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Human resource development - Essay Example

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In order to develop a training program, Siemens needs to use a straightforward approach that caters to the needs of the training members individually. All members should be provided a training program that will be conducted by older colleagues and supervisors (Armstrong &…
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Human resource development
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Human resource development

Download file to see previous pages... The training program should include:
The program for the advisor should focus on the improvement of resources provision, conveyance of realities and supply of organizational information to the employees. The training and development program for the advisor should include:
Consultant works like a referral agent whose training and development program should focus on assisting employees with their goals through networking with resources and people. Therefore, the plan should include training for:
The reason for the evaluation is to document and determine the degree to which the stated objectives have been achieved by the training. In the evaluation process, analysis of the efficiency, effectiveness, appropriateness and the adequacy of the training are carried out. There are four levels of evaluation, impact evaluation, transfer evaluation, learning level and the reaction level. Through the evaluation, we can improve the training programs defined initially.
Effective training and evaluation cannot be separated from one another. Evaluation should be carried out by a Quality Inspector who should evaluate the entire training program in a top-down approach. The training program should be evaluated to check whether the training program is effective, whether the resources being provided for the training program are sufficient or not and whether the program itself is training the members as needed.
The evaluation should be carried out twice a year for the analysis of the regular training programs and annually after the annual training program has been completed at the end through feedback and control. Evaluation is necessary to ensure that the program delivers maximum incentives to everyone involved (ONeill, Albin, Storey, Horner, & Sprague, 2014).
The evaluation should be carried out twice a year for the analysis of the regular training programs and annually after the annual training program has been completed at the end through feedback ...Download file to see next pagesRead More
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