The training and development presentation contains information about importance, objective and needs of training and development and challenges present in training and development. It contains several review of literature. It explains about Kirkpatrick's model, Kaufman's five level model, CIRO model, CI PD partnership model and k under model. The purpose and methodologies also explained.

1. REVIEW OF LITERATURE
Effectiveness Evaluation of
Behavioural Training Program
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2. Training
Transferring
or Employees
Obtaining
Role of T&D
Knowledge skill attitude
Improve quality of
employees
Bridge the gap:
Actual_Expected
Improve financial
and nonfinancial
outcomes
Trainee’s
knowledge
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3. Importance of Behavioral Training
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4. Effectiveness of Training
Meaningful to
both
employees and
organization?
Evaluate
the
effective
ness?
Resources
utilized ?
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5. Objective of the study
• Area of T&D
• Evaluation and effectiveness
assessment
• Behavior modification T&D
Challenges
Need
Evaluation
• Lack of initiatives
• Behavioral modification,
Motivation and Belief impact
individual performance
Reasons
Employee
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6. Behavioral Training
Cultural Training Presentation Skills
Business Ethics Body Language
Brand Image Training Team Building
Innovation Decision Making
Performance Coaching Positive Thinking
Time Management Personal Effectiveness
Communication Creative Problem Solving
Change Management Goal Setting
Personality Development Assertiveness Skills
Corporate Ethics Negotiation Skills
Motivational Influencing Skills
SDP(supervisory Development
Program)
Mentoring For New Joiners And
Sub-ordinates
Vision, Mission And Core Values Yoga
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7. Purpose of evaluation
Behavior
• Learn
• Understand
• Implement
• Reason
Positive
• Impact
• Perception
• ability
outcomes
• Work
performance
• Co-operation
• Discipline
• Employee
satisfaction
impact
• Return on
Investment
• Employee
turnover
• Absenteeism
rate
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8. Models in Literature
• Donald L Kirkpatrick’s and Phillips Evaluation
Model
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9. Kaufman’s Five Level of Evaluation
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10. CIRO Model
Context
Evaluation
• Training need analysis based upon organization conditions
Input
Evaluatio
n
• Information about alternative training resources
Reaction
Evaluatio
n
• Information about the Trainee’s reaction to Programme content,
Approach and Value added to improve training process
outcome
• Information about the results of Training.
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11. CIPD Partnership model
Learning Function Focus
Assessing efficiency and effectiveness of the
learning
Return on Expectation Focus
Anticipated benefits of learning investment
Return on Expectation Focus
Benefits of learning and training interventions
compare with cost incurred.(Pay back period)
Benchmark and Capacity Focus
Evaluation of HR processes and performance through a
comparison with internal or external standards
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12. Kunder (Ineffective Training)
Lack of Top Management support
Training organizational goals
Limited /
Inadequate Training
Need Assessment
Lack of support for
applying new skills
in the job
Limited
/Inadequate
costs of training
Lack of meaningful
evaluation of
training
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13. Commonly used methodologies
Written
evaluation
Self reporting of
participants
Enhanced
individual
performance
Increased
organizational
savings/production
Reduced
grievances
Lowered legal
costs pertaining
to employee
issues
Improved or new
work procedures
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14. Challenges
Find best
T &D
• Behavior
modification in
shaping behavior
of people
Behavior of
employee -
Positive
• Basic criteria
are unclear or
inappropriate
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