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Edit Comment Close Premium member Presentation Transcript Slide 1: Client, Enterprise & Competitive Intelligence for Product, Process & Systems Innovation Dr. Rick L. Edgeman, University of Idaho A Presentation on HRD EVALUATION ACCMAN INSTITUTE OF MANAGEMENT PRESENTED BY- Shishir Garg, Khushbu Sinha, Muniji Kumar, Praveen Mittal, Saurabh, Priti bisht and Nupur Chhabra. Slide 2: HRD EVALUATION “The systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, value and modification of various instructional activities.” Effectiveness : The degree to which a training (or other HRD program) achieves its intended purpose, i.e. Are we training the right people, the right way, ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA At the right cost, with the right materials, at the right time ? Slide 3: NEED FOR HRD EVALUATION Shows the value of HRD. Provides metrics (set standards) for HRD efficiency. Demonstrates value-added approach for HRD. Demonstrates accountability for HRD activities. Everyone else has it… why not HRD? ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 4: PURPOSE OF HRD EVALUATION To obtain the highest level of performance which depends on 3 enablers i.e. people (workforce), process and technology. Ensuring that mandatory and regulatory requirements are met. Gaining information regarding organizational performance and learning cultures. Provide information for improving HRD programs. Determining linkage between human capital development and organizational strategic planning objectives. Identify who benefited most or least. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 5: HRD EVALUATION STEPS Analyze needs. Determine explicit evaluation strategy. Insist on specific and measurable training objectives. Obtain participant reactions. Develop criterion measures/instruments to measure results. Plan and execute evaluation strategy. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 6: KIRKPATRICK MODEL Kirkpatrick developed a model of training evaluation in 1959. Arguably the most widely used approach. Simple, Flexible and Complete. ‘Kirkpatrick's four-level model’ is now considered an industry standard across the HR and training communities. It essentially measures: REACTION OF STUDENT - what they thought and felt about the training LEARNING -the resulting increase in knowledge or capability BEHAVIOR -extent of behavior and capability improvement and implementation/application RESULTS -the effects on the business or environment resulting from the trainee's performance. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 8: LIMITATIONS OF KIRKPATRICK MODEL Misuse of the terms “evaluation” and “evaluating effectiveness”. Failure to explicitly address the different purposes for evaluating HRD activities. Narrow view of stakeholders and their agendas Vague and often inaccurate definition of the intended outcomes of an HRD intervention Insufficient research methods (definition of units of analysis and tools for understanding them) ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 9: METHODS OF DATA COLLECTION FOR HRD EVALUATION ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Interviews Direct Observation Simulation/ Performance Tests Archival Performance Information Questionnaires Written Tests Slide 10: ETHICS IN HRD EVALUATION ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 11: HRD AUDIT Examines long term and short term plans and visualizes to assess competency requirements. Examines the existing HRD strategies, systems and practices and assess their appropriateness to have the required competencies. Examines the adequacies and inadequacies of HRD structure, staff and their competencies, line managers and their attitudes, top management and their support, unions and their role in competence building for future. Suggests mechanisms for improving all these in the business context. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 12: REASONS FOR HRD AUDIT For expanding, diversifying and entering into a fast growth phase. For promoting more professionalism and professional management. Bench-marking for improving HRD practices. Growth and diversification. Dissatisfaction with any component. Change of leadership. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 13: SOME ORGANIZATIONS USING HRD AUDIT Aditya Birla Group (Rajashree Cement, Vikram Cement, Hindalco, Indo-Gulf Fertilisers, Gwalior Grasim, Harihar Fibres etc.) has been doing it for the last 8 years. L&T, Crompton Greaves Apollo Tyres Godrej Soaps BPL Gati Cargo Management Services. Wokhardt Hospitals ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 14: CONCLUSION Evaluation is the feedback loop that allows the organization to monitor various factors of effectiveness – how well are we doing compared to what we intended to do? Although there may be many specific situations where the 40-year-old Four Level approach is still relevant and meaningful, it is generally ineffective as an overarching paradigm for today’s business. In the complexity of today’s business, and the complexity and sophistication of HRD, our feedback processes must be equally sophisticated. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 15: THANK YOU You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
