Abstract: The existing methods of evaluation in training are misleading in telling companies to evaluate the return of training investment and the value of training in terms business profits. It seriously affects the company's confidence and passion in training investment because it is difficult to build up a direct relation between training and the outcomes of management. It also consequently influences the development of training. We argue that the contribution of training to the company should not be evaluated directly by the achievement or outcome of management. It should be evaluated by the direct outcome of training that would affect the outcome of management. The direct outcome of management are those changes of trainees' mentality, behaviors and their results. This paper, in addition, also analyzes the content and methods of four categories of training.
Publication Year: 2004
Publication Date: 2004-01-01
Language: en
Type: article
Access and Citation
AI Researcher Chatbot
Get quick answers to your questions about the article from our AI researcher chatbot