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Evaluating effectiveness of a training programme with trainee reaction

机译：用受训者的反应评估培训计划的有效性

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Purpose - This paper aims to deal with evaluation of different parameters of an induction programme conducted by a transmission and distribution major in India. The study aims to indicate which aspects of the training programme need to be emphasised when devising induction programmes for managers and non-managers, and to ascertain whether there is any significant difference in their reactions. Design/methodology/approach - Evaluation has been done with the help of trainee reaction measured by a questionnaire. The statistical tools used include factor analysis to generate factors that influence trainee satisfaction and a t-test to test the hypothesis that there will be a significant difference between managerial and non-managerial levels in their satisfaction with different aspects of the programme. Findings - Factor analysis generated six factors, namely clarity of trainer, other facilities, venue of the programme, food served, practical application, and communication of trainer. The t-test run on these factors shows a significant difference in means for only one factor, namely communication of trainer, which implies that managers could relate better to the trainer, given their intellectual superiority. Research limitations/implications - A larger sample size covering more units of the organisation would help in generalising the findings. Practical implications - The findings could help in developing an induction programme customised to meeting the needs of managers and non-managers. Originality/value - Practitioners may use this paper to plan a common orientation programme for the healthy integration of managers and non-managers and to ensure that there is a minimal gap between the satisfaction levels of the two groups.
机译：目的-本文旨在处理由印度输配电专业进行的入职培训程序的不同参数的评估。该研究旨在指出在为管理人员和非管理人员制定上岗培训计划时，需要强调培训计划的哪些方面，并确定他们的反应是否存在重大差异。设计/方法/方法-借助受训者通过问卷进行的反应来进行评估。所使用的统计工具包括因素分析以生成影响学员满意度的因素，以及t检验以检验以下假设的假设：管理人员和非管理人员对计划的不同方面的满意度之间将存在显着差异。调查结果-因素分析产生了六个因素，即培训师的清晰度，其他设施，计划的地点，提供的食物，实际应用以及培训师的沟通。在这些因素上进行的t检验显示，在一个因素上，即在培训者的沟通方面，均值存在显着差异，这意味着管理人员可以凭借其知识优势与培训者建立更好的联系。研究的局限性/意义-覆盖组织更多部门的更大样本数量将有助于概括研究结果。实际意义-研究结果可以帮助制定定制化计划，以满足管理人员和非管理人员的需求。原创性/价值-从业者可以使用本文来计划一个通用的指导计划，以健康地整合管理者和非管理者，并确保两组的满意度之间的差距最小。

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