The evaluation of training and development of employees: The case of a national oil and gas industry

This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University LondonDespite the fact that oil and gas companies invest heavily in training, there are considerable evidences to show that evaluation of the training is seldom undertaken, which leads to failure in determining the effectiveness of training. Kirkpatrick‘s four levels model (1959) sets out to be the key evaluation criteria to measure the effectiveness of training which has been used for more than 50 years to assess training effectiveness. This study focuses on the evaluation and improvement of Kirkpatrick‘s four levels model. It argues that Kirkpatrick‘s four levels model (1959) fails to account for factors such as work environment, individual factors, training characteristics, and their impact on training effectiveness. Accordingly, this study aims to investigate the moderating variables of training characteristics and evaluate their subsequent impacts on Kirkpatrick‘s four training outcomes (reaction, learning, behaviour and results) and on intention to transfer learning. The objective of this study is to identify those training variables (pre-training interventions and activities, trainee readiness, training environment, training methods, trainer performance and behaviour, training content and objectives) and their effect on improving employee performance. In this study, training characteristics are referred to as pre-training interventions and activities, trainee readiness, training environment, training methods, trainer performance and behaviour, training content and objectives. To achieve the aim of this study, quantitative research was adopted. The study was conducted at three separate times (pre-training, immediately after completion and post-training 2-3 months). The hypotheses were tested by selecting a sample of n1 = 406, n2 = 402, n3 = 391 trainees in health and safety training working in national oil and gas companies located in Oman by using convenience sampling. Structural equation model (AMOS) software is used to validate the research model. The study has contributed to the field of training evaluation by developing Kirkpatrick‘s four levels model through an the examination of the impact of training characteristics on Kirkpatrick‘s four levels (reaction, learning, behaviour and results) and on intention to transfer learning in the national oil and gas industry in Oman before and after training was completed. The findings indicated that pre-training intervention and practices were positively and significantly related to expectations of training outcomes, and only trainee readiness was found to be positively and significantly related to the expectations of training environment and expectations of trainer performance and behaviour. The result confirmed the positive and significant correlation between reaction and learning, and between behaviour and results. Moreover, the results indicated that trainer performance and behaviour were positively and significantly related to the two training outcomes: reaction and learning; and in addition, training environment had a strong and positive impact on learning. Training content and objectives were positively and significantly related to behaviour. ii Nevertheless, pre-training interventions and activities had an insignificant effect on expectations for the training outcomes. Further, trainee readiness had an insignificant effect on expectations for the training environment and on expectations of trainer performance and behaviour. Learning had an insignificant effect on intention to transfer learning. The training environment and training methods were not found to be positively and significantly related to reaction. Training methods were not found to be positively and significantly related to learning. Further, the training characteristics, such as the training environment, training methods and trainer performance and behaviour had an insignificant impact on intention to transfer learning. The findings did not support that training characteristics had a moderating role on the relationship between training outcomes. This research has empirically investigated the moderating effects of training characteristics on the relationship between reaction, learning, intention to transfer learning, behaviour and results. This study has contributed to the literature empirically by showing that pre-training interventions and activities were the strongest factor contributing to expectations of the training environment, as well as to expectations of trainer performance and behaviour. Trainee readiness was the strongest factor contributing to expectations of the training outcomes. Furthermore, this study has contributed to the extant literature empirically by showing that trainee reaction is related significantly to trainee learning. This study has contributed to the literature by showing that trainer performance and behaviour was the strongest factor contributing to reaction. Furthermore, the training environment (followed by trainer performance and behaviour) was the strongest factor supporting learning. This study has further contributed to the extant literature empirically by showing that behavioural change is related significantly to results. This study also shows that training objectives (followed by training content) was the strongest factor affecting behaviour. From a practical perspective, the findings of this research have significant and practical implications for instructors, training designers, managers and supervisors when creating effective training programmes. In addition, this study contributes a framework for the practice of evaluating training effectiveness.Omani Ministry of Man Power and the Omani Cultural Burea