Training and development enhance the efficiency of any organization until and unless the training program goes through proper monitoring and Evaluation process. Studying different evaluation models I come across some major findings which I found very essential for evaluation of training to get the maximum desired outcomes. The model which I have designed possesses the three major stages of any training program i.e Pre Training, during training and Post training performances.

1. I N P A R T I A L F U L F I L L M E N T F O R T H E
A W A R D O F T H E D E G R E E
O F
M S P R O J E C T M A N A G E M E N T ( E V E N I N G )
I N
N O R T H E R N U N I V E R S I T Y N O W S H E R A , K P K
, P A K I S T A N
Sheraz’s Model of HRD
Training Evaluation

2. Dedication
This Presentation and specially the HRD Evaluation
Model which I have designed is dedicated to the
innocent students of APS who sacrificed their lives on
16th Dec 2014 whose sacrifices cannot and will never
be forgotten.
This work is also dedicated to my dearest Teacher Sir
Mubashir, who have always helped me unconditionally
and whose good examples have taught me to work
hard for the things that I desire to achieve.

3. Importance of training
 Training and development enhance the efficiency of
any organization until and unless the training
program goes through proper monitoring and
Evaluation process.
 Studying different evaluation models I come across
some major findings which I found very essential for
evaluation of training to get the maximum desired
outcomes. The model which I have designed
possesses the three major stages of any training
program i.e Pre Training, during training and Post
training performances.

4. The model is consist of 5 features abbreviated
by “ERRKM” which are
1. ERI (Expected Return on investment)
2. Review of previous training,
3. Review of “Contents” of the training,
4. Key Indicators
5. Matching Performances

5. ERI (Expected Return on investment)
before launching training program the HRD
department should be aware of the expected return in
terms of monitory and non-monetary values. Having
the expected return in mind the HRD department will
put their best efforts to get the best expected result
from proposed training.

6. Review of Previous Trainings
The HRD department must go through same type of
training conducted inside and outside the organization
to compare the cost and return analysis and relevant
contents and procedures should be added if missing in
current HRD designed training program.

7. Review contents of the training
Going through previous training the training content
must be checked to assure that that the content are
good enough to meet the returns on expected
investment, if the HRD department finds any gaps in
contents of training program, that should be filled up
at this stage.

8. Key Indicators
Key indicators should be set at different intervals i,e
daily or weekly to check and track the training
proceeding in accordance to the expected result. If the
training is according to the plan should be continued if
the management finds any gapes in process should be
reviewed and changes shall be made where needed.

9. Matching
The management must have set the achievement of
expected result in a specific time i.e After a
month,Quartely or yearly after the training. The actual
performance should be matched against the expected
performance of training to get actual value of training.

10. Thank you very much
Syed Sheraz Hussain Shah (MS Project
Management)
Northern University, Nowshera ,KPK,Pakistan
For Queries mail at: sherazshaw@gmail.com