International Journal of
Innovation, Management and Technology

Abstract

Need for this paper arises because of the changing dimensions in the competency required by the organizations from their employees, and need to identify a tool which can serve a basis for change management and enhance the ability of unlearning so that a better learning can be imparted in the more easily and effectively. Gradual change is taking place inside and outside work culture of organizations, which is resulting in a need to maintain internal and external equity of competency of the employees with the change in job requirement, for performing job task keeping the efficiency constant. This paper is having a prime focus on redesigning a training system which can perform the task of Analysis of Training Need (AOTN) and Training Evaluation. For any training process AOTN and Evaluation are the prime components, where AOTN helps in appropriately identifying the areas where training can serve as a best tool for problem solving and generate a priority list. AOTN also strengthens the proposal for funding training from the investors. On the other hand Effective Evaluation projects and presents, in front of the investors, the extent to which the training program is able to achieve its objective by external and internal validation in the form of quantitative and qualitative reports. Internal Validation is the process of deciding what you are getting and External Validation is establishing whether it is what you want. Authors have redesigned the stages of Evaluation and overlapped it with the process of Analysis of Training Need (AOTN). This over lapping continuously tracks the different stages, and warns for taking a correction measure immediately whenever there is an anomaly. With its help, investment (inters of money and time) made on training can be saved, by formulating and executing new solutions for enhancing the effectiveness of this self-improving mechanism. This process continues until the desired level of competency is attained.