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Evaluation of Executive Development
In the competition scenario, where the focus is on efficiency and profitability and the return on investment (ROI) on all the activities of the organization, executive development cannot be an exception to the phenomenon. The evaluation of the process assumes importance from the following perspectives:
Improving the quality of the training and development process.
Improving the efficiency and competency of the trainers.
Making improvements in the system to make it more responsive and realistic.
Aligning the training activities to the organizational objectives.
Building the cost implications of the training into the organizational budget.
Evaluating the ROI on account of training and development to justify further investments.
Changing the perception of the management on training as expenditure to more as an investment for the future growth of the organization.
The levels of evaluation include the reaction level, immediate level, intermediate level, and ultimate level. For the purpose of evaluation, it is essential to collect the data for which there should be appropriate measures for data collection, both during the course of the training programme and after the training programme. Some of the methods being used by experts are self-complete questionnaires, interviews, observations, and desk research. The desk research involves low cost and less amount of time.
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