MBA 423: HUMAN RESOURCE MANAGEMENT
Our assignment is from Chapter No. 9 (Human Resource Development)
 Review Question from Page 370: Explain how you
would evaluate a training and development
program.
Group Members:
 S11023616 – Hardik Patel
 S97007874 – Mukhtar Ahmed
Agenda
Chapter 9 – Review of the learning objectives (Page 337):
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What is Human Resource Development:
Q1. Outline importance of HR development to organizational success
Q2. Explain meaning of strategic HR development
Q3. Explain need for a systematic approach to T&D
Q4. Distinguish between training and development
Q5. Outline major HR development methods
Our additional research: Key Reasons for HRD Failure
Q6. Describe key characteristics of an effective orientation program
Followed by our presentation question:
How you would evaluate a training and development program
What is Human Resource Development (HRD)?
It includes:
 training and development,
 career planning and,
 performance appraisal.
To facilitate the achievement of employee career
goals and organizational strategic business objectives,
it focus on the acquisition of the required:
• attitudes,
• skill and knowledge
Outline importance of HRD to organizational success?
 Human Resources Development has come to prominence because
organizations have to improve productivity and international competitiveness.
 Employees (and organizations) can compete only if they learn faster than their
competition
 A well trained, multi-skilled workforce is essential to economic survival
Short and long term challenges:
• Business and economic changes
• Technological changes
• Organizational changes
• Social, legal and other changes
Distinguish between training and development
•
Training
o Teaches employees how to better perform their present
JOB/TASK
o More Focus on Present JOB
o Remedy sub standard performance
through procurement of specific skills
•
Development:
o Activities that prepare an employee
for future responsibilities
o By investing in HRD, the company hope to guarantee their
employees lifetime employability
o Focus in future Job through acquisition if new experience ,
knowledge, skills and attitude.
• HR Planning – examine the organization in terms of
capacity to achieve its objectives
Key reason for HRD failures
 Organization lack or have ill-defined
strategic objective
 Top management views T&D as a
necessary EVIL.

something nice to do or an employee benefit
 Organization neglect long-term
considerations and concentrate on the
short term goals
 Organization do not analyze T&D needs
 Emphasizes employee satisfaction rather
than performance improvement.
Q2& Explain the meaning of Strategic HRD
• It is essential to measure the adequacy of the return of investment
(ROI) for T&D activities
• To do T&D cost effectively and to increase the ROI, a systemic
approach is needed rather than ad hoc style.
Q3 Need for systematic approach to T&D
To do T&D cost effectively
and to increase the ROI, a
systemic approach is
needed rather than ad hoc
style.
Thus, strategic HRD is a 3
step approach to training
that involves:
1. Assessment of
training needs
2. Conduct of the
training activities
3. Evaluation of the
training activities
(Our actual
presentation topic)
A Systematic Training and Development Model:
Our key presentation: Question 9: Explain how you
would evaluate a training and development program.
T&D - if they are to be
justified and effective,
must contribute to:
• The achievement of
the organizations
objective.
• Improve the
employees
performance
• Have profit impact
(Return on
Investment)
Kirkpatrick Evaluation Model for T&D:
Major Evaluation Methods
Measure
How measured
Indicators
1
Reactions
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Questionnaire
Interviews
Focus groups
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Satisfaction
Enjoyment
2
Learning
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Pencil and paper tests
Oral examination
Work sample
Observation of performance
Performance ratings
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Knowledge
Skills
3
Behaviour
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Observation of performance
Performance ratings
3rd Party feedback
•
Attitude, Behaviours,
Motivation
4
Results
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Production statistics
Sales statistics
HR Statistics
OHS statistcs
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Productivtiy
Sales
Quality
Absenteeism
Labour Turnover
Accident Frequency
5
Return on Investment
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Cost Benefit Analysis
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Dollar value
Conclusion
• Accelerating rates of change and global competition have
meant that HRD has become an important organisational and
national issue.
• Training starts when an employee enters an organisation.
• To improve performance and avoid employee obsolescence,
the employee should undergo further (and regular) training
and development.
• Its also important that proper evaluation of T&D is done, to
ensure that right results are being achieved through the T&D.
• Kirkpatrick 4 step Evaluation is an ideal model to o Evaluate an
Training and Development program.
Once you have completed your evaluation, distribute it to the
people who need to read it. In deciding on your distribution list,
refer to your previously stated reasons for conducting the
evaluation. And of course, if there were lessons learned from the
evaluation on how to make your training more effective, act on
them!
Questions?
Bibliography
• http://www.businessballs.com/traindev.htm
• http://www.businessperform.com/workplacetraining/evaluating_training_effectiven.html
• http://en.allexperts.com/q/Human-Resources2866/2009/6/HR-Training-Evaluation.htm