StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Improving the Training Course on the Employee Involvement Model - Business Plan Example

Cite this document
Summary
The paper " Improving the Training Course on the Employee Involvement Model" states the teacher should have complete knowledge of the company.  Realization of the new concepts along with the employee involvement model is the core issue of the company because of the tight schedule of the training…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER97.5% of users find it useful
Improving the Training Course on the Employee Involvement Model
Read Text Preview

Extract of sample "Improving the Training Course on the Employee Involvement Model"

for Admin: The format of the order is as per the example provided. ADDIE Training Model: The Evaluation Phase “Employee Involvement in anOrganization” Evaluation The initial four phases (Analysis, Design, Development and Implementation) of the ADDIE course model have successfully been completed and this report presents the description and implementation of the evaluation phase of the course titled “Employee Involvement in an Organization”. The evaluation phase of the ADDIE course model facilitates to measure the effectiveness and efficacy of the training course as well as assists to improve the performance and productivity of the students / learners / employees in an organization. Developing and selecting appropriate evaluation tools are the core activities of the evaluation phase. Evaluation Instrument It is required to evaluate not only the participants (employees) of the training course but also the instructor’s performance as well as the course contents. In order to evaluate the instructor, course contents and participants, it is required to develop a mechanism for collection of data. The collected empirical data would be used to improve the training program. I have used the three (3) levels for evaluating the training program include: the Perception (level 1), Learning (level 2) and Performance (level 3). These three levels of the evaluation are used to determine five (5) Ws (Who, What, Where, When, Why) as well as ‘how’. I will measure the learners’ (employees) perception by mentioning who will conduct the evaluation, what would be evaluated, where and when it would be evaluated, why to evaluate and how it would be evaluated. In this regards, the following table shows the levels of the training program evaluation along with its description and implementation of the “Employee Involvement in an Organization”. Who What When Where Why How Level 1 Perception Administered by the Facilitator Measuring the employees’ / learners’ perception of the training Immediately after the training. At 1700 hours In the Auditorium of the Delta Airline To determine the participants (employees) are satisfied with the content and the teacher. Questionnaire Level 2 Learning Administered by the Teacher Measuring acquired knowledge and skills by the employees / learners Assessed right after the training and perception In the Auditorium of the Delta Airline, moreover, on the job To make sure that the participants (employees) have acquired required knowledge and skills. Multiple choice questions on the contents of the training course. Level 3 Performance Administered by Head of the Training Dept. Delta Airline Measuring the development and implementation of the employee involvement model in the Delta Airline It is an ongoing activity on the job of the employees In the office of the Delta Airline In order to make sure that the participants / employees are able to develop and implement the employee involvement model It could be assessed by Observation, supervisor’s assessment and performance checklist Perception - Questionnaire (Part A) In order to evaluate the contents of the training course, it is required to evaluate the course contents each module and every section of the module on the factors include: whether the contents could be practically implemented in the Delta Airline, how much the contents were useful, whether the contents were fulfilling the objectives of the training program, the content delivery method (Lectures, Handouts, Presentations etc.) was effective. The scale is as follows: 5. Exceptional    4. Above Average    3. Average    2. Below Average    1. Unsatisfactory Contents Module – 1 and Section 1.1, Named “Management Concepts” Practically implement able 5. 4. 3. 2. 1. Useful 5. 4. 3. 2. 1. Objective Oriented 5. 4. 3. 2. 1. Contents Delivery Method 5. 4. 3. 2. 1. Comments Module – 1 and Section 1.2, Named “Management Functions” Practically implement able 5. 4. 3. 2. 1. Useful 5. 4. 3. 2. 1. Objective Oriented 5. 4. 3. 2. 1. Contents Delivery Method 5. 4. 3. 2. 