A review on evaluation models of human resources training activities

From past to present, how training activities can be carried out more effectively in organizations and how the effectiveness of training activities can be measured have been the answers that scientists and practitioners have been constantly investigating. Research on the applicability of the proposed model, its effective use and how to establish an organizational training impact measurement system to make specific recommendations is still very limited. With the impact of developing technology and globalization, businesses in an intensely competitive environment attach more and more importance to people, the most important resource, to be more efficient. Research on the evaluation of human resource training activities generally uses different evaluation approaches such as Kirkpatrick's Model, Phillips' ROI Model, Brinkerhoff's Success Path Model and Kaufman and CIPP Model. These models provide organizations with various perspectives by enabling them to evaluate the effectiveness of training programs from different angles. Most of the studies conclude that training programs increase participants' knowledge and skills, positively affect their behavior in the workplace and consequently increase job performance. However, some studies have also found that training programs do not have the expected impact or that the impact is not sustainable. It can be said that the models and research results used in evaluating the effectiveness of human resources training activities provide important guidance for organizations but emphasize the need for continuous improvements in the design and implementation of effective training programs. This study is descriptive in nature, falling under the general review category to understand the conceptual framework, needs and purpose of evaluation and the various models adopted by organizations for evaluation purposes. Consequently, this study reveals the most used model and what are the issues that lead to ignorance in the evaluation process as well as in the evaluation itself. This study aims to contribute to academic knowledge to meet the above needs. On this basis, it seeks to answer the question of how to effectively measure the impact of corporate training. However, businesses want to be able to correctly identify the need for training, to make informed planning and to see the return on their investments concretely. The structure of the study consists of three parts. In the first part, the importance of training and development in terms of human resource management will be tried to be determined, in the second part of the research, the evaluation stage in the training process will be discussed. Here, the importance of evaluation of training activities in this context will be mentioned. In the third part of the study, training evaluation models will be mentioned. In line with the information obtained because of the research, it has been seen that it is inevitable to restructure this function in the face of new developments, and it has been determined that it should focus on the individual development of the employee in parallel with the general development of the organization. The opinions received from different sectors and experts may be able to contribute to other companies, managers, and experts to dominate future visionary perspectives.