization, a periodical monitoring and assessment of skills can be conducted to ensure that the training was effective in imparting such skills. Of all the mentioned methods, the most appropriate is the skills assessment module. Skill assessment is the preferable measure of training effectiveness that can be used in this organization. Primarily, one of the key reasons why skill assessment is the most appropriate, is the fact that a statistical quantification can be implemented. By assessing the skills, a manager can understand the effectiveness of the training. As such, it is arguable that skill assessment is one of the best approaches of measuring training effectiveness in any given