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An Assessment of Training - Part II - Assignment Example

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Hello Judith, I have to acknowledge the fact that the overall realization of the need to have a training program for the workers was an excellent idea. This is because training has been found to be one of the most effective ways of developing human capital in any organization…
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An Assessment of Training - Part II
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AN ASSESSMENT OF TRAINING - PART II Response to Judith Hello Judith, I have to acknowledge the fact that the overall realization of the need to havea training program for the workers was an excellent idea. This is because training has been found to be one of the most effective ways of developing human capital in any organization (Becker, Huselid & Ulrich, 2001). Through training, it is possible to equip workers with the most current trends of offering the best of services on the market (Davenport, Harris & Shapiro, 2010). Indeed it is also important that there were very specific areas of learning that were assessed such as reaction, learning, behavior, and results. But having said all these, I have a question or an issue with the selection made for the training program. The training program selected specific people belonging to mid-level management. My question therefore has to do with why not making provision to include at least a sample from all other management levels so that the competency gained could be evenly distributed across the organization.
References
Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.
Davenport, T. H., Harris, J., & Shapiro, J. (2010). Competing on talent analytics. Harvard Business Review, 88(10), 5258.
Response to Stephanie
I was particularly happy that you identified the gap that exists in management practice when it comes to the measurement of outcomes and drivers associated with HR. It was therefore a step in the right direction that the proposed training program was made to be around this all important area of organizational development. My major issue with your training program however has to do with the limited use of assessment metrics and modules in knowing or determining the outcome with the program. As quote (Becker, Huselid & Ulrich, 2001) noted, the real measure of the success of a training program is in the extent to which the outcomes match the objectives. It would have therefore been important if you clearly stated your objectives and supported them with a metric that makes it possible for you to assess the training. Going into the future also, I strongly suggest that all training programs can be as thoroughly involving of all employees as possible.
Reference
Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press. Read More
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