1. Comments Note: The above given template is the sample just prepared for two sections of the first module. It would be developed for each and every module and section of the module. Perception - Questionnaire (Part b) In order to evaluate the teacher of the training course, it is required to evaluate the quality of the lecture for each module and every section of the module on the factors include: whether the teacher has the managerial skills, lecture delivery skills, problem solving skills, whether the teacher was punctual, whether the teacher has the appropriate knowledge. The scale is as follows: 5. Exceptional    4. Above Average    3. Average    2. Below Average    1. Unsatisfactory Teacher Evaluation Module – 1 and Section 1.1, Named “Management Concepts” Managerial Skills 5. 4. 3. 2. 1. Lecture Delivery Skills 5. 4. 3. 2. 1. Problem Solving Skills 5. 4. 3. 2. 1. Punctuality 5. 4. 3. 2. 1. Comments Module – 1 and Section 1.2, Named “Management Functions” Managerial Skills 5. 4. 3. 2. 1. Lecture Delivery Skills 5. 4. 3. 2. 1. Problem Solving Skills 5. 4. 3. 2. 1. Punctuality 5. 4. 3. 2. 1. Comments Note: The above given template is the sample just prepared for two sections of the first module. It would be developed for each and every module and section of the module. Evaluation of the Objective Achievements After receiving the feedback from the participants, the following assessment has been made. Objectives Evaluation The participants would be able to plan and organize the daily office routine work so that it could be completed within the specified deadline. After the training the employees of the Delta Airline are managing their work to complete within specified time. 90 % Success Rate The participants (managers) would be able to control and manage the staff according to the guidelines provided in the training course. The guidelines have been precisely conveyed to the participants and the managers are following the guidelines. 70 % Success Rate, as some of the guidelines cannot be implemented in the Delta Airline due procedural issues. The participants would be able to solve the issues or problems by taking proactive steps. Some of the participants are able to solve the problems. 45 % Success Rate, it has been found that the teacher was not fully prepared regarding solving the issues of the employees in the Delta Airline. The participants would have information regarding the modern concepts of the organizational management and approaches to solve the problems of the Delta Airline. Most of the participants understood the modern concepts of the organizational management but facing difficulties in implementing those concepts. 50 % Success Rate, it was due to the allocation of less time in the training schedule for implementation of the modern concepts. The management would be educated enough to take informed decisions while considering the decision making factors. The management is satisfied as they consider all the options before taking the decision as instructed in the training. 90 % Success Rate The employees would have a clear vision and knowledge of the benefits and expected results of implementing the employee involvement model. Each and every participant was clear on the expected benefits of implementing the Employee Involvement Model. 90 % Success Rate The employees would be trained enough so that they can be able to develop and implement the employee involvement model in the Delta Airline. The management has developed the employee involvement model, however, they are unable to fully implement in the Delta Airline. 70 % Success Rate. Improvements The following are the suggestions for improving the training course on the Employee Involvement Model. i. It is required that the teacher should have complete knowledge of the company whose employees are required training, moreover, fully prepared to solve the problems of the company. ii. It has been found that the implementation of the modern concepts along with the employee involvement model is the core issue of the company because of the tight schedule of the training. It is suggested that the schedule of the training should be revised to give more time on the implementation. Reference Branch, R. M. (2009). Instructional Design: The ADDIE Approach. New York: Springer. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(Improving the Training Course on the Employee Involvement Model Business Plan Example | Topics and Well Written Essays - 1750 words, n.d.)
Improving the Training Course on the Employee Involvement Model Business Plan Example | Topics and Well Written Essays - 1750 words. https://studentshare.org/human-resources/1789719-evaluate-phase
(Improving the Training Course on the Employee Involvement Model Business Plan Example | Topics and Well Written Essays - 1750 Words)
Improving the Training Course on the Employee Involvement Model Business Plan Example | Topics and Well Written Essays - 1750 Words. https://studentshare.org/human-resources/1789719-evaluate-phase.
“Improving the Training Course on the Employee Involvement Model Business Plan Example | Topics and Well Written Essays - 1750 Words”. https://studentshare.org/human-resources/1789719-evaluate-phase.
  • Cited: 0 times

