IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE

OF MS PROJECT MANAGEMENT (EVENING)

INNORTHERN UNIVERSITY

NOWSHERA,KPK ,PAKISTAN

Sheraz’s Model of HRD Training Evaluation

Dedication

This Presentation and specially the HRD Evaluation Model which I have designed is

dedicated to the innocent students of APS who sacrificed their lives on 16th Dec 2014 whose sacrifices cannot and will never be forgotten.

This work is also dedicated to my dearest Teacher Sir Mubashir, who have always helped me unconditionally and whose good examples

have taught me to work hard for the things that I desire to achieve.

Importance of training

Training and development enhance the efficiency of any organization until and unless

the training program goes through proper monitoring and Evaluation process.

Studying different evaluation models I come across some major findings which I found very essential for evaluation of training to get the

maximum desired outcomes. The model which I have designed possesses the three major stages of any training program i.e Pre Training, during

training and Post training performances.

The model is consist of 5 features abbreviated by “ERRKM” which are

1. ERI (Expected Return on investment)2. Review of previous training, 3. Review of “Contents” of the training, 4. Key Indicators 5. Matching Performances

ERI (Expected Return on investment)

before launching training program the HRD department should be aware of the expected

return in terms of monitory and non-monetary values. Having the expected return in mind the HRD department will put their best efforts to get the best expected result from proposed

training.

Review of Previous Trainings

The HRD department must go through same type of training conducted inside and outside

the organization to compare the cost and return analysis and relevant contents and procedures should be added if missing in current HRD designed training program.

Review contents of the training

Going through previous training the training content must be checked to assure that that

the content are good enough to meet the returns on expected investment, if the HRD

department finds any gaps in contents of training program, that should be filled up at

this stage.

Key Indicators

Key indicators should be set at different intervals i,e daily or weekly to check and track the training proceeding in accordance to the

expected result. If the training is according to the plan should be continued if the

management finds any gapes in process should be reviewed and changes shall be made where

needed.

Matching

The management must have set the achievement of expected result in a specific

time i.e After a month,Quartely or yearly after the training. The actual performance should be matched against the expected performance of

training to get actual value of training.

Thank you very muchSyed Sheraz Hussain Shah (MS Project Management)Northern University, Nowshera ,KPK,Pakistan

For Queries mail at: sherazshaw@gmail.com