Unit 5 Human Resource Development | Employee Directory Made Social

3.1 Prepare an evaluation using suitable techniques Unit 5 Human Resource Development

Unit 5 Human Resource Development  is essential to evaluate the training event to to decide whether the event was a success or failure (J. C. 2004). Evaluation is done to check whether the goals set for the training event are met or not. For the training event explained in the previous section, evaluation could be used by using the following methods:

Feedback from the trainees: Feedback from the trainees on the training and development event could be collected to evaluate the event. Trainees would be asked to rate the different aspects of the training event on a scale of 1 to 5 where 5 rating denotes excellent and 1 denotes poorest

Unit 5 Human Resource Development | Employee Directory Made Social

Process / activity / method / trainer skills / materialRating (1 to 5)
The training material provided to the trainees
Technical skills of the trainers
Communication skills of the trainer
Medium used for the training
Activities organised during the training event
Hands on experience
Test level after the competition of every module
Time allocation to different activities
Learning Environment

Questionnaire:Questionnaire is also a very good method for the evaluation of the training and development event. The trainees who have undergone the training are asked the questions related to the training activities organised in this method. A sample questionnaire is presented below:

  • Are you satisfied by the teaching method used by the trainers?
  • The e-learning material provided by the HRD department covered all the topics or not?
  • If not then how many topics were left and how many were included in the e-learning?
  • Did you get the chance of hands on experience?
  • Did you get the chance to ask the questions to the trainer to clear your doubts?
  • The time allocated to every module was sufficient for learning that module?
  • Did you get the chance to perform group activities?

 3.2 Carry out an evaluation of a training event

The evaluation of the training event organised in the previous section is done below by using the feedback method and questionnaire method:

Feedback

Process / activity / method / trainer skills / materialRating (1 to 5)
The training material provided to the trainees5
Technical Skills of the trainers4
Communication skills of the trainer3
Medium used for the training4
Activities organised during the training event3
Hands on experience4
Test level after the competition of every module2
Time allocation to different activities3
Learning environment5

Questionnaire

  • Are you satisfied by the teaching method used by the trainers?
    • Yes
  • The e-learning material provided by the HRD department covered all the topics or not?
    • Yes
  • If not then how many topics were left and how many were included in the e-learning?
    • NA
  • Did you get the chance of hands on experience?
    • Yes, but only on selected modules
  • Did you get the chance to ask the questions to the trainer to clear your doubts?
    • Yes, but the time was not sufficient for the trainer to answer all the questions
  • The time allocated to every module was sufficient for learning that module?
    • No
  • Did you get the chance to perform group activities?
    • Yes
  • Do you think that now you are well qualified to handle live work?
    • Yes.

3.3 Review the success of the evaluation methods used

To measure the success of the training and development event in the organisation, the feedback and questionnaire can be used as this would reflect the view of the trainees on the training program. The feedback from the trainees is collected using the feedback table produced in the previous task. According to the trainees, the material provided by the organisation during the training event was good as it covered all the topics and the trainers were also experienced and skilled which helped trainee in learning the essential skills needed for the job.

Although, there were some issues in the communication skills of some trainers as they were not from the local area and did not have very fluent local language, the environment of the whole event was very good. Because of the language issues, the whole event was covered in English language as all the trainees knew English. Trainees were also asked to participate in the hands on session which gave them an idea about the work they would be doing in the organisation after the event. The questionnaire was also useful in evaluating the training event. The questionnaire addressed all the aspects of the learning and did have some questions which were required to be answered in a subjective manner instead of objective or multiple choice questions.

Unit 5 Human Resource Development | Employee Directory Made Social

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Conclusion

Traing and development events are arranged by the human resource development department of the organisations with the purpose of nurturing the talent of the employees and enhance their performance. These training and development programs help the employees in their growth as well as in the growth of the organisation. Employee motivation and engagement is also the result of good training and development strategies and it also helps the organisations in reducing the employee turnover.

References

Argyris C And Schon D (2007) Organizational Learning: A Theory In Action Perspective New York:
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Addison-Wesley ATKINSON R C And SCHIFFRIN R M (2013) “Human Memory: A Proposed System And Its Control Processes” In K T And J W Spence (Eds.) The Psychology Of Learning And Motivation Vol 2. London; Academic Press.
Bergenhenegouwen G. (1009) Competence Development – A Challenge For HRM Professionals: Core Competences Of Organizations As Guidelines For The
Development Of Employees, Journal Of European Industrial Training, Vol. 20 Issue 9, Pp.29-35
Budhwar P. (2000) Evaluating Levels Of Strategic Integration And Devolvement Of Human Resource Management In The UK, Personnel Review, Vol. 29 Issue 2, Pp.141-157
Doorewaard H. And Benschop Y. (2003) HRM And Organizational Change: An Emotional Endeavor, Journal Of Organizational Change Management, Vol. 16 Issue 3, Pp.272- 286
Driscoll, M. & Alexander, L. (2006) Farquharson L. And Baum T. (2002) Enacting Organisational Change Programmes: A Centre Stage Role For HRM?, International Journal Of Contemporary Hospitality Management , Vol. 14 Issue 5, Pp.243-250 Merriam,