Professional Training Principles and Evaluation Methods

Principles of Professional Training

Training must possess a distinct, specific, and concrete character. Training schemes should provide targeted solutions to specific organizational problems.

The Training Cycle

Training is a continuous process consisting of the following core elements:

• Training needs
• Action plan
• Actions
• Results

Basic Training Categories

There are three fundamental categories of professional training:

• Initial training: Entry-level preparation.
• Ongoing training: Development during the course of employment.
• Promotion training: Preparation for advancement or career growth.

Defining Training Objectives

Training is defined by the following levels of expertise:

• Basic Training: Courses for individuals with no prior knowledge or experience in an occupation.
• Advanced Training: Courses for individuals with existing knowledge to improve their professional attitudes.
• Specialization: Courses for experienced professionals aimed at developing high-level knowledge and advanced skills.

Setting Training Goals

Targets are established based on the desired outcomes for personnel. Key factors for analysis include company policies, organizational needs, teaching content, and worker characteristics.

Methods of Performance Evaluation

Various assessment classes can be applied based on company needs or evaluation criteria:

• Objective Assessment: Focuses on the worker's observable behavior.
• Subjective Evaluation: Based on the assessor's belief or opinion regarding worker performance.
• Direct Assessment: Measures performance objectively or through tangible results.
• Specific Evaluation: Assesses one or more particular aspects of a task.
• Systematic Evaluation: Evaluates every aspect of an individual's work performance.

Evaluation Models

1. The Kirkpatrick Model

This model distinguishes four levels of evaluation:

• Reaction: Measures how recipients enjoyed the training.
• Learning: Assesses the knowledge acquired by participants.
• Attitude: Evaluates the transition from learning to behavioral change.
• Results: Measures the attainment of program objectives.

2. Pierre Drouet Vocational Model

This model identifies four areas of assessment:

• Intra-program Evaluation: Checks internal consistency and operational development.
• Intra-company Evaluation: Measures the effect the program produces within the organization.
• Effects Evaluation: Measures the indirect impact of the program on various areas.
• Systematic Evaluation: Measures management or classification within groups sharing common characteristics.

3. Economic and Financial Criteria

This approach is based on the quantitative measurement of results, including the rate of return and the social return on training investments.