CHECK THESE SAMPLES OF Improving the Training Course on the Employee Involvement Model

Human Resource Management

In this case there was no form of incentive in the organization which could improve employees' productivity or employee involvement.... The retention strategies of the organization also seem inadequate as the employee turnover rate in the technical and management remain remains as high as 35-40%.... This includes exploring its recruitment strategies, compensation strategies, training and development programs, performance management programs etc....
12 Pages (3000 words) Essay

The High-Performance Work Practices

Toto to implement HPWP in the workplace, hustled (1995) identifies three practices that are key attributes, and these include the following: comprehensive recruitment and selection procedures, incentive compensation as well as extensive employee involvement and training.... The key attributes of this model are as follows: HPWP seeks to generate performance through the utilization that secure mutual gains for both the employees and employers, employees are treated as valuable assets and this model involves bundling of practices that yield combined benefits that are greater than the sum of their inserts (McDuffie 1995)....
14 Pages (3500 words) Research Paper

HRD Intervention and an Appropriate Evaluation

One of the models discussed is the process model, which is extensively analyzed in Phillips book.... This model mostly focuses on the inputs that come from different forces, during the course of the process.... he model discussed is the return on investment model, which in this case, focuses on increasing training activities and organizations' education budgets.... This essay stresses that the process model, explained in Phillips, focuses on the inputs from different forces – throughout the time frame of the process, on the basis of a number of measures, these including: reaction and contentment; application and execution; learning, business impact, return on investment and the area of intangible benefits....
8 Pages (2000 words) Research Paper

The Strategic Human Resources Management Model and Its Effects

The appraisal process is very important to this department because this is where they get inputs from both the manager and the employee or subordinate regarding the work attitudes and procedures, which they then use to formulate ate development plans.... The Personnel Department is also responsible for training and Development.... Some companies with a large number of employees opt to maintain a separate training Department but which is usually also in partnership with the Personnel Department....
13 Pages (3250 words) Research Paper

Employee Participation Schemes in Improving Organisational Performance

In the paper 'Employee Participation Schemes in Improving Organisational Performance,' the author discusses the diverse forms of employee involvement.... The many forms of employee involvement can be grouped into two basic categories.... Let's first take a look at how employee involvement has been defined.... Another definition of employee involvement describes it as a systematic approach to redistributing the responsibility and accountability for problem-solving and decision making to the lowest appropriate level....
8 Pages (2000 words) Coursework

Learning Models and Business Training

Four models of counsellor education training delivery are most commonly used in training at organizations in the technology sector: (a) integration/infusion model, (b) separate course model, (c) area of concentration model, and (d) interdisciplinary model (Myers, 1994; Myers & Blake, p.... he integrated model modifies existing courses to include appropriate information about trainee and providing services to them (Myers & Blake, p....
26 Pages (6500 words) Coursework

Human Resource Management in Saudi Arabia

eople management involves various activities starting from the selection and recruitment of employees to retirement or attrition of employees, including employee performance evaluation, growth and development, building relationships, and leadership aspects.... HR Specialists are involved in recruitment and selection of employees, facilitating employee exit, and other such activities.... Line managers are mainly responsible for employee performance evaluation, employee recognition, growth and development, and leading employees to follow the organizational culture....
19 Pages (4750 words) Assignment

To What Extent Do High Performance Work Practices Improve Organizational Performance

Furthermore, a single practice can exert an effect on various levels of employee motivation.... HPWPs include employee appraisal, selective hiring, reducing status differentials, flexible working time, and other activities that can contribute to the improvement in business performance.... Furthermore, increasing market liberalization and fluctuations in customer requirements are compelling the organizations to devise approaches for improving performance and competitiveness....
18 Pages (4500 words) Coursework
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us