As far as possible, please consider using your place of work as a case study in order to carry out the following assignment. If for whatever reason that you cannot fulfil the above requirement, please use another organisation (e.g. a past workplace or one to which you have access) with which you are familiar. Should you choose the latter option, please indicate accordingly. Most of the tasks within the assignment require you to reflect on your knowledge about the case study. Where appropriate and possible, you may need to check your understanding with an appropriate person within the organisation (or other appropriate sources). When you tackle the tasks, you may want to substantiate your comments or analysis with evidence (e.g. attach an appropriate diagram, documentary materials etc.). In addition, it is always advisable to make use of the learning content from the module to support your argument, though outside (additional) sources are admissible.
Answer all questions. Remember that the word limit for answering all the following questions is 3,000 words.
1. In what ways might theoretical models of training evaluation be difficult to put into practice? Illustrate your answer by making reference to your chosen organisation.
2. Answer ONE of the following:Either: Choose a training and development scheme promoted by your organisation. How closely does your organisation’s evaluation of this scheme conform to Kirkpatrick's framework? Evaluate your organisation's practices at each of Kirkpatrick's four levels. Or: If your organisation does not currently offer any formal training and development, briefly outline a suitable training programme and show how each of the four levels in Kirkpatrick's framework might be used to evaluate this programme.
3. This question assumes that you have just designed a training programme for your organisation on 'Raising Awareness of Bullying in the Workplace'. Select and describe suitable evaluation methods to assess the impact of this training, giving reasons to justify your choice
4. 'Happy sheets' (the 'reactionnaires' circulated to participants immediately after a training event) are often criticised for being a relatively ineffective means of evaluation. Discuss the strengths and weaknesses of 'happy sheets', making reference to suitable practical examples.
The question belongs to Human Resource Management and it is about training and learning programs being implemented in organizations. The question deals with the difficulties faced during the implementation of these training and learning programs. Theoretically, or on paper a training program can look simple, put there can be problems arising when it is implemented practically. Some of these problems have been discussed in the solution.
Total Word Count 2622
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