2015 CIPD Annual Learning And Development Report

Meanwhile, interview has been considered as playing a necessary role in gather training needs information, and it main focus on receiving valuable feedback on learning needs. There are varieties of interview types such as face-to-face interview, telephone interview and individual interview(McConnell, 2003).In addition, Interview also has a few advantages, since it takes into consideration more engaged talk and watches the nonverbal activity of interviewee(Watkins, et al., 2012).By answering follow-up questions, interviewee more freely explain their learning needs in the interview, comparing with structured questionnaire. Interviewer could gather more information from interview for further analysis. For instance, in order to determine the perception

From the 2015 CIPD Annual learning and development report, 86 percentages of originations took evaluative measurements of the L&D activities (Beevers & Rea, 2014). It is clear that most companies pay attention to evaluation, and it is an essential tool for considering the impact of the training program. While there are many others, one of the most popular evaluation methods is the Kirkpatrick’s model. This model is mainly made of four levels: reaction, learning, behaviors, and results (Kirkpatric, et al., 2006). Phillips further added that the fifth level is “Return on Investment (ROI)” which refers to comparing the profit of training with the cost of training (Kumpikaitė, 2007). The evaluation model offers a technique to collect information about the training results. It directly defines whether there are improvements after knowledge acquisition, and even whether positive impacts on operating cost (Smidt, et al., 2009). For example, Islamshahr University used the Kirkpatrick’s model to evaluate the effectiveness of Job-based training. Having realized from the appraisal of the results that there are gaps in the training which is causing a deficiency in improvement in the workplace, the university remodeled the training course to suits the individual needs.(Farjad, 2012). Therefore, after employees gain new knowledge and skills from the training, the Kirkpatrick’s model provides a

Initially, Kirkpatrick’s model is oversimplification, and various organizational, individual and training design factors will affect the influence of evaluation (Bates, 2004). It ignores some other essential aspects, which will directly influence the value of evaluation. Furthermore, it may mislead organizations, when they make the judgments about the future training. Furthermore, Kirkpatrick's model ignores the significance of data between the diverse levels. Especially, not all training programs will design and produce information for all levels. For example, a safety-training may design for a qualify test, and it only suit the level 2(Giangreco, et al., 2010). Therefore, without significant information to do the evaluation, it also will achieve the expected results. Thirdly, the ROI is not appropriate for all training such as interpersonal skills training (Kumpikaitė, 2007). The outcomes of some training lack of visibility, it may not directly improve the financial performance. There may be a situation of organization underestimating the efficiency of some useful training programs, when ROI is used to assess the training