ASSESSMENT OF EVALUATION THEORY: KIRKPATRICK MODEL IN OPPOSITION TO HAMBLIN MODEL
|
|
- Chrystal Neal
- 6 years ago
- Views:
Transcription
1 ASSESSMENT OF EVALUATION THEORY: KIRKPATRICK MODEL IN OPPOSITION TO HAMBLIN MODEL Ms. Divya Sharma 1 1 Department of Management Science, Maharashtra Institute of Technology, Aurangabad (India) ABSTRACT Training includes any type of experience designed to facilitate learning which will aid performance in a present or future job. Evaluation at a learning level provides data on the degree of change to knowledge, skills or attitude from the program. This paper also talks about the principle of evaluation and its challenges. The paper also explores the Evaluation strategy model and global evaluation trend. This article reviews the approaches of Kirkpatrick model and Hamblin model into theoretical aspect. Meticulous attention is paid by comparing the variation between Kirkpatrick and Hamblin model. Keywords: Evaluation Strategy, Hamblin and Kirkpatrick model. I. INTRODUCTION Training and development programs are considered to be one of the important aspects of organizational development. There has been a growing need to find ways to determine the efficiency and effectiveness of such training programs both in terms of the organisation and the training institutions. Such evaluation would not only form the baseline for further progress, but would also help justify whether the investment in terms of time, money and energy has demonstrated its value to the organisation. Many Specialists from other countries, engaged in training and development, have tried to evolve different methods of assessing the effectiveness of training programs. Except in rare cases there seems to be no accepted method of establishing the cost benefit ratio because of evident limitations like the high variability and the long lead time in investment returns from it; turnover among the trained executives; newer and more urgent demands made on the trained executive which are beyond the scope of the programme; the motives of the sponsor, and the learner s attitude towards training which range from relaxation to serious learning. Kirkpatrick s 1 (1975) evaluation study extends and elaborates the evaluation process from mere reaction assessment to four stages, viz, reaction; learning; behavior and results of training. In spite of his approach to 194 P a g e
2 assessment at various stages, it precludes the trainee variables and organizational variable which could have a definite impact on the overall assessment of training and development. Hamblin 2 (1974) while linking up training objective with that of evaluation objectives, which may be directed towards a cost benefit approach, job related approach or the training centered approach, developed a conceptual scheme of evaluation which cuts through maze of evaluation stages enunciated by Kirkpatrick. Beside the objective setting and training phase Hamblin has also tried to draw guidelines for developing various strategies of management at various levels of evaluation. II. EVALUATION AND VALIDATION Evaluation means the assessment of value or worth. It would simply mean the act of judging whether or not the activity to be evaluated is worthwhile in terms of some criterion of value, in the light of the information available. Evaluation has traditionally been taken to include not only the assessment of value, but also the collection and analysis of the information on the basis of which the assessment is to be made. This broader definition incorporates the objective of evaluation which includes investigation before and after training as well as during the training because one cannot assess training efforts unless something about the before and after training situation is known. Validation is defined in terms of Internal and External validation. Internal Validation deals with a series of tests and assessments designed to ascertain whether a training program has achieved the specified objectives. External validation is a series of test designed to ascertain whether the objectives of an internally valid program are realistically based on an accurate initial identification of training needs in relation to the criteria of effectiveness adopted by the organization. The term evaluation involves measurement in social and financial terms which may not be tangible for external training programs. Validation is limited to lay down objectives excluding the anticipated and unanticipated effects, both desirable and undesirable. For the purpose of research the broader definition of evaluation partly based on Hamblin s definition appears appropriate. Evaluation could thus be defined as an attempt to obtain information or feedback on the effects of a training program, and to assess the value of this training program. 2.1 Principles of Evaluation To be effective, evaluation of training must be consistent with the purposes, objectives and goals of the training activity based on the following guidelines: Trainer must be clear about the goals and purpose of evaluation Essential involvement of the training staff, the trainer and the sponsoring organisation Evaluation must be continuous and specific Evaluation must provide the means and focus for trainers to be able to appraise themselves Evaluation must be based on objective methods and standards Effective communication and coordination are essential 195 P a g e
3 Realistic target dates must be set for each phase of the evaluation 2.2 Problems in Evaluation 1. Lack of Goal Congruence The main challenge is difference in perception about the objectives of the training, they basically lack in clarity of specific training objectives. 2. Trainers, Organization and Trainees approach to evaluation Trainers use his past experience and some kind of intuitive feeling about the course rather than employing a systematic method of feedback to improve subsequent programs. Management does not establish clear objectives for training but remain vague and ambivalent. The trainee as evaluator may perceive himself to be in a very superior role of being appraiser. 3. Problems arising from the nature and variability of management tasks Variety of factors influencing the behavior of managers, they may include individual factors, personality, motivation, knowledge, skills and attitudes, organizational climate, cooperation of subordinates and colleagues and the type and nature of industry. 4. Problems arising from the Quantitative approach to Evaluation Rigid mathematical systems without specific application to reality while the simply refuses to consider the problems of quantification. 2.3 Evaluation Strategy Model Evaluation of training is an important activity because a training program may have to be continuously cut, lengthened, changed, resequenced, rescheduled, eliminated or even retained as it is, on the basis of the evaluation findings. Although at first glance evaluation findings determine how well a training program is achieving its goals and objectives, ultimately a good evaluation system has to be source of information upon which a variety of decisions can be made and purposes served. Evaluation can be viewed as a method of measuring change in knowledge, skills, attitudes, job performance, costs and the quality of training facilities. The process of evaluation evolve certain criteria Setting training objectives Selecting trainees for the training program Linking the training inputs with the goals and objective of the training Arriving at the suitable pedagogical tools and techniques Measuring the impact of training programs Determining the methods of review and feedback Organization can explore and correlate various biographical and organizational factors related to i.e. training to comprehend the process of learning. Transfer of training to the job so as to arrive at guidelines for optimizing 196 P a g e
