University:
California State University, Northridge
Course:
SOC 150 | Introductory Sociology
Academic year:

2024
Views:

323

Pages:

2
Author:

Amel S.

Effectiveness Analysis in Training A. Concept of Training Effectiveness Effectiveness in the big Indonesian dictionary comes from the word effective which is interpreted as: a) there is an effect (there are consequences, influences, there is an impression), b) efficacious or efficacious, c) can bring results, successful (efforts, actions) (Big Indonesian Dictionary, 2005: 284). So it can be understood that effectiveness is the level of success in achieving goals. Meanwhile, training according to Simamora (2006: 273) is "a learning process that involves the acquisition of skills, concepts, regulations, or attitudes to improve performance." So, training effectiveness is analyzing the level of success of a learning process to improve skills in HR performance. B. Measuring Effectiveness Gomes (2000: 209) states that "in measuring the effectiveness of a training program, it can be evaluated based on information obtained at five levels". So, it can be understood that the measurement of training effectiveness is done through five ways, including reactions, learning, behavior, organizational results, and cost effectiveness. 1) Reactions, namely to find out the opinions of participants regarding the training program, after attending the training, participants were asked about how far they were satisfied with the training as a whole, with the speakers, the material presented, its contents, the materials provided, and the training environment (room, rest time, food, air temperature). 2) Learning, namely to find out how far the participants have mastered the concepts, knowledge and skills given during the training, usually done by holding written tests (essays or multiple choice), performance tests and simulation exercises. 3) Behaviors, assessing participants before and after training, can be compared to determine the level of influence of training on changes in their performance. 4) Organizational results, namely to test the impact of training on work groups or organizations as a whole. Data can be collected before and after training based on criteria of productivity, turnover, absence, accidents, complaints, quality improvement, client satisfaction and the like. 5) Cost effectiveness, intended to find out the amount of costs spent on training programs, and whether the amount of costs for the training is considered small or large compared to the costs arising from problems experienced by the organization. C. Example of Training Effectiveness Analysis Analyzing seminars or workshops held by the Career Development and Entrepreneurship Unit (UPKK) UB Malang. The training method applied by UPKK-UB Malang is off the job training, namely seminars consisting of work preparation training seminars and entrepreneurship seminars held at the Widialoka Building owned by Universitas Brawijaya. The training implemented by UPKK-UB Malang has been effective, this can be seen based on the output (results) based on the measurement of training effectiveness. Based on the example of alumni data from Universitas Brawijaya Malang, it can be seen that the training participants have succeeded in applying the knowledge they have gained and getting jobs according to their goals. With this training, it really helps alumni to better prepare themselves to face competition in the world of work and competition between human resources.