Question $1($Unit $3$; CLO$2)$ The role of evaluation in HRD

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TechNova Solutions, a mid$-$sized technology consulting firm with $400$ employees, has steadily grown over the past five years, driven by a focus on innovation, client satisfaction, and a skilled workforce. To address challenges such as adapting to new technologies, enhancing client engagement, and preparing mid$-$level managers for leadership, TechNova recently launched a company$-$wide Human Resource Development $($HRD$)$ initiative. This initiative includes technical skills training, customer engagement workshops, and a leadership development program.

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After six months, the leadership team is uncertain about the programs$$ effectiveness. While some employees report positive feedback, others find the programs generic and irrelevant to their roles. Customer satisfaction ratings show limited improvement, and turnover among high$-$potential managers remains unchanged. The CEO is questioning whether the HRD initiative is delivering measurable value. The HR team has been tasked with evaluating the initiative to assess its impact on skill acquisition, employee performance, and organizational outