To complete your Assignment, compose a cohesive document that addresses the following:
Measurement and Evaluation
Strategic Human Resource Management – Week #2 Assignment 1
People tend to refer to those things they perceive as negative and threatening as the enemy. When I ask participants in my workshops about their personal measurement experiences, the negative ones far outnumber—and, more importantly, outweigh—the positive ones. Even more distressing is that, even when I probe deeply, most people can’t even think of any positive experiences!
Almost everybody has, at one time or another, experienced negative measurement used to expose negative things—errors, defects, accidents, cost overruns, out of stock items, exceptions of all kinds—and to trigger negative emotions—like fear, threat, fault-finding, blame, and punishment. They also know how dangerous measurement can be in the hands of those who don’t use it well or benevolently. Although negative measurement can get results, it is mostly short-term compliance, and it leaves a bad taste in people’s mouths.
To prepare for this Discussion, pay particular attention to the following Learning Resources:
· Review this week’s Learning Resources, especially:
· Types of Evaluations –
See pdf
· Read Week 2 Lecture –
See Word doc
.
· Read Chapter 3 & 4 – See Word doc
To complete your Assignment
, compose a
cohesive document that addresses the following:
· Research an organization that has struggled due to a lack of measurement and evaluation within the workplace.
· Analyze the role success case methodology would play in improving organizational success.
· Consider how the four keys of transformational performance measurement may impact this business.
· 3-4 pages
· No plagiarism 80% of your paper must be original content/writing
· Use font size 12 and 1” margins
· APA citing
Evaluating Results and Benefits – Week #2 Lecture 1
Performance, Training, and Success
Welcome to Week 2. I hope you have found your way around the classroom and are ready to continue. This week our focus will be on the power of training within the workplace.
Last week we discussed the meaning behind research, measurement, and evaluation. You learned that measurement and evaluation are key players in the success of an organization. Training is also a critical player in the success of an organization. Without training, one might find the organization failing to grow or productivity lacking.
Training provides an opportunity for a company to expand. This expansion might focus on one department or many. The expansion might also focus on specific employees. Regardless of where the expansion occurs, the main concept revolves around the people within the organization. By implementing a training program, an organization can focus on the areas that need growth. Despite the need for training, some organizations resist as they feel the costs of implementing a training session outweigh the benefits. These organizations couldn’t be more wrong. In fact, though training can be costly, if run and implemented properly, the training will lead to cost savings in the long run. You might be wondering how this can be and the reason is this: when looking at those employed within the workplace, one will find that many, if not most, employees have some sort of weakness in their skill set. By implementing a training program, you will be able to focus on the weaknesses to (1) determine why there is a weakness and (2) turn that weakness into a strength. In addition, leadership skills may be developed by those who have stronger skill sets and can assist and motivate those that may be struggling.
Training also promotes morale within the workplace. Over time, an employee who receives training and then implements their learning will become more productive. The reason for this is that the employee will feel empowered and may aim for higher standards within the workplace. In addition, a trained employee tends to have more confidence than one who lacks an understanding of the workplace concepts. Continuous workplace training will help to keep an organization on the cutting edge of industry developments which can eventually lead to the company holding the position of an industry leader overall.
So, what happens when your employees decide that training isn’t worth their time? Surely some of you can relate to feeling as if the training provided is not helpful or not taught in a manner that makes learning easy. This, unfortunately, is very common. Sadly, many organizations do not properly implement their training program. They spend a lot of money up front and consider it done. Management fails to follow up to see if the training is working and all the money spent to help the organization is left wasted. This, however, does not have to be the case. In fact, if a training program is run properly, you will find that you have money in the budget for the training and the follow up.
When choosing a training program for the organization, there are many items to consider. What training is needed? With the training, what materials are required? How will this affect the day of the employees when they are away at training? Who will implement the training upon completion? Who will know if the training is working? These are just a few of the questions that need to be considered when adding a training program to the workplace.
Consider the methods that work for you when it comes to learning. Most of you will likely agree when I state that hands-on training is effective training because people learn by performing. Adding a hands-on option to your training program will engage your employees and will help them to see the importance behind the learning.
Once the training has been completed, it is important that someone be put in charge to lead the implementation. This is something that cannot be overlooked. If you do, you might as well forget the training occurred because very few people will change their daily work habits. So, choose your leader wisely as this will be the person who proves success from the training.
Finally, be sure to follow up to ensure that the training is working. Just because the training was learned and implemented does not mean that it will be an automatic success. Obtain feedback on a regular basis to see what tweaks might need to be made and make them! Let your employees share their thoughts on what works and what doesn’t. By doing this, you will be able to make the necessary adjustments to ensure that the learning is successfully being applied and that the workplace is productive and successful.
As you can see, along with training, research, evaluation, and measurement continue to play a role. This will be common, or at least it should be if you are doing your job as a manager properly. Taking the time to learn from your employees will allow you the opportunity to continue to build success for the organization overall. Please remember that your work is due by 11:59pm on Tuesday. I look forward to your effort this week!
Resources:
Mosele, J. & Dessinger, J. (2009). Handbook of Improving Performance in the Workplace. (Volume 3). Pfeiffer-Wiley