4 the training effect. This will help identify the organizational variables which help hinder the learning process so that by overcoming these hindering factors the organisation can make constructive use of the training effort. 2.4 Global Evaluation Trend Measurement and evaluation have been changing and evolving in private and public sector, as well as nongovernmental organizations. This change is occurring across organizations and cultures worldwide. The following are a few of the most obvious trends. Organizations are increasing their investments in measurement and evaluation, with best practice groups spending 3 to 5 percent of the HRD budget on measurement and evaluation. Organisations are moving up the value chain, away from measuring reaction and learning to measuring application, impact, and ROI Needs of the clients and sponsors of training and development projects, programs, initiatives, and solutions are the primary drivers for the increasing focus on measurements and evaluation. Evaluation is an integral part of the design, development, delivery, and implementation of programs. A shift from a reactive approach to a proactive approach is occurring as organization address evaluation early in the cycle. Measurement and evaluation processes are systematic and methodical, often a seamless part of the delivery process. Technology is significantly enhancing the measurement and evaluation process, enabling the data collection, processing, analysis, and integration of large amount of data. Evaluation planning is becoming a critical part of the measurement and evaluation cycle. The implementation of comprehensive measurement and evaluation processes usually leads to emphasis on initial need analyses. Organization with comprehensive measurement and evaluation systems in place has seen increases in their program budgets. Organization without comprehensive measurement and evaluation systems see the reduction or elimination of their program budgets. The use of ROI is emerging as an essential part of many measurement and evaluation systems. It is a fast growing metric 70 to 80perecent of organization have it on their wish lists. Many successful examples of comprehensive measurement and evaluation applications are available in all types of the organization and cultures. 2.5 Kirkpatrick model Kirkpatrick developed his four step model in 1959 and provided a simple and pragmatic model for helping practitioners think about training programs. Kirkpatrick (1977) divided the evaluation model into four parts: reaction; learning; behavior and results. Reaction would evaluate how participants feel about the programme 197 P a g e
5 they attended. The learning would evaluate the extent to which the trainees learned the information and skills, the behavior would evaluate the extent to which their job behavior had changed as a result of attending the training. The results would evaluate the extent to which the results have been affected by the training programme. According to a survey by the American Society for training and development (ASTD), the Kirkpatrick four level evaluation approaches is still the most commonly used evaluation framework among Benchmarking Forum Companies (Bassi & Cheney, 1997). It has been criticized for implying a hierarchy of value related to the different levels, with organizational performance measures being seen as more important that reactions. More fundamentally, there have been criticisms of the assumptions that the levels are each associated with the previous and next levels. This implied casual relationship has not always been established by research. The main strength of the Kirkpatrick evaluation approach is the focus on behavioural outcomes of the learners involved in the training (Mann & Robertson, 1996).The strengths of this model lie in its simplicity and realistic way of helping practitioners think about training programs (Alliger and Janak, 1989). The best known and most widely used framework for classifying evaluation is the Kirkpatrick model. The model consists of four stages, originally described more recently by Kirkpatrick (1996) as levels. The four levels are: Level Dimensions Descriptions What participants thought of the program, measured by the use 1 Reaction of reaction questionnaire Changes in Knowledge,skill and attitude,, assessed by use of 2 Learning performance tests Changes in job behavior and to identify learning are applied. 3 Behavior Assessment method observation and productivity data. Contribution of the training program, methods includes ROI, 4 Results measuring costs. 198 P a g e
6 Source: from Kirkpatrick, 1996 Let us discuss the four level of Kirkpatrick Level 1 Reaction: Reaction evaluation is to enhance the quality of training programmes, which in turn leads to improved performance by measuring the participant s reactions to training programme. This should be measured immediately after the programme. Level one evaluation should not just include reactions towards the overall programme (e.g. did you like the programme.); it should also include measurement of participants reactions or altitudes towards specific components of the programme such as, the topics, contents, methodology, instructor etc. Level 2 Learning: Evaluation at this level wants to differentiate between what they already knew prior to training and what they actually learned during the training programme (Jeng & Hsu, nd.). Learning outcome can include changes in knowledge, skills or attitudes. The Evaluation should focus on measuring what was covered in the training events i.e. learning objectives. Level 3 Behavior: Behavior evaluation is the extent to which the trainees applied the learning and changed their behavior, and this can be immediately and several months after the training, depending on the situation. This level evaluation wants to measure the transfer that has occurred in the learner s job behavior/ job performance due to the training programme. Level 4 Results: The intention at this level is to assess the coat vs. benefits of training programme, i.e. organizational impact in terms of reduced costs, improved quality of work, higher productivity, reduction in turnover, improved human 199 P a g e
