NEW APPROACHES IN HRM

98 Kirkpatrick’s 4 Levels of Training Evaluation framework method is used to accomplished aim & influence HR Director i.e. Reaction, Learning, Behavior& Result. That measures the reactions of the trainees through the evaluation form or feedback questionnaire and another form to know if the training met the needs and the second level, which is the learning, will show if learning has taken place and will determine if the learning outcomes were met such as improved attitude, enhanced skills, and new knowledge. Thirdly, the level 3, which is behavior that will be observed by the trainer and lastly, the level 4 which is the result that will be measured by the increase in customer satisfaction rating and the reduction of absenteeism and obtaining these positive outcomes will prove a positive transfer of training (Blanchard &Thacker, 2013). Kirkpatrick’s evaluation model is very useful for this L&D strategy, however, it could be inferred that this model does not allow ongoing evaluation and feedback, which would further rely on the management process (Stewart and Cureton, 2014). Conversely, Perskill and Russ-Eft (2009) identify some tools that could be used to measure achievement that will give an adequate level of development, and this includes, „ responsive evaluation, goal-free evaluation and behavioral objectives approach ” . Therefore, to align with this evaluation tool, the impact of the training will be measured and communicated when the knowledge and skill of the learner to perform a task has improved. Moreover, it will be measured when the learner applied the newly learned skill or knowledge in the workplace, which will cause the learner’s behaviors in the workplace to change to reflect the corporate culture and goals. Furthermore, the individual or team performance against goals will be measured to monitor the impact of the learning, and if they feel confident because of training, the managers of Selfridges will be able to demonstrate high self- efficacy (Gist et al., 1991). Conclusion The importance of training and development in the corporate world cannot be over emphasized, however, the appropriate measure is needed for the training to meet the business need. It is acknowledged that training could have both positive and negative impacts when not designed adequately to suit the needs of both the trainees and overall business aims. Thus, it is essential to examine any issues related to training and development in any business