Rothwell, W.J., (2005) summarises the literature of several research as Evaluation is the process of placing value. A value, in turn, is a belief about what is good or bad, important, or unimportant. Indeed, values brought attitudes, which specify behaviour. The values of those who hold power fundamentally shape the character of an organization. The main purpose of evaluating a training program is to acquire knowledge about whether it has achieved or failed its’ objectives. Analysing the training event by using appropriate evaluation tools can improve the outcome of future trainings to a considerable extend (Rothwell, W.J. and Kazanas, H.C., 1999). Evaluation of training and development is the most essential aspect of training programme. Generally all good training and development programmes start with identification of training and development needs and ends with evaluation of training (Gopal, 2009). There are different models to evaluate training, still training evaluation is the we
Here we aim to examine how organizations conduct various learning and development activities. And the methods and factors in which them activities be based upon. According to Armstrong, and Taylor, (2020) When considering the learning needs analysis, most organizations come up with general need gap based on general assumptions as what certain jobs require as skills. However, they have argued that since the assumptions could be wrong, the organizations must come up with carefully conducted gap analysis where 3 levels such as corporate, collective, and individual level is being concerned. Figure 1.0 depicts how these three levels are interconnected upon their functionality within an organization. Further they argue as once the individual needs are assessed and understood, the emergence of common needs which may provide an outline about group needs, which subsequently give an idea of about corporate needs to learning and development. Process of learning need analysis is also called the