Unit VII Homework Assignment
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VII Upon completion of this unit, students should be able to:
4. Examine performance appraisal information in order to obtain individual analysis data. 4.1 Analyze how performance appraisals are applied to training efforts.
6. Determine the type of evidence needed to demonstrate training program success.
6.1 Identify how performance appraisals are used to demonstrate the success of training efforts. 6.2 Examine how assessment results are used to improve training.
Course/Unit Learning Outcomes
Learning Activity
4.1 Unit VII Lesson Chapter 10 Unit VII Homework
6.1
Unit VII Lesson Chapter 10 Unit VII Homework Unit VII PowerPoint Presentation
6.2 Unit VII Lesson Chapter 10 Unit VII PowerPoint Presentation
Reading Assignment Chapter 10: Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges, pp. 442-481
Unit Lesson When training needs are considered, there are a number of places where material can be obtained such as performance appraisals (PAs), surveys, comment cards, question-and-answer (Q&A) sessions, production data, and observations. Training demands can be due to soft skill or hard skill demands and mandatory or non-mandatory requirements. In Chapter 10 of the textbook, the legal aspects of training are discussed, including federal requirements and verification of training demands made by laws such as Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Health Insurance Portability and Accountability Act (HIPAA). These are considered hard skills and mandatory requirements. Here is a brief summary of federally required training laws:
Title VII covers race, color, gender, religion, nationality, and national origin discrimination;
ADEA covers age discrimination;
ADA covers disabilities; and
HIPAA covers industry compliance with specific demands, health records information, financial and banking data (Noe, 2017).
Note that training assistance can be provided by the federal government for the requirements made by the laws above. Refer to the training partnerships section of the textbook on page 445 for more information. According to Noe (2017), organizations are required by these laws and regulations to show that employees have completed training and are actively applying it in day-to-day activities.
UNIT VII STUDY GUIDE
Careers and Career Management
BHR 4680, Training and Development 2
UNIT x STUDY GUIDE
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PAs PAs are one of the known methods in assessing strengths and weaknesses within the day-to-day work ethics of the employees (Noe, 2017). The documented results of the appraisals are used to further develop and manage talent within the organization. In the development process, the feedback from the PA can be used to formulate a plan of improvement. It can also assist the employee and employer in building the needed skills to reach the next level of progress from the organizational, personal, and task perspectives. The information obtained from the PA is derived from the responses to various questions based around the goals and objectives of the organization. In the PA, you will have Q&A options available for selection. The answer options are usually in the form of raters, as listed below.
1. = Unsatisfactory 2. = Does not meet expectations 3. = Successful/Meets expectations 4. = Exceeds expectations 5. = Outstanding
A PA can consist of structured or open-ended questions or both. Of the two, structured questioning is the best option for consistency and accuracy in addressing the needed areas of focus. Some key question areas to focus on are listed below:
1. attendance and punctuality (e.g., time management), 2. communication skills, 3. job knowledge, 4. planning and organization, 5. problem-solving, 6. productivity, 7. quality, and 8. core values/diversity and inclusion (Rochester Institute of Technology, 2017).
A sample line of questioning is shown below.
What areas need improvement, training, and development?
What type of future training efforts would you like to see offered?
Can you specify areas of improvement for the organization? By being as specific as possible in the development of a PA, it allows the results to be used in identifying and developing needed training efforts for enhanced organizational improvement and more involved employee talent management. Training Training and development is the avenue used to improve organizational effectiveness and to train employees to meet current and future demands. As previously discussed in other units, training can be conducted by internal representatives, such as a human resources (HR) manager, director, or department, and external representatives, such as private subject-matter expert (SME) consultants or federal government representatives. Why Evaluate Training? According to the Kirkpatrick Partners (2016), training is evaluated to identify the effectiveness of the training program. In the process of evaluating, you want to consider some specifics such as the gained improvements and enhancements, training department needs and allotted budget, and whether to continue or terminate the training effort. Training evaluation is important to determine the need and success of the training.
