DOI: 10.7256/2454-0722.2017.3.23746

Abstract: The article analyzes the current approaches to evaluating efficiency of the training effects from the perspective of social and vocational psychology, and personality as the main object of influence of social-psychological trainings. The authors present the analysis of approaches to understanding efficiency of training effects by Yu. Zhukov, and L. Petrovskaya. They have also analyzed approaches to the evaluation of changes in psycho-impact of the training on the personality, interpersonal relations and professional competence described by such authors as: D. Kirkpatrick, and R. Bickley and D. Caple, A. Chanko, L. Petrovskaya and O. Pyatkova from the point of view of their relevance. Methods used by the authors during their research include content analysis of data from print and electronic sources of text data in empirical and practical studies of the authors concerning efficiency of the training impact of the socio-psychological training. The authors conclude that there are certain gaps in recording and interpreting personal impacts of the most popular short-term training programs. Based on the results of researches by O. Pyatkova and V. Kabrina the authors present a scheme of social and psychological assessment of stress-transformation of personality achieved in the process of implementing short-term training programs. The proposed scheme facilitates the interpretation of results of the training impact in terms of trans-communicative approach to the evaluation of short-term programs at various stages of the training cycle.

DOI: 10.25136/2409-8736.2017.3.24000

Abstract:   The subject of this article is the analysis of models of assessing the effectiveness of corporate training and staff development, the importance of which increases in correlation with the key global trends in this area. Having carried out a detailed analysis, the authors highlighted the key global trends in the area of corporate training and personnel development, which, in their opinion, have theoretical and practical meaning for the human resource management of an organization. The authors reveal the essence, advantages, and flaws in the models of Donald Kirkpatrick, Benjamin bloom, Ralph Tyler, Daniel L. Stufflebeam. The work emphasizes the essentiality in comprehensive analysis of the needs of stakeholders in selecting the forms, methods, and types of education and development of the staff members. Conclusion is made that the existing models of assessing the effectiveness of training and development of personnel are overall relevant to the current requests of the corporations, but demand greater time and financial investments due to the trends of personalization and distribution of digital learning, as well as implementation of the new educational technologies. At the same time, the most objective indicator of the effectiveness of learning lies in the evaluation of productivity and quality of work of the specialists, and as a result – their competitiveness in the job market.