7 relation, increased sales, fewer grievances, lower absenteeism. Higher work morale, fewer accidents, greater job satisfaction etc. Collecting, organizing and analyzing level four information can be difficult, time consuming and more costly than the other three levels, but the results are often quite worthwhile when viewed in the full context of its value to the organisation. Kirkpatrick (1959) originally discussed reactions in terms of how well participants liked a particular program. In practice, measures at this level have evolved and are most commonly directed at assessing trainees affective responses to the quality (e.g. satisfaction with the instructor) or the relevance (e.g. work-related utility) of training. Learning measures, level two, are quantifiable indicators of the learning that has taken place during the course of the training. Level three behavior outcomes address either the extent to which knowledge and skills gained in training are applied on the job or result in exceptional job-related performance. Finally, level four outcomes are intended to provide some measure of the impact that training has had on broader organizational goals and objectives. In recent practice, the typical focus of these measures has been on organizational level financial measures. It has provided straightforward system or language for talking about training outcomes and the kinds of information that can be provided to assess the extent to which training programs have achieved certain objectives. Kirkpatrick insisted that information about level four outcomes is perhaps the most valuable or descriptive information about training that can be obtained Critics on Kirkpatrick Model Expert Dan McCarthy says that there is low correlation among the four levels (reaction, learning, behavior, and results). This takes nothing away from the contribution that the Kirkpatrick model has made to the field over the past 50 years. McCarthy suggests, we only compare what people knew before training to what they know and do after training, we still will not know what to do to achieve better results. Bernthal (1995) argues that the model mixes evaluation and effectiveness and that these do not form a continuum. Many evaluation studies that have evaluated training on two or more of Kirkpatrick s levels have reported different effects of training for different levels (Alliger and Janak, 1989). Holton (1996) argues that the levels form taxonomy of outcomes rather than a model. Kraiger and Jung (in Quinones,1997) agree with his view and argue that at the same time Kirkpatrick provides a model for thinking about how to evaluate, it does little to inform what to evaluate and how to link the results to strategy. Other complaints are that the model is too simple and fails to take account of the various intervening affecting learning transfer. Percentage that the Kirkpatrick Model is used: Bassi, et al (1996) reported that 96% of companies surveyed used some form of the Kirkpatrick framework to evaluate training and development programs. 200 P a g e
8 Twitchell, Holton, and Trott (2000) performed a meta-analysis of studies performed in the last 40 years. Their research indicates the following ranges for the use of Kirkpatrick's four levels: Level 1: % Level 2: 71-90% Level 3: 43-83% Level 4: 21-49% There is no doubt that Kirkpatrick s model has made valuable contributions to training evaluation thinking and practice. It has helped focus training evaluation practice on outcomes (Newstrom, 1995), fostered the recognition that single outcome measures cannot adequately reflect the complexity of organizational training programs, and underscored the importance of examining multiple measures of training effectiveness. The model promoted awareness of the importance of thinking about and assessing training in business terms (Wang, 2003). III. THE FIVE LEVEL APPROACH : HAMBLIN (1974) Hamblin was one of the first to modify Kirkpatrick s model. The first three levels in his model correspond closely to Kirkpatrick s model. However, the final level is split into two organization and ultimate value. Unlike Kirkpatrick, Hamblin suggests that the five levels of his model form a hierarchy. The five level models are therefore: Level Dimensions Descriptions 1 Reaction What participants thought of the program, measured by the use of reaction questionnaire 2 Learning Changes in Knowledge,skill and attitude,, assessed by use of performance tests 3 Job Behavior Changes in job behavior and to identify learning are applied. Assessment method observation and productivity data. 4 Organization Effect on organization, from participants job to performance changes 5 Ultimate value The financial effects, both on the organizational and the economy. Hamblin framework is intended to supplement other evaluation classification. This framework was first presented in an earlier article (Hamblin, 1968), but it has been modified and improved a lot. It has proved useful on a number of training courses, on which it helped trainees to see the connections between widely differing approaches to training evaluation, and to plan evaluation strategies for their own firms. The framework is presented in diagrammatic form as below: 201 P a g e
9 3.1 Hamblin cycle of evaluation ( O represents Objective and E represents Effects) In Hamblin model we are assuming that there is a cause and effect chain linking the five levels of training effects. This can be set out as follows: TRAINING which leads to REACTIONS which lead to LEARNING which leads to CHANGES IN JOB BEHAVIOUR which lead to CHANGES IN THE ORGANIZATION which lead to CHANGES IN THE ACHIEVEMENT OF ULTIMATE GOALS. This chain may snap at any of its links. Though first three level is already discussed in Kirkpatrick model, let us discus the same through Hamblin model Level 1 Reaction: The effect after training is that the trainees will react to the training and their reactions will be highly complex and shifting over time. According to his model 2 variable will play an important role i.e. reactions effects and reactions objective. We must be selective and must have criteria for selection. This means in effect that we must determine the reactions in which we are interested in investigating that how trainees will react. Level 2 Learning: Learning depends on reaction; people who react inappropriately will fail to learn inappropriately. Trainees existing state of learning (knowledge, skill and attitude) must be compatible and should be receptive to the training. Trainees must have basic aptitude. Level 3 Job Behavior: 202 P a g e