BHR 4680, Training and Development 3
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Regardless of who conducts the training, the training efforts must be effectively identified, developed, implemented, and assessed for the best end results. Just as the PA is used to identify needed training, the training itself must be properly assessed to determine the success of the training provided. Training can be assessed by conducting a survey or through improved work performance updates, checklists, and assessments such as pre- and post-tests. When pre- and post-testing is used, you are able to immediately identify the change in knowledge that resulted from the training; therefore, effectiveness of a training session can be determined for future changes and enhancements to the training. An assessment is one of the methods used to determine the success of a training session. The assessment can be in the form of fill-in-the-blank, multiple choice, true or false, or short-answer questions. In most cases, you will see a combination of the four used within an assessment. It is recommended to incorporate structured questioning and open-ended options as well. In addition, be sure to include a comment section to collect more data that may not have been addressed by the structured line of questions or the open-ended option. You can also use a rating method for determining the success of training. A rating method is where certain questions are presented that evaluate training elements such as training relevance, style of delivery, quality of the material, and overall effectiveness. The raters are listed below.
Example 1: 1 = Unsatisfactory 2 = Does not meet expectations 3 = Successful/Meets expectations 4 = Exceeds expectations 5 = Outstanding
Example 2: Low High 1 2 3 4 5
Example 3: 1 2 3 4 5 Strongly Disagree Disagree Neither Agree Agree Strongly Agree Nor Disagree
Example 4: Yes No Maybe
Note that you should be sure to explain the rating scale to the participants. Below, you will find sample questions that can be used in the evaluation (Kirkpatrick Partners, 2016).
1. Did the subject matter meet your needs or interest? 2. Did you understand the objectives? 3. Were the objectives properly identified? 4. Was the course material well organized? 5. Did the style of delivery meet the demands of training (e.g., ratio of lecture to discussion)? 6. Was the material easy to navigate? 7. Would this material be used in your everyday work duties and responsibilities? 8. Did the facilitator demonstrate a clear understanding of the material? 9. What would have made the training session more effective?
10. Was the lighting and was the temperature adequate? Keep in mind that the line of questions should be trainer- and learner-specific, which can be grouped together according to assessment categories (i.e., trainer, training delivery, facility, and subject matter). The results of
BHR 4680, Training and Development 4
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the evaluation can be used to assess the training success. You will find that organizations will opt to use electronic testing or surveying for effectiveness in the assessment process for easier assessment development and faster calculations of the results. By using an in-house survey option, you are opting to gain more control and freedom in administering and reporting the results. It is more cost-effective compared to using an external source with no organizational control. Training is a collaborative group effort, where benefits are provided by the stakeholders, SMEs, and participants to be successful in the process (Kirkpatrick Partners, 2016). The training success evidence can be identified using a number of methods. The methods can depend on the organization and what specific data are desired.
References Kirkpatrick Partners. (2016, October 27). How do I get started with evaluation? [Video file]. Retrieved from
https://www.youtube.com/watch?v=9TVhCyec3z8 Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw-Hill Education.
Suggested Reading In order to access the following resources, click the links below. These articles discuss the legal issues associated with training and identify the career challenges with a multigenerational workforce. Dear Workforce how do we measure the effectiveness of training consultants? (2007, September). Workforce
Magazine. Retrieved from http://www.workforce.com/2007/09/13/dear-workforce-how-do-we- measure-the-effectiveness-of-training-consultants/
When HR and legal worlds collide. (2013, January). Workforce Magazine. Retrieved from
http://www.workforce.com/2013/01/14/when-hr-and-legal-worlds-collide/ Federal assistance is available for certain training requirements. The following is a resource for inquiring about and requesting federal training assistance. This service is at no cost to the employers; however, it is on a limited basis and is offered with other community organizations and other members of the general public. U.S. Equal Employment Opportunity Commission. (n.d.). Outreach, education, & technical assistance.
Retrieved from https://www.eeoc.gov/eeoc/outreach/index.cfm
Learning Activities (Nongraded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information. The learning activities below create the opportunity to apply your knowledge. Each of the activities introduces topic material from Unit VII. You may complete one or all of the assignments below, which can be found in your textbook.
1. Application Assignment #2, page 483 2. Application Assignment #5, page 483 3. Application Assignment #6, page 483