Training Evaluations In Business Organizations

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dc.contributor.author Kaimuru, Caroline N.
dc.date.accessioned 2015-07-29T09:36:46Z
dc.date.available 2015-07-29T09:36:46Z
dc.date.issued 2015
dc.identifier.uri http://erepo.usiu.ac.ke/11732/584
dc.description A Project Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA) en_US
dc.description.abstract The purpose of the study was to investigate the role of training evaluations in business organizations with a focus on Star Times Media Kenya. The study addressed the following objectives: To highlight the need for organizational training; to identify the benefits of evaluation of training; to highlight training evaluation models and to identify training evaluation tools. The research design used was descriptive in nature where the total population was 60 out of which 50 respondents participated in this research. The census method was used to select the employees due to the small population of the staff in the Nairobi office. Questionnaires specifically designed for the employees were adopted for data collection. A total of sixty (60) questionnaires were dispatched and fifty (50) responses were received, giving a response rate of 83.33%. The data was then edited and entered into the Statistical Package for Social Sciences (SPSS) software version 20 to enable carry out descriptive analysis. This study used descriptive statistical indexes such as frequencies and percentage. For inferential statistics, linear regression analysis and chi square test was done to enable easy data interpretation, and to make sense of the data. The analyzed data was presented in form of tables, and figures according to the research questions. The first specific objective looked at organizational training with bias to importance of training, training process and training methodologies. In examining correlations between the independent variables and importance of training ,job morale and satisfaction had a correlation of 0.498, followed by job performance at 0.488, work output at 0.186 and lastly by achievement of organizational goals at 0.160. A majority of the trainers did not make use of the training process while planning for a training but they did carry out a needs analysis assessment before conducting a training program, Interactive training methodologies were preferable from hands on training methodologies and computer based methodologies. The second specific objective looked at the benefits of evaluation of training. Most respondents cited that learning was an important benefit of evaluation of training as it contributed to on the job application, job performance, job morale and satisfaction as well as the realization of organization goals. The third specific objective looked at evaluation models and their use. The study found that training evaluation models such as Kirkpatrick’s four level model, Philip’s ROI model and CIPP (Context, Input, Process, Product) model were not familiar with most of the trainers and management. Instead, trainers used performance reviews of the employees and on the job application to evaluate training. However, the employees identified certain aspects of the evaluation models such as participant reaction, on the job application, return on investment and elimination of unsuccessful training programs as being very important to them. The fourth specific objective sought to identify evaluation tools. Questionnaires, interviews, case studies and performance reviews were the tools used. Performance reviews emerged as the preferred training evaluation tool as it was easily available to both trainer and trainee as well as it allowed for the establishment of a reward system for improved performance. Interviews were least identified as an evaluation tool as they are prone to bias as well as being time consuming. The study went on to conclude that evaluation of training is very necessary and requires appropriate execution for organizations to keep abreast with the competition. The study has shown that evaluation of training results in learning for the organization and has financial implications which should be taken into consideration by any organization. The study recommends that trainers and managers should receive formal training on how to evaluate training programs so as to carry out such processes successfully in future. The study also recommends that leadership should appreciate the role of evaluation training and support training programs in the workplace. Finally, the study recommended that further research should explore how organizational culture influences training and evaluation of training. Researchers can utilize this research for enhancing further research, particularly in the customer service industry. Such a research will be able to ascertain the influence of evaluation of training and organizational performance. en_US
dc.publisher United States International University - Africa en_US
dc.subject Training Evaluations en_US
dc.title Training Evaluations In Business Organizations en_US
dc.type Thesis en_US

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