Temporalities in evaluation of training courses: Standards and restrictions practiced by Human Resources professionals

摘要

Objective: This paper aims to decode the activity of Human Resources (HR) professionals responsible for evaluatingncontinuing vocational training. It is based on the understanding of the different “time frames” involved in the development of thenevaluation process as well as the reasons that justify the options for different implementation methods in the world of work.nMethods: Document analysis of the training evaluation process implemented in two companies and comparison of the resultsnobtained in the evaluation of a specific training session using two different evaluation methods.nResults: In both cases the companies largely adopted the Kirkpatrick’s model to evaluate training, although they hardly exceednthe evaluation level reaction to training. One of the two companies offered the opportunity to carry out an evaluation procedureninspired in an alternative model that confirms that different evaluation methods lead to different analysis produced by the traineesnregarding the process they have experienced.nConclusions: The choice for a specific training evaluation model usually depends on administration “time frames” and options andnit usually entails a consensus that considers training evaluation as the fulfillment of previously determined standard procedures.nNevertheless, the use of alternative evaluation methods, as a complement to that already in use, may be the right way to revisit thenquestions which originated the training course and rethink not only its original design but also the working conditions associatednto it.