10 In other circumstances, it may be possible and worthwhile to go beyond the terminal behavior of the trainees, and to find out whether they have applied their learning on the job. The ultimate objective of the training program is job behavior and the training is regarded as successful if the desired behavior changes are achieved. Level 4 Organization: Hepworth (1972) suggests that all organizations have four primary objectives, which are in order of primacy. 1. Survival of the organization 2. Creation of surplus money 3. Welfare of interested parties 4. Social / Political welfare Therefore organization at level 5 i.e. Ultimate values must decide to objective of the training to contribute towards the organization and weighting to give to the different objectives. Level 5: Ultimate Value Training should be defined in terms of the trainee s own personal goals( improved financial reward, job opportunity and self esteem ) rather than those of the organization. Ultimate value should not be seen purely in terms of profit or cost effectiveness. Uses of the Hamblin model: The model can be seen in two ways. 1. It can be seen as a cycle of events occurring in an organization: training objectives lead to training, which leads to training effects, which lead to more training objectives. 2. It can be seen as a cycle of evaluation activities the trainer/ evaluator is engaged, in which every activity apart from the training activity itself is a stage in the process of training. The purpose of the model is to help the manager or trainer to decide which activity or activities he is already involved in, and to plan the route which he should follow from there. IV. CONCLUSION The purpose of evaluation is to create a feedback loop or a self correcting training system (Rackham, Honey, and Colbert, 1971). A well controlled training program is one which weakness and failures are identified and corrected by means of negative feedback, and strengths and success are identified and amplified by means; as there are many Evaluation model. It is observed that basically Kirkpatrick framework is considered as core. If we see the Hamblin model first three levels is derived from Kirkpatrick framework or expanded model which encapsulates certain elements both before assessing reactions and after an examination of organizational results. Though there are many critics about the Kirkpatrick Model, many of the organization uses the model for their training evaluation. 203 P a g e
11 REFERENCES 1. Blanchard PN, Thacker JW,Way SA(2000), Training evaluation : perpestives and evidence from Canada, International Journal of Training and Development, Vol. 4(4),pp J. Philips, Handbook of training evaluation and measurement methods (Butterworth- Heinemann, Oxford, 1991) 3. R. A. Noe, Employees Training and Development (Irwin, Mc Graw Hill, 2008). 4. L. M. Prasad, Human Resource Management (New Delhi, Sultan Chand & Sons, 2005) 5. Kirkpatrick DL(1983), Four steps to measuring training effectiveness, Personnel Administrator, Vol. 28(11),pp Kirkpatrick DL(1996), Great ideas revisited : revisiting Kirkpatrick four level model, Training and Development, Vol.50(1), January,pp Philips, J. J. (1996c). How much is the training worth? Training & Development, 50(4), Ulrich, D. (1997). Measuring human resources: An overview of practice and a prescription for results. Human Resource management, 36(3), A Hamblin. Evaluation and control of training. McGraw-Hill, London, P a g e
Good Practice Guide. Training And Development. Investing Time and Resources to Improve the Effectiveness of Your Staff. No.6
No.6 Good Practice Guide Training And Development Investing Time and Resources to Improve the Effectiveness of Your Staff The value of investing in the development of staff in order to improve organisation
More informationEvaluating the Effectiveness of Teachers Training Programs in Islamabad Model Collages
Evaluating the Effectiveness of Teachers Training Programs in Islamabad Model Collages Mohammad Waqas Raja (Corresponding author) Public Affairs School, University of Science and Technology of China 96
More informationTransactional Leadership
DePaul University From the SelectedWorks of Marco Tavanti 2008 Transactional Leadership Marco Tavanti, DePaul University Available at: https://works.bepress.com/marcotavanti/15/ Transactional Leadership
More informationQuality Management System Guidance. ISO 9001:2015 Clause-by-clause Interpretation
Quality Management System Guidance ISO 9001:2015 Clause-by-clause Interpretation Table of Contents 1 INTRODUCTION... 4 1.1 IMPLEMENTATION & DEVELOPMENT... 5 1.2 MANAGING THE CHANGE... 5 1.3 TOP MANAGEMENT
More informationRefer to Chapter 4, Subsection for information on Guidance/Counseling during service delivery.
LRS Part 408 CHAPTER 4, TECHNICAL ASSISTANCE & GUIDANCE MANUAL Name Effective Date Vocational Guidance and Counseling for Career Planning October 26, 2010 Authorization *Federal Register, Volume 66, Department
More informationORGANIZATIONAL DEVELOPMENT AND EMPLOYEES PERSPECTIVES IN FINANCIAL ADMINISTRATION CAREER PATHWAY
ORGANIZATIONAL DEVELOPMENT AND EMPLOYEES PERSPECTIVES IN FINANCIAL ADMINISTRATION CAREER PATHWAY Jana Jarošová INTRODUCTION Every year, organizations spend a lot of money on recruitment and staff turnover.
More informationKEY COMPONENTS OF HUMAN RESOURCE DEVELOPMENT (HRD)
KEY COMPONENTS OF HUMAN RESOURCE DEVELOPMENT (HRD) SHREYA SINGH UNIVERSITY OF LUCKNOW ABSTRACT: A definition of HRD is "organized learning activities arranged within an organization in order to improve
More informationperformance Level: 3 Credit value: 4 GLH: 20 Relationship to NOS:
Unit 334 Manage individuals performance UAN: Level: 3 Credit value: 4 GLH: 20 Relationship to NOS: Assessment requirements specified by a sector or regulatory body: Aim: J/506/1921 Management & Leadership
More informationOrganizational Morale
Organizational Morale SIRTAJ KAUR FINANCE TRAINER, SBV GOVT SCHOOL, MANGOLPURI, NEW DELHI Abstract: most people thrive on feeling appreciated. You can improve employee morale by showing your appreciation
More informationASSESSING THE IMPACT OF DIVERSITY WORKSHOPS - DO THEY MAKE A DIFFERENCE?
ASSESSING THE IMPACT OF DIVERSITY WORKSHOPS - DO THEY MAKE A DIFFERENCE? March 2013 ASSESSING THE IMPACT OF DIVERSITY WORKSHOPS DO THEY MAKE A DIFFERENCE? Although organisations invest considerable time,
More informationMotivation Questionnaire
OPQ Profile Motivation Questionnaire Employee Motivation Report Name Mr Sample Candidate Date 26 September 2013 wwwcebshlcom Employee Motivation Report Introduction This report describes the factors that
More informationNew workplace, New reward systems?
New workplace, New reward systems? The "workplace" has evolved dramatically in recent years. From the predictions of academics like Charles Handy more than twenty years ago to the reality of today, the
More informationPerformance and Its Impact on Employee Motivation of "Osumi"Business Company
Research Article 2017 Gaqo Tanku and Piro Tanku. This is an open access article licensed under the Creative Commons Attribution-NonCommercial-NoDerivs License (http://creativecommons.org/licenses/by-nc-nd/3.0/).
