Obstacles For Organizations To Improve Training Effectiveness

Training effectiveness in organizations means the extent to which their objectives have been achieved. Due to organizations' increasing investment in training, the desire to improve the investing supervision and obtain more profit in return is being intensified. Therefore, the issue on how to improve organizations' training effectiveness has come to the attention both for the enterprises and academic world. Through literature study and documental approach, my thesis is intended to probe deeply and systematically into this issue in the light of fundamental psychological, economic and managerial principles.My thesis falls into four chapters. The first chapter is to study the definition of training effectiveness, and to compare and analyze common methods used to evaluate training effectiveness, and to review and summarize the foundation of research and practice on training effectiveness. Followed is all-round literature study on the factors affecting training effectiveness in the light of system approach, while trying to attribute the lack of managerial intervention to the key cause, and provoking the thought of objective obstacles in training effectiveness. The main body of my thesis is on the detailed illustration of such objective obstacles as training interest and interest conflicts, and last but not the least, the suggestions for improving training effectiveness from the perspectives of improving strategical training competence.The value of my work lies in the following aspects: 1) There has been an increasing number of theoretical workers in training effectiveness field in the past few years, but nearly no one has ever conducted a research on organizations' training effectiveness and obstacles through systematical approach. Much minute work has been done in my thesis, such as collecting negative feedback on training from the HR world, concluding the system factors affecting organizations' training effectiveness, and elaborating conflicts of training interest between organizations and sectors. 2) Further discussion has been made on the two key issues concerning training effectiveness. One issue is about the evaluation of training effectiveness. Analysis is given to the on-going result-oriented evaluation of training effectiveness, and preference is given to the principles of all-roundness and future-orientedness, and warning is given to organizations' non-relevant evaluation of economic value of training and preference of interest returns rather than wholesale quality. The other issue is the objective obstacles for improving training effectiveness. Much research of literature on the key system factors leads to the conclusion that the training interest conflicts are the objective obstacles, and followed is detailed analysis of the organizations' complex training interest, especially in the views of organizational theories. The understanding of interest and its conflicts in training is of great importance to avoid irrational increase of managerial intervention and one-sided improvement of training effectiveness.However, considering the fact that the final goal of my thesis is to offer some suggestions on how to improve organizations' training effectiveness, I chose not to make any on-the-spot investigations on organizations' practices, which might be a fly in the ointment for my thesis. Further more, due to the limitations of my knowledge and the length of my thesis, I'm not able to do further research on the subjective obstacles, and some further study on strategic training and its relationship with organizational innovations also need to be carried out in future.