Reinventing the Wheel at Ryan Door Company - Essay Example

REINVENTING THE WHEEL AT RYAN DOOR COMPANY Types of outcomes to use The selection of outcome to use in evaluating the improved training process should be based directly on the needs of the company (Gardener, 2009). This is because that is the only way to be guaranteed that the training process has served its purpose and that it has become of use to the company. Having made this point, the very first type of outcome to use should be the measurement of work rate of employees. It should be possible for Ryan to tell the difference in time with which a specified amount of work is done.

Subsequently, there should be a comparison between the time rate of employees before the training and the time rate of the same employees after the training: with all other factors remaining the same. Should there be an improvement in the work rate; Ryan can be assured that there has been an improvement resulting from the training. The next type of outcome to use is the adherence to instructions. Employees often show since of refusal to stick to instructions if they are not conversant with the technicalities of the work assigned to them (The Guardian, 2012).

Training has however been identified to solve such a problem. In this regard, the employees should gain more command over the technicalities of the designing work they do after the training program by adhering more to instructions. Once this is done, it will be a proof that employees now understand the instructions given out to them. Then again, the cost of production should be reduced drastically. If employees gain any improvement in their training process, they will come to understand the importance of value for money.

For this reason, they will be mindful of the cost of production as the cost of production goes a long way to determine the output of gain that will be made at the end of each production (Koduah, 2001). Evaluation Design There exist a number of evaluation designs that can be implemented by Ryan in assessing the impact of the training program instituted. But for a type of design that meets the current needs of the company, the outcome or impact evaluation design is the most preferred. This is because the aim of using an impact evaluation design is to assess the level of impact that any given program has had on its members (Koduah, 2001).

Considering the present urgent need for change in place at the company, such an impact evaluation design will come with a lot of advantage for the company especially as the company is a profit making one and must have value for all its programs and initiatives such as the present training program. With the said impact evaluation design, the company will be offered the opportunity to use an experimental design based on the setting of experimental group and control group whereby at the end of the whole program, success and outcome results in the control group can be compared to that of the experimental group.

This could be done by setting various evaluation questions that are based on methodological strategies that identifies the needs of the company and appropriately directs its intervention towards the needs of the company (Oxford University Press, 2007). All in all, the impact evaluation design is going to be an avenue for maximizing the quality of the evaluation process that has been outlined by the company and for the specific training program.REFERENCE LISTGardener G J (2009). Organisational Structures and Reforms.

PrintMark Publications: New YorkKoduah A. W. R, 2001, Global Financial Act. Accra: Ultimate Printing PressOxford University Press (2007). PESTAL Analysis. [Online] http://www.oup.com/uk/orc/bin/9780199296378/01student/additional/page_12.htm [Accessed March 15, 2012]The Guardian, (2012). International Power, Guardian News [Online] http://www.guardian.co.uk/business/internationalpower [Accessed March 16, 2012]