More informationThe ROI Methodology. Dr Elling Hamso. Event ROI Institute
Artykuł pochodzi z publikacji: Innowacje w przemyśle spotkań, (Red.) A. Grzegorczyk, J. Majewski, S. Wróblewski, Wyższa Szkoła Promocji, Warszawa 2014 The ROI Methodology Dr Elling Hamso Event ROI Institute
More informationNational Guiding Principles and Standards for M&E of Public Sector Policies & Programmes in South Africa
By Prof Levin, DG DPSA 19 June 2006 National Guiding Principles and Standards for M&E of Public Sector Policies & Programmes in South Africa Monitoring & Impact Assessment Seminar 19-23 June 2006 The Farm
More informationAn Investigation into the Impact of Total Quality Management Application in the Construction Industry (A Case of Training)
Journal of Emerging Trends in Economics and Management Sciences (JETEMS) 3 (1): 46-50 Scholarlink Research Institute Journals, 2012 (ISSN: 2141-7024) Journal jetems.scholarlinkresearch.org of Emerging
More informationImplementing an Employee Engagement Programme
Implementing an Employee Engagement Programme A People & Culture White Paper Introduction Over the last decade, employers focus has moved away from employees who are satisfied with their working conditions,
More informationEmployee engagement. Chartered Institute of Internal Auditors
26 October 2017 Employee engagement Chartered Institute of Internal Auditors This is an introduction to some of the principles and ideas surrounding employee engagement to help you plan a review. What
More information6 STEPS TO PERFORMANCE MANAGEMENT BEST PRACTICES A PRACTICAL GUIDE
6 STEPS TO PERFORMANCE MANAGEMENT BEST PRACTICES A PRACTICAL GUIDE medium sized businesses Contents Establishing Effective Performance Management The Crucial Role of Performance Management Six Steps to
More informationChallenges of Training in DRDO
Challenges of Training in DRDO A K Sannigrahi Proof & Experimental Establishment (PXE), Chandipur, Balasore, Odisha, 756025 Email id: sannigrahi_ak@rediffmail.com Abstract : Training is a process of conscious
More informationDr. Renu Sharma. Associate Professor, Department of Management, Institute of Innovation in Technology & Management New Delhi.
The Impact of various of on the Motivation level of employees A comparative study of selected Indian Public and Private sector Banks Dr. Renu Sharma Associate Professor, Department of Management, Institute
More informationMODULE 6. Planned Change Introduction To Od
MODULE 6 Planned Change Introduction To Od Organization Development (Od) A long-term effort, led and supported by top management, to improve an organization's visioning, empowerment, learning, and problem-solving
More informationIntroduction to the Balanced Scorecard for the Public Sector
Introduction to the Balanced Scorecard for the Public Sector This is about leadership and management coming together to think, talk and act on strategy. www.stellarleadership.com Introduction The balanced
More information1 CHANGE VS. TRANSFORMATION
1 CHANGE VS. TRANSFORMATION TYPES OF CHANGES Change is constant. Change is both progressive and educational and can be both good and bad, depending on who observes the change. Change can mean political
More informationJoseph A. Agada 1 1 Department of Business Administration and Management Studies, Federal Polytechnic Idah, Kogi
Leadership Style, Motivation and Delegation in one Selected Tertiary Institution in Kogi State, Nigeria Joseph A. Agada 1 1 Department of Business Administration and Management Studies, Federal Polytechnic
More informationNEBOSH National General Certificate
NEBOSH National General Certificate UNIT NGC1 Management of Health and Safety Sample Trainer Pack RRC Trainer Packs are designed to aid delivery of face-to-face, or classroom-taught, courses by tutors
More informationPolypropylene Resin Supplier Customer Value & Loyalty Benchmarking Study
Polypropylene Resin Supplier Customer Value & Loyalty Benchmarking Study 2016 Metrics to Manage the Customer Experience Tel: (001) 816-364-6200 Fax: (001) 816-364-3606 www.mastio.com OVERVIEW Mastio &
More informationAssessment Center Report
Assessment Center Report Candidate Name: Title: Department: Assessment Date: Presented to Company/Department Purpose As of the Assessment Center Service requested by (Company Name) to identify potential
More informationLINKING SALES TRAINING TO BUSINESS IMPACT: A FRAMEWORK TO MEASURE THE EFFECTIVENESS OF SALES TRAINING IN THE IT SOLUTION SALES INDUSTRY
LINKING SALES TRAINING TO BUSINESS IMPACT: A FRAMEWORK TO MEASURE THE EFFECTIVENESS OF SALES TRAINING IN THE IT SOLUTION SALES INDUSTRY Marina Brenner 1, Dietmar Kilian 2, Peter J. Mirski 2, Reinhard Bernsteiner
More informationHow HR Can Add Value?
How HR Can Add Value? Today, no market is more competitive than the market for employees. The challenge for organizations is not only to make potential employees aware of their company as a good place
More informationReward Strategy a practical guide
Reward Strategy a practical guide Stephen Bevan, Associate Director, IES 1. Background Most organisations aspire to a state where their management of pay is congruent with a wider set of business objectives.
More informationA STUDY ON THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE
A STUDY ON THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE Ms. BINDU ANTO OLLUKKARAN Assistant Professor, Westfort Higher Education Trust, Thrissur E Mail: binduantollukkaran@gmail.com DR. RUPA
More informationCOLUMN. 10 principles of effective information management. Information management is not a technology problem NOVEMBER 2005
KM COLUMN NOVEMBER 2005 10 principles of effective information management Improving information management practices is a key focus for many organisations, across both the public and private sectors. This
More informationPerformance Appraisal: Methods
Paper: 01 Module: 20 Principal Investigator Co-Principal Investigator Paper Coordinator Content Writer Prof. S P Bansal Vice Chancellor Maharaja Agrasen University, Baddi Prof YoginderVerma Pro Vice Chancellor
More informationHazard Perception Test is not fit for the purpose
Abstract The role of hazard perception in the development of safe driving has been focus of much research over the last two decades, and it has become increasingly clear that ability to perceive hazards
More informationRelationship Between Employee Motivation And Performance Of The Employees Working In Retail Sector In Jaipur Dr. Neha Sharma, Ms.
