MBA 423: HUMAN RESOURCE MANAGEMENT Our assignment is from Chapter No. 9 (Human Resource Development) Review Question from Page 370: Explain how you would evaluate a training and development program. Group Members: S11023616 – Hardik Patel S97007874 – Mukhtar Ahmed

Agenda Chapter 9 – Review of the learning objectives (Page 337): What is Human Resource Development: Q1. Outline importance of HR development to organizational success Q2. Explain meaning of strategic HR development Q3. Explain need for a systematic approach to T&D Q4. Distinguish between training and development Q5. Outline major HR development methods Our additional research: Key Reasons for HRD Failure Q6. Describe key characteristics of an effective orientation program Followed by our presentation question: How you would evaluate a training and development program

What is Human Resource Development (HRD)? It includes: training and development, career planning and, performance appraisal. To facilitate the achievement of employee career goals and organizational strategic business objectives, it focus on the acquisition of the required: attitudes, skill and knowledge

Outline importance of HRD to organizational success? Human Resources Development has come to prominence because organizations have to improve productivity and international competitiveness. Employees (and organizations) can compete only if they learn faster than their competition A well trained, multi-skilled workforce is essential to economic survival Short and long term challenges: Business and economic changes Technological changes Organizational changes Social, legal and other changes Talk about each of these breifly Business and economic changes Technological changes Organizational changes Social, legal and other changes Generalise: Improve productivity International competitiveness Economic survival Personal growth and learning opportunity as a benefit key source of sustainable competitive advantage support business strategy promote corporate culture support organisational change create a better and motivated and self reliant employees avoid employee obsolense reflect the capacity for people to grow and change Better informed in decision making by leaders and managers and improves in better understanding of the key roles of HRD. Improvements in operations including information flows between the levels of the system Better working relationships amongst the employees. Focuses on recruitments and providing directions for the people who work in the organization.

Distinguish between training and development Teaches employees how to better perform their present JOB/TASK More Focus on Present JOB Remedy sub standard performance through procurement of specific skills Development: Activities that prepare an employee for future responsibilities By investing in HRD, the company hope to guarantee their employees lifetime employability Focus in future Job through acquisition if new experience , knowledge, skills and attitude. HR Planning – examine the organization in terms of capacity to achieve its objectives

Key reason for HRD failures Organization lack or have ill-defined strategic objective Top management views T&D as a necessary EVIL. something nice to do or an employee benefit Organization neglect long-term considerations and concentrate on the short term goals Organization do not analyze T&D needs Emphasizes employee satisfaction rather than performance improvement.

Q2& Explain the meaning of Strategic HRD It is essential to measure the adequacy of the return of investment (ROI) for T&D activities To do T&D cost effectively and to increase the ROI, a systemic approach is needed rather than ad hoc style.

Q3 Need for systematic approach to T&D To do T&D cost effectively and to increase the ROI, a systemic approach is needed rather than ad hoc style. Thus, strategic HRD is a 3 step approach to training that involves: Assessment of training needs Conduct of the training activities Evaluation of the training activities (Our actual presentation topic) A Systematic Training and Development Model: Speaker Notes: Notes: The above is used to enhance the effectiveness of the training and development Permits HR managers to demonstrate how training and development contribute to the organisations strategic objective

Our key presentation: Question 9: Explain how you would evaluate a training and development program. T&D - if they are to be justified and effective, must contribute to: The achievement of the organizations objective. Improve the employees performance Have profit impact (Return on Investment) Kirkpatrick Evaluation Model for T&D: Thank you for your patience in listening to our chapter summary so far. In the earlier slides, we have already covered the [1] Assessment and [2] Conduct parts of the Systematic Approach to Training, in our presentation below, we are concentrating on our key quiz question Key aim of the evaluation phase of the systematic approach to training is to measure the following (before T&D activities, after the T&D activities and to plan for future T&D activities).

Major Evaluation Methods Measure How measured Indicators 1 Reactions Questionnaire Interviews Focus groups Satisfaction Enjoyment 2 Learning Pencil and paper tests Oral examination Work sample Observation of performance Performance ratings Knowledge Skills 3 Behaviour 3rd Party feedback Attitude, Behaviours, Motivation 4 Results Production statistics Sales statistics HR Statistics OHS statistcs Productivtiy Sales Quality Absenteeism Labour Turnover Accident Frequency 5 Return on Investment Cost Benefit Analysis Dollar value Using the example of Kirkpatrick Model on How do you conduct a training evaluation? Here is a quick guide on some appropriate information sources for each level. Level 1 (Reaction) completed participant feedback questionnaire informal comments from participants focus group sessions with participants Level 2 (Learning) pre- and post-test scores on-the-job assessments supervisor reports Level 3 (Behavior) completed self-assessment questionnaire on-the-job observation reports from customers, peers and participant’s manager Level 4 (Results) financial reports quality inspections interview with sales manager Think broadly about where you can get information. Sources include: hardcopy and online quantitative reports production and job records interviews with participants, managers, peers, customers, suppliers and regulators checklists and tests direct observation questionnaires, self-rating and multi-rating Focus Group sessions Once you have completed your evaluation, distribute it to the people who need to read it. In deciding on your distribution list, refer to your previously stated reasons for conducting the evaluation. And of course, if there were lessons learned from the evaluation on how to make your training more effective, act on them!

Conclusion Accelerating rates of change and global competition have meant that HRD has become an important organisational and national issue. Training starts when an employee enters an organisation. To improve performance and avoid employee obsolescence, the employee should undergo further (and regular) training and development. Its also important that proper evaluation of T&D is done, to ensure that right results are being achieved through the T&D. Kirkpatrick 4 step Evaluation is an ideal model to o Evaluate an Training and Development program. Once you have completed your evaluation, distribute it to the people who need to read it. In deciding on your distribution list, refer to your previously stated reasons for conducting the evaluation. And of course, if there were lessons learned from the evaluation on how to make your training more effective, act on them!

Questions?

Bibliography http://www.businessballs.com/traindev.htm http://www.businessperform.com/workplace-training/evaluating_training_effectiven.html http://en.allexperts.com/q/Human-Resources-2866/2009/6/HR-Training-Evaluation.htm