www.iaset.us editor@iaset.us EVALUATION OF TRAINING EFFECTIVENESS BASED ON REACTION – A CASE STUDY D.S.RAO 1 & P. VIJAYA KUMAR 2 1 Research Scholar, School of Management Studies (SMS), Jawaharlal Nehru Technological University, Kakinada (JNTUK), Andhra Pradesh, India 2 Professor & Director, School of Management Studies, Jawaharlal Nehru Technological University, Kakinada (JNTUK), Andhra Pradesh, India ABSTRACT Historically, since the middle of the previous century, Kirkpatrick’s four level model consisting of reaction, learning, job behavior and the result has been the basis for evaluating the training effectiveness. The objective of the paper is to measure the effectiveness of the training programs at reaction level, and also to find out the difference of opinion and relationship among the variables of reaction (training management process, materials and course structure and satisfaction towards trainer) based on the demographic profile of the respondents. Data collected from 267 respondents from a population of 2645 participants attended training programs from six selected public sector undertakings. Descriptive statistics were applied by using SPSS statistics version 20 software for analysis. As a result of the analysis, it was found that the training institute needs to upgrade its machinery and equipment for imparting practical training, improve the quality of course materials and also to improve the competency of the faculty. Achieving training effectiveness is a combined responsibility of participants, the sponsoring organization and also the training institute. The sponsoring organization must ensure that suitable candidates are nominated for training programs. KEYWORDS: Training, Reaction, Training Effectiveness, Training Management Process, Materials and Course Structure, Satisfaction towards Trainer INTRODUCTION Training Training is a process of learning a sequence of a program's behavior. According to Flippo (1971) “training is an act of increasing the knowledge and skill of an employee for doing a particular job”. Similarly, Beach (1980) viewed that “training is an organized procedure by which people learn knowledge and/or skills for a definite purpose”. In fact, it is the training that bridges the gap between job requirement and employee present competence. A training program is not complete until you have evaluated the methods and results. Evaluation of Training Training evaluation is defined as the systematic collection, analysis, and synthesis of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, value, and modification of various instructional activities (Warner and De Simone, 2009). This definition mentions both descriptive and judgmental information which provide a picture of what is happening or has happened, and show any opinion or belief about what has International Journal of Business and General Management (IJBGM) ISSN(P): 2319-2267; ISSN(E): 2319-2275 Vol. 6, Issue 4, Jun - Jul 2017; 45-56 © IASET