Relationship Between Employee Motivation And Performance Of The Employees Working In Retail Sector In Jaipur Dr. Neha Sharma, Ms. Avni Sharma Dr. Neha Sharma, Assistant Professor, Department of Commerce,
More information3.5. Learning The Science of Reward Selection. Reward Selection Guidelines
Award Selection & Administration Series 3.5 Learning The Science of Reward Selection FOCUS How to select appropriate rewards and assess supplier services for them. By Rodger Stotz, CPIM, Maritz Inc., and
More informationDEVELOP TEAMS AND INDIVIDUALS FACILITATOR MANUAL & ASSESSMENT BSBLED401A
DEVELOP TEAMS AND INDIVIDUALS FACILITATOR MANUAL & ASSESSMENT BSBLED401A Precision Group (Australia) Pty Ltd 9 Koppen Tce, Cairns, QLD, 4870 Email: info@precisiongroup.com.au Website: www.precisiongroup.com.au
More informationTRANSFER OF TRAINING: IMPROVING THE EFFECTIVENESS OF EMPLOYEE TRAINING IN NEPAL
51 TRANSFER OF TRAINING: IMPROVING THE EFFECTIVENESS OF EMPLOYEE TRAINING IN NEPAL Bhawani Shankar Subedi* Abstract This paper presents a summary, conclusions and recommendations of a recent doctoral study
More informationA STUDY ON MAPPING OF EMPLOYEES COMPETENCY
A STUDY ON MAPPING OF EMPLOYEES COMPETENCY Krishnaveni.J BSMED, Bharathiar University, Coimbatore 641046, India. venijkrish@gmail.com Abstract This study aims to assess the competency of the employees
More informationperformance and development
Unit 205 Manage personal performance and development UAN: Level: 2 Credit value: 4 GLH: 18 Relationship to NOS: Assessment requirements specified by a sector or regulatory body: Aim: L/506/1788 Management
More informationEffective Work Place Training: A Jump Starter to Organizational Competitive Advantage through Employee Development
Effective Work Place Training: A Jump Starter to Organizational Competitive Advantage through Employee Development Sri Divya K. Research Scholar, VIT Business School, Vellore, Tamil Nadu Sridivya554@yahoo.com
More informationIf it is worth doing, it is worth doing slowly Mae West CREATING FOLLOWERSHIP DURING CHANGE MARCH, 2011 SUSAN L. NEWTON
If it is worth doing, it is worth doing slowly Mae West 1 CREATING FOLLOWERSHIP DURING CHANGE MARCH, 2011 SUSAN L. NEWTON HOW PREVALENT IS RESISTANCE TO CHANGE? It is generally acknowledged that in an
More informationMeasuring the ROI of Software Training. What is Ongoing Technology Training Worth?
Measuring the ROI of Software Training What is Ongoing Technology Training Worth? Table of Contents p. 2 Intro p. 3 Is Software Training Worth It? Quantify the Benefit Share the Knowledge Streamline the
More informationPerformance Management Behaviors that Matter
2011 Performance Management Behaviors that Matter Why do most performance management systems fail to actually improve performance? PDRI s research has shown that effective performance management is not
More informationBenchmarking. BPF2123 Quality Management System
Benchmarking BPF2123 Quality Management System Chapter Outline Benchmarking Defined Process and Reasons to Benchmark Deciding What to Benchmark Understanding Current Performance Planning Studying Others
More informationI OPT (Input Output Processing Template)
I OPT (Input Output Processing Template) INDIVIDUAL LEADERSHIP REPORT This report has been prepared for: Sample Leadership Report 1999, Professional Communications Inc. All rights reserved. Trademarks:
More informationPutting evidence into practice in primary care social work IASW Social Work in Primary Care Conference
Putting evidence into practice in primary care social work IASW Social Work in Primary Care Conference Dr. Helen Buckley Assoc Professor, School of Social Work and Social Policy, TCD 2 nd October 2015
More informationEFFECTIVE COMMUNICATION IN MULTI-DISCIPLINARY TEAMS
EFFECTIVE COMMUNICATION IN MULTI-DISCIPLINARY TEAMS Mike Levery, MCL Consultancy Ltd How do you measure the success of a project? Is it the fact that it has been delivered on time or to budget, or meets
More informationChapter 4 Software Process and Project Metrics
Chapter 4 Software Process and Project Metrics 1 Measurement & Metrics... collecting metrics is too hard... it's too time-consuming... it's too political... it won't prove anything... Anything that you
More informationBusiness Studies - Management Notes. Business Studies Study Notes
Business Studies - Management Notes Business Studies Study Notes The Nature of Management: Definition of Management: The process of working with and through other people to achieve business goals in a
More informationEverything You Need To Train You And Your Staff
Everything You Need To Train You And Your Staff 1 Risk comes from not knowing what you re doing. - Warren Buffett Contents Employment 4 Introduction 6 Our Courses 15 Our Trainers Health & Safety 16 18
More informationTHE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS
THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS What makes a high-potential? Quite possibly not what you think. The HR Guide to Identifying High-Potentials 1 If you agree people are your most valuable asset
More informationHDPE & LLDPE/LDPE Resin Supplier Customer Value & Loyalty Benchmarking Studies
HDPE & LLDPE/LDPE Resin Supplier Customer Value & Loyalty Benchmarking Studies 2015 Metrics to Manage the Customer Experience Tel: (001) 816-364-6200 Fax: (001) 816-364-3606 www.mastio.com OVERVIEW MASTIO
More informationStrategic Senior Leadership
Overview This professional and versatile programme is for those wishing to enhance their Strategic Leadership and Management knowledge and skills. The content offers a broad spectrum of practical skills
More informationSatisfaction Brand Value Proposition. Our Mission. TechKnowledge. Informing - Advising - Assisting
Our Mission To be a trusted and respected research and advisory partner by providing our clients with valuable information, strategic advice, and dependable assistance to help them implement their strategies
More informationConsultation on guidance on aspects of the ICAEW Code of Ethics
Consultation on guidance on aspects of the ICAEW Code of Ethics A document issued by the Institute of Chartered Accountants in England and Wales Comments from March 2016 (the Association of Chartered Certified
