A model for evaluating the effectiveness of middle managers' training courses: evidence from a major banking organization in Greece

Abstract

Contemporary management thinking embraces the organizational training theory that sustainable success rests, to a great extent, upon a systematic evaluation of training interventions. However, the evidence indicates that few organizations take adequate steps to assess and analyse the quality and outcomes of their training. The authors seek to develop the existing literature on training evaluation by proposing a new model, specific to management training, which might encourage more and better evaluation by practitioners. Their thesis is that training evaluation is best if it can be based on criteria derived from the objectives of the training and they draw on the management effectiveness literature to inform their proposed model. The study seeks to examine the effect of six evaluation levelsreactions, learning, job behaviour, job performance, organizational team performance and some wider, societal effects -in measuring training interventions with regard to the alterations to learning, transfer and organizational impact. The model was tested with data obtained from 190 middle managers employed by a large banking organization in Greece and the results Evaluating middle managers' effectiveness 221suggest that there is considerable consistency in the evaluation framework specified. The paper discusses these results and draws conclusions about their practical implications. The study's limitations are considered and some future research needs identified.

Auto Evaluations of Distance Management Training in a Federal Autarchy

“…The empirical models obtained in this research are in agreement with the scientific literature on TD&E in demonstrating the importance of psychosocial support to learning in predicting the impact of training at work (Alfandi, 2016;Galanou, & Priporas, 2009). The variables of training impact, both in terms of amplitude, depth and competences presented acceptable results since the factors unit of work and immediate manager of the predictive variable of learning support demonstrated that it has a strong influence on the training results in the environment job.…”

“…Galanou and Priporas (2009) also identified that training contributed to increased productivity and that the satisfaction level of the team was increased by the training evaluated by the authors. The impact of training on the job generates, in fact, effective contributions to the acquisition and mastery of professional skills of managers (D'Netto, Bakas, & Bordia, 2008).…”

Training Programs Evaluation for Educational Supervisors in Oman

“…Even though there are numerous researchers in training program evaluation, most of them measure perceptions and level of use for example, Phillips (2003), Al-Athari & Zairi (2002), Green (2004) and Al-Hatmi (2009). Generally according to Galanou and Priporas(2009) ), citing Kaplan and Norton (1996) claim also that "training programs generally lack practicability and their impact has not been systematically evaluated" makes several important points" (p. 235). They further states that to achieve the best quality results in investigation the impact of training programs that more research is needed in order to move away from the unplanned and poorly idea conceived(p. 235).…”

Avaliação de treinamento em uma agência reguladora: aprendizagem, reação e impacto

“…H14: Não haverá diferença de opinião entre participantes e chefias nas avaliações de suporte psicossocial, suporte material e impacto do treinamento no trabalho (Abbad & Meneses, 2003;Santos Junior, 2012;Galanou e Priporas, 2009;Homklin et al, 2013;Homklin et al,2014;Pham et al, 2012;Yotamo, 2014).…”