Performance appraisal
As a result of performance appraisal feedback, it is identified that training is needed. In preparing for the training, the need has been analyzed, designed, developed, implemented, and evaluated (ADDIE method). As the HR manager, it is your responsibility to assess the training efforts, to conduct the training, and to assess the outcome or success of the training. What are some recommended methods of assessment when it comes to meeting the legal concerns of training? In addition, which do you think is more driven by results? Please explain. 200 words
Sample Solution
When it comes to meeting the legal concerns of training assessment, some recommended methods include using questionnaires to assess the employees' understanding and appreciation of the material presented by asking specific questions related to the material;carrying out pre-training surveys with regards to the employees’ current knowledge levels regarding a particular topic; conducting post-training evaluations that measure employee satisfaction, gauge how well objectives are met, and what has been learned since attending the training.
The use of return on investment (ROI) analysis is also an important assessment method for measuring success in any type of training. This method helps managers determine if a given program is worth its cost in terms of time, money, and resources. The ROI can be calculated by comparing tangible benefits such as increased productivity against costs such as salaries for trainers or materials used in trainings.
In terms of which option is more driven by results I would say that ROI analysis is most effective when assessing trainings due to its quantitative approach towards measuring outcomes and success. Questionnaires or surveys may provide valuable insight into understanding participants’ opinions but they do not always equate directly into measurable performance indicators so they may not be as useful when it comes to tracking progress or determining return on investment over long periods of time.