More information> > > > > > > > Chapter 9 Human Resource Management, Motivation, and Labor-Management Relations. Kamrul Huda Talukdar Lecturer North South University
> > > > > > > > Chapter 9 Human Resource Management, Motivation, and Labor-Management Relations Kamrul Huda Talukdar Lecturer North South University Human resource management - function of attracting,
More informationApplied Welfare Economics
Economics Monika Köppl - Turyna Department of Economics ISCTE-IUL Summer 2014/2015 Introduction We will have lectures and problem solving sessions (usually one per two lectures) Attendance is generally
More informationAbstract. 1. Introduction
Abstract Influence of Job Satisfaction on Employees Performance A general Perspective Kamala Saranya* *Research Scholar, Vels University, Pallavaram, Chennai, Tamil Nadu, India. This study takes a dynamic
More informationUnderperforming employees driving you up the walls
Not all your employees will give a 100%. Some will have personal issues that interfere with their work. Technically it's not your problem, but in reality any issue that contributes to an underperforming
More informationImplement industrial relations strategies
Implement industrial relations strategies Overview The management team can choose from a variety of methods to ensure effective implementation of industrial relations strategies. Such methods include,
More informationSFJ EFSM15 Develop teams and individuals to enhance work based performance
Develop teams and individuals to enhance work based performance Overview This standard is about developing your team's skills and knowledge to ensure the best possible results at work. It covers identifying
More informationWhat makes a good mentor / mentee: Launching the Big Sister / Little Sister Mentorship Scheme
Date : 28/08/2008 What makes a good mentor / mentee: Launching the Big Sister / Little Sister Mentorship Scheme MARIA COTERA (University College London, London, UK) LOIDA GARCIA-FEBO (Queens Public Library,
More informationHR Transformation: prizes and challenges. Agenda. HR Transformation. Institute for Employment Studies 1
HR Transformation: prizes and challenges Peter Reilly Director HR Research and Consultancy the institute for employment studies Agenda What is HR transformation? What prizes does it bring? What challenges
More informationThe School Board Fieldbook: Leading With Vision. Study Guide
The School Board Fieldbook: Leading With Vision Study Guide This study guide is intended to assist you in the reading of and reflection on The School Board Fieldbook by Mark Van Clay and Perry Soldwedel.
More informationStudent Workbook. Designing A Pay Structure TOTAL REWARDS. Student Workbook. STUDENT WORKBOOK Designing A Pay Structure. By Lisa A. Burke, Ph.D.
Case Study and Integrated Application Exercises By Lisa A. Burke, Ph.D., SPHR Student Workbook Student Workbook TOTAL REWARDS 2008 SHRM Lisa Burke, Ph.D., SPHR 45 46 2008 SHRM Lisa Burke, Ph.D., SPHR INSTRUCTOR
More informationHigh-Impact. Performance Coaching. Reproduced with the permission of choice Magazine,
research: (1) coaching should be a day-to-day, not a once-a-year, activity (i.e., employees tend to accept suggestions for improved performance if they are given in less concentrated form vs. comprehensive
More informationKIRKPATRICK FOUR LEVELS EVALUATION CERTIFICATION PREPARATION MATERIALS
KIRKPATRICK FOUR LEVELS EVALUATION CERTIFICATION PREPARATION MATERIALS The One and Only Kirkpatrick Copyright notice Copyright 2010-2015 Kirkpatrick Partners, LLC. All rights reserved. This workbook may
More informationTransition based forecasting: forecasting that focuses in tracking internal change instituted by the organization s managers.
Chapter 6 The Forecasting Process HR forecasting: the heart of the HR planning process, can be defined as ascertaining the net requirement for personnel by determining the demand for and supply of human
More informationEvaluating Training and Development Evidence from Ireland. Anna Lavelle Alma McCarthy NUI, Ireland
Evaluating Training and Development Evidence from Ireland Anna Lavelle Alma McCarthy NUI, Ireland Developments at an economic and societal level over the past number of years such as the knowledge society,
More informationImproved Risk Management via Data Quality Improvement
Improved Risk Management via Data Quality Improvement Prepared by: David Loshin Knowledge Integrity, Inc. January, 2011 Sponsored by: 2011 Knowledge Integrity, Inc. 1 Introduction All too frequently, we
More informationCHAPTER 11 MORALE AND MONOTONY
SUMMARY CHAPTER 11 MORALE AND MONOTONY Morale is the term applied to armed forces during wartime, and to sports and athletic teams. Industrial morale is defined as the possession of a feeling on the part
More informationFoundation Level: Unit summaries
Foundation Level: Unit summaries Contents Developing yourself as an effective human resources and development practitioner 2 Understanding organisations and the role of human resources 2 Recording, analysing
More informationTSW Training Ltd. Course Outlines. Visit us at
TSW Training Ltd Course Outlines 2010 Visit us at www.tsw.co.uk Contents Management & Leadership ILM Level 2 Certificate - Team Leading ----------------------------------- 4 ILM Level 3 Award - First Line
More informationPerformance Leader Navigator Individual Feedback Report For: Chris Anderson
For: Chris Anderson Finding your way in today's world of work Copyright ã 2007, 2008 Wilson Learning Worldwide Inc. This report includes ratings from: Self 1 Manager 1 Direct Report 5 Peer 3 Customer 4
More informationAddressing the challenges of Performance Management. part of our We think series
Addressing the challenges of Performance Management part of our We think series Contents Contents 2 The Return on Investment in Performance Management 3 The challenges of effective Performance Management
More informationFaculty of Business and Economics SCHOOL OF MANAGEMENT AND PUBLIC ADMINISTRATION MG 201DFL: ORGANISATION BEHAVIOUR FINAL EXAMINATION SEMESTER 1, 2009
The University of the South Pacific Serving the Cook Islands, Fiji, Kiribati, Marshall Islands, Nauru, Niue, Samoa, Solomon Islands, Tokelau, Tonga, Tuvalu, and Vanuatu. Faculty of Business and Economics
More informationThe Programme Manager: Roles, Relationships and Competence
