HRM635 Human Resource Management: Training and Development Final Project

Running head: Project C 2

Project C 2

Project C

Nicole Garza

Park University

HRM635 Training, Development, and Evaluation

Dr. Evelyn Hollis

December 2, 2021

Training evaluations

There are different training evaluations that can be used in assessing the evaluation of training approaches used in the company. Formative evaluation is the first sort of evaluation that can be used to appraise Amazon employees. Formative assessments are evaluations designed to help students improve their performance. In many cases, they are ungraded and unstructured. Both the employee and the instructor will be able to see where they stand at any given time and change accordingly to meet the evolving needs of their coworkers' comprehension. Business managers can make changes that influence current employees by using formative evaluations, whereas end-of-term evaluations only effect future training sessions. Also, formative assessments show how Amazon employees that instructors care about what and how they're learning and how they respond to the instruction. Summative evaluation is the second kind of training evaluation. Participants are assessed using summative evaluation, summative assessment, or assessment of learning. Formative assessment, on the other hand, looks at how participants have progressed over time. Employee learning is evaluated at the end of a unit of instruction by comparing it to a standard or benchmark. As part of a training program, summative assessments may be given at the end of a particular unit. There are a variety of summative evaluation methods, but the most common one is the %, pass/fail or some other type of scale grade (Van et al, 2020).

In addition to the applicable type of evaluations that can be used in Amazon is process evaluation. This is done with the aim of determining whether the desired outcomes of the processes were attained. This would be applicable in determining whether the employees gained sufficient insight on training related to production or value addition training.

Training evaluation is faced by several barriers which reduce the ability to determine the effectiveness of the interventions. Training evaluations may be hampered by a lack of subject matter expertise. The personnel in charge of training may lack assessment expertise. Furthermore, they may not have access to the most recent technology. It is difficult to conduct an effective evaluation when the person in charge lacks the necessary tools, such as online survey software, and the organization for which they work does not follow a set of protocols (Beelmann & Lösel, 2021). The prices of training evaluations are prohibitively expensive, which is the second impediment. If a company's assessment is inadequate, it will necessitate the expenditure of time and money by its employees in order to obtain the essential tools. The assessment's implementation will be hampered if it identified flaws but did not produce a plan to address them. There is a third sort of concern due to the ambiguity of training program outcomes. The evaluation's implementation may be seen as risky because it may call into question a wide variety of stakeholders. A manager does not want the failure of training to be blamed on him and the management decisions of the person in charge of training to be put into question.

Quantification of training programs

It is possible to quantify training evaluation. This is attained through selecting certain metrics which help in determining the effectiveness of the training program. Before applying the metrics, there are standards to consider in the organization in relation to the training programs applied. One of the standards is the number of employees who were trained. This plays a major role in determining the basis to use in determining the impact of the training program. The second standard used is the pass or fail rate of knowledge assessment which is used in determining the impact of the training program. The third standard used in assessing the performance of the employees in relation to the performance of the organization is the rate of variation in behavior of the employees as a result of training. The expectations are that when there is a training program administered in the organization, there is a change in behavior or conduct of employees as they improve the behaviors. Lastly, the managers should focus at the return on investment and assessing whether there is an increase in the return on investment (ROI) (Zhang et al, 2017).

Amazon should then consider evaluation methods such as key performance indicators (KPIs) to use in determining effectiveness of the training program. Among the aspects to assess include customer retention rate, order fulfillment cycle time, monthly sales growth and employee engagement.

Cost-benefit analysis

It is very important for the designers to evaluate the cost and benefit of a training program before implementing the program. This can be done through the use of return on investment model or the use of utility analysis. Investing in employee training is a significant investment for businesses, thus it is vital to understand the return on investment. A lot of studies have been conducted to examine the effectiveness of training courses. According to one study, sales and technical training outperformed managerial training in terms of return on investment. At Ford, for example, all training programs are evaluated depending on the profitability of a specific product line. A tool like utility analysis can be used to determine whether or not a training course was helpful. Utility is a function of the length of time it takes for training to have an effect on an individual, as well as its value in respect to other aspects such as cost. For example, leadership programs for top and middle management have a high value, whereas front-line sales training programs have a low value. Utility analysis is concerned with the analysis of the learner's change in behavior and the positive financial implications of the same. Because the outcomes reached are mostly reliant on subjective opinions, this methodology is not well understood (Rodriguez & Walters, 2017).

Calculating benefits of training programs

Net benefit analysis

Net benefit = sum of all benefits of a training program – sum of all costs of a training program (Che et al, 2021).

Benefit-cost ratio

The ratio is determined as:

Benefit-Cost Ratio = ∑ Present Value of Future Benefits / ∑ Present Value of Future Costs.

Return on investment

ROI (in percent) = Program benefits / Costs × 100

An example can be developed on how to determine the benefit of a training program. All-inclusive expenditures for a training program can be estimated at USD. 80,000/- and the benefits in terms of increased productivity and quality can be estimated at USD. 4,00,000/-. Thus, the ROI is 525 percent, which means that for every rupee spent in the program, the return in USD. 5.25 is over and beyond the cost.

References

Beelmann, A., & Lösel, F. (2021). A comprehensive meta-analysis of randomized evaluations of the effect of child social skills training on antisocial development. Journal of Developmental and Life-Course Criminology, 7(1), 41-65.

Che Md Nor, R., Mohamed Noor, N., Ibrahim, S., Shahril Anwar, N. H. S., & Mohamad Azlan, M. A. (2021). The impact of employee commitment and satisfaction on training effectiveness. International Journal of Service Management and Sustainability, 6(1), 147-164.

Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206-212.

Van Dessel, P., De Houwer, J., Gast, A., Roets, A., & Smith, C. T. (2020). On the effectiveness of approach-avoidance instructions and training for changing evaluations of social groups. Journal of Personality and Social Psychology, 119(2), e1.

Zhang, L., Narkhede, B. E., & Chaple, A. P. (2017). Evaluating lean manufacturing barriers: an interpretive process. Journal of Manufacturing Technology Management.