Evaluation of Formal Training Programmes in Greek Organisations

This type of training is provided away from workplace in order to minimize distractions and encourage trainees to pay full attention. It includes lectures, case studies and simulation…

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

1. Identify four possible consequences of inadequate training or training that does not meet an organisation’s needs or requirements.

As I reflect upon the training received, it can almost be broken down in terms of layers of psychological and behavioural changes

A research problem is an area of interest in which there is deficient knowledge. As a result, research is

They do not hire based on skills, but on attitude, fit and importance of culture

In research, there is no right or wrong process; although there are many heuristics that can be passed on. Appropriate use of information requires that we see knowledge acquirement as fluid and varying. (Jones, 1996)

Weaver-Hightower (2014a), indicated that topical research “offers insights on the nature and severity of the problem providing you with potential arguments for the study's significance”, while also allowing you to “identify gaps in the literature that is not yet known about

Researches are always carried out with the purpose of answering questions that are there, to ascertain a particular phenomenon or to prove a concept. Different researchers have different reasons for carrying out their research and this is encourage because the knowledge that is gained can be used by the others in improving that research or better understanding what the situation is. This paper tries to look at what the researchers were after and at the same trying to see the challenges they faced and their limitations. It basically tries to understand why the researchers chose the research design that has been used in the research.

This article covered two studies done to see the differences and changes in knowledge and

Undoubtedly, there is an unswerving relationship between the theory and its application. Theory offers direction in research, and its application affords a baseline for research. In the following text, the relationship between theory and application and the manner in which a theory guides practices is espoused upon. Therefore, the purpose of this paper is to show how research and theory are connected and how both serve as models for good practice in finding the appropriate information that allows investigators to resolve issues and to solve research problems, while also adding to the world’s body of knowledge (Akang, 2012).

Participation of the trainer in this study will take 30-45 minutes, in which the participant will complete a survey that consists of Section A (part I) - 15 vignettes (covering 5 competencies), Section A (part II)-10 True and False question (covering regulation), and section B - 15 question evaluation survey (covering the overall satisfaction of the training). The survey was developed by Dr. Soliman based on existing literature. The survey will be administered by trainers of DCSF.

Training is turning into a standout amongst the most imperative things in a man's life, a great many people are attempting to acquire an instruction.

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the