The Programme Manager: Roles, Relationships and Competence PMI NIC Presentation, 27 May 2011 Sergio Pellegrinelli sergio@lucidusconsulting.com Agenda Programmes and programme management Programme configurations
More informationClosing the Mentoring Relationship A N EW BEGINNINGS M ENTORING PROGRAM T R A I N I NG
Closing the Mentoring Relationship A N EW BEGINNINGS M ENTORING PROGRAM T R A I N I NG Successful Mentor/Mentee Relationships Keep Communications Open Offer Support Define Expectations Maintain Contact
More informationHuman Resource Management for TPAs Advanced Topics. Charan Singh, Vice President Operations United Retirement Plan Consultants
Human Resource Management for TPAs Advanced Topics Charan Singh, Vice President Operations United Retirement Plan Consultants 1 Charan Singh, Vice President Operations United Retirement Plan Consultants
More informationThe Difficulty of Indicating Transformation: The Challenge for Library Statistics and Surveys
Purdue University Purdue e-pubs Proceedings of the IATUL Conferences 2014 IATUL Proceedings The Difficulty of Indicating Transformation: The Challenge for Library Statistics and Surveys Heli Kautonen The
More informationWhite Paper. Benefits and Value
Benefits and Value The only purpose of undertaking any business activity is to create value! If undertaking the work destroys value the activity should not be started. Any value proposition though is in
More informationTeam Leader Prospectus
Team Leader Prospectus Introduction In these head-spinning times, the challenge for leaders is not to out-hustle, out-muscle, or outmanoeuvre the competition. It is to out-think the competition in ways
More informationStrategic Human Resource Management impact of Employees Morale : An Empirical Study of Taiwan Telcos Organization Transitions
Strategic Human Resource Management impact of Employees Morale : An Empirical Study of Taiwan Telcos Organization Transitions Ming-Kuen Wang,Department of Transportation and Communication Management Science,
More informationUAF Administrative Services Work Environment Survey. Prepared for: University of Alaska, Fairbanks Administrative Services
UAF Administrative Services Work Environment Survey Prepared for: University of Alaska, Fairbanks Administrative Services July 2009 UAF Administrative Services Work Environment Survey Prepared for: University
More informationBuilding a Culture of Employee Effectiveness & Engagement. It Requires More Than Just a Survey
Building a Culture of Employee Effectiveness & Engagement It Requires More Than Just a Survey 1 Employee Engagement is a Critical Human Capital Outcome That Drives Business Performance Business Objectives/Outcomes
More informationInstitute of Leadership & Management. Creating a coaching culture
Institute of Leadership & Management Creating a coaching culture Contents Introduction 01 Executive summary 02 Research findings 03 Conclusion 07 Methodology 08 Introduction The world of work is complex
More information1.What is Organisation and Organisational Behaviour?
1.What is Organisation and Organisational Behaviour? Organisation is a cooperative interaction dynamic in social system with the purpose of satisfying individual needs (Barnard, 1938). This is not a sole
More informationTQM Implementation for Effective Project Management
TQM Implementation for Effective Project Management Ion STANCIU Faculty of Tourism and Commercial Management Email: Ion_stanciu@hotmail.com Bogdănel DRĂGUŢ Faculty of Tourism and Commercial Management
More informationCEO MOTIVES PROF DR XAVIER BAETEN
CEO MOTIVES PROF DR XAVIER BAETEN This study: Why and how? WHAT S IN THIS STUDY? STRUCTURE OF THE QUESTIONNAIRE Corporate governance Work environment Work engagement Financial rewards Ambition Ethics &
More informationHUMAN RESOURCES MANAGEMENT CONTRIBUTION TO ORGANIZATIONAL PERFORMANCE IN THE CONTEXT OF GLOBALIZATION
HUMAN RESOURCES MANAGEMENT CONTRIBUTION TO ORGANIZATIONAL PERFORMANCE IN THE CONTEXT OF GLOBALIZATION Luţ Dina Maria lecturer, PHD student Christian University Dimitrie Cantemir Faculty of Management in
More informationThe Rules of Engagement
The Rules of Engagement An industry report card based on Advisor Impact s Economics of Loyalty research February 2013 Created by: Sponsored by: The Rules of Engagement When we get it right, measurement
More informationOPQ Manager Plus Report OPQ. > Manager Plus Report. Name Ms Sample Candidate
OPQ Manager Plus Report OPQ > Manager Plus Report Name Ms Sample Candidate Date 26 September 2012 INTRODUCTION This report is intended for use by line managers and HR professionals. It contains a range
More informationPerformance Appraisal Management In Aviation Industry
International Journal of scientific research and management (IJSRM) Volume 3 Issue 3 Pages 2421-2427 2015 \ Website: www.ijsrm.in ISSN (e): 2321-3418 Performance Appraisal Management In Aviation Industry
More informationQuality & Customer Service For Small Organizations
Quality & Customer Service For Small Organizations 10 Point Quality & Customer Service Criteria & Self-Evaluation Tool Written by John Perry December 2008 Version NQI No part of this publication may be
More informationThe Strategy Alignment Model: Defining Real Estate Strategies in the Context of Organizational Outcomes
The Strategy Alignment Model - Site Selection Magazine, January 2002 http://www.siteselection.com/issues/2002/jan/p46/ 1 of 4 3/14/2010 1:32 PM From Site Selection magazine, January 2002 M A N A G E M
More informationCreating a Competency Model that Works
White Paper LEADERSHIP DEVELOPMENT Creating a Competency Model that Works The good, the bad, and the ugly A clear perspective on what can be done to make a competency model not only more memorable, but
More informationThe Relationship between Human Resource Practices and Firm Performance Case Study: The Philippine Firms Empirical Assessment
The Relationship between Human Resource Practices and Firm Performance Case Study: The Philippine Firms Empirical Assessment Bella Llego Abstract This study on The relationship between human resource practices
More informationPowerPoint. presentation
presentation PowerPoint Unit 333 (M&L 11): Manage team performance Allocating and assuring work 2015 City and Guilds of London Institute. All rights reserved. 1 of 13 Aims and objectives The aim of this
More information