HRD EVALUATION AND AUDIT AGHORIBABA25 Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 478 Category: Education License: All Rights Reserved Like it (2) Dislike it (0) Added: September 24, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... By: itsvaidr (10 month(s) ago) Hi, I would like to download this presentation. Thanks, regards Saving..... Post Reply Close Saving..... Edit Comment Close By: JasminePandya (16 month(s) ago) Hey Can I get this PPT's??? jasminepandya85@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: Client, Enterprise & Competitive Intelligence for Product, Process & Systems Innovation Dr. Rick L. Edgeman, University of Idaho A Presentation on HRD EVALUATION ACCMAN INSTITUTE OF MANAGEMENT PRESENTED BY- Shishir Garg, Khushbu Sinha, Muniji Kumar, Praveen Mittal, Saurabh, Priti bisht and Nupur Chhabra. Slide 2: HRD EVALUATION “The systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, value and modification of various instructional activities.” Effectiveness : The degree to which a training (or other HRD program) achieves its intended purpose, i.e. Are we training the right people, the right way, ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA At the right cost, with the right materials, at the right time ? Slide 3: NEED FOR HRD EVALUATION Shows the value of HRD. Provides metrics (set standards) for HRD efficiency. Demonstrates value-added approach for HRD. Demonstrates accountability for HRD activities. Everyone else has it… why not HRD? ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 4: PURPOSE OF HRD EVALUATION To obtain the highest level of performance which depends on 3 enablers i.e. people (workforce), process and technology. Ensuring that mandatory and regulatory requirements are met. Gaining information regarding organizational performance and learning cultures. Provide information for improving HRD programs. Determining linkage between human capital development and organizational strategic planning objectives. Identify who benefited most or least. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 5: HRD EVALUATION STEPS Analyze needs. Determine explicit evaluation strategy. Insist on specific and measurable training objectives. Obtain participant reactions. Develop criterion measures/instruments to measure results. Plan and execute evaluation strategy. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 6: KIRKPATRICK MODEL Kirkpatrick developed a model of training evaluation in 1959. Arguably the most widely used approach. Simple, Flexible and Complete. ‘Kirkpatrick's four-level model’ is now considered an industry standard across the HR and training communities. It essentially measures: REACTION OF STUDENT - what they thought and felt about the training LEARNING -the resulting increase in knowledge or capability BEHAVIOR -extent of behavior and capability improvement and implementation/application RESULTS -the effects on the business or environment resulting from the trainee's performance. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 8: LIMITATIONS OF KIRKPATRICK MODEL Misuse of the terms “evaluation” and “evaluating effectiveness”. Failure to explicitly address the different purposes for evaluating HRD activities. Narrow view of stakeholders and their agendas Vague and often inaccurate definition of the intended outcomes of an HRD intervention Insufficient research methods (definition of units of analysis and tools for understanding them) ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 9: METHODS OF DATA COLLECTION FOR HRD EVALUATION ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Interviews Direct Observation Simulation/ Performance Tests Archival Performance Information Questionnaires Written Tests Slide 10: ETHICS IN HRD EVALUATION ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 11: HRD AUDIT Examines long term and short term plans and visualizes to assess competency requirements. Examines the existing HRD strategies, systems and practices and assess their appropriateness to have the required competencies. Examines the adequacies and inadequacies of HRD structure, staff and their competencies, line managers and their attitudes, top management and their support, unions and their role in competence building for future. Suggests mechanisms for improving all these in the business context. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 12: REASONS FOR HRD AUDIT For expanding, diversifying and entering into a fast growth phase. For promoting more professionalism and professional management. Bench-marking for improving HRD practices. Growth and diversification. Dissatisfaction with any component. Change of leadership. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 13: SOME ORGANIZATIONS USING HRD AUDIT Aditya Birla Group (Rajashree Cement, Vikram Cement, Hindalco, Indo-Gulf Fertilisers, Gwalior Grasim, Harihar Fibres etc.) has been doing it for the last 8 years. L&T, Crompton Greaves Apollo Tyres Godrej Soaps BPL Gati Cargo Management Services. Wokhardt Hospitals ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 14: CONCLUSION Evaluation is the feedback loop that allows the organization to monitor various factors of effectiveness – how well are we doing compared to what we intended to do? Although there may be many specific situations where the 40-year-old Four Level approach is still relevant and meaningful, it is generally ineffective as an overarching paradigm for today’s business. In the complexity of today’s business, and the complexity and sophistication of HRD, our feedback processes must be equally sophisticated. ACCMAN INSTITUTE OF MANAGEMENT, GREATER NOIDA Slide 15: THANK YOU