Aim Of The Study

Increased trends in new technology

Continues drive for quality

Diversity in the workforce

Quest for change in business delivery

Maintain most valuable assets by HRD functions

Loosen up potentials of employees

Help employees incontributing to organisational strategic goals and objectives

Enhancing employees performance through learning process

Employees will achieve job satisfaction

Organisation will achieve increased productivity

Changed tremendously because of changes in technology

Conduct based on current level of trainee expertise and needs

On-the-job training

Coaching

Demonstrating

Mentoring

Job rotation/planned experience

Off-the-job training

Lecture

Role playing

Case study

Discussion

Outdoor workshop

To assess training effectiveness on goals and outcome

Levels to consider

Reaction

Immediate reaction from participant about training

Learning

Knowledge

Skills

Attitude

Changes in abilities

Behaviour

Improved job performance

Result

In terms of reduced turnover

Increase in productivity

Increase in job satisfaction

Philips' five level model (2003)

Swanson and Holton's model of evaluation (1999)

Kirkpatrick four level taxonomy (1976)

Questionnaire method

7 different reputable service firms in Nigeria

On-the-job training performs better

Create effective performance of organisation

Producing actual and immediate result

individual performs his duty

trainee learns effectively

trainee develops expeetise

Could be ineffective if

learning process lacks quality guidance

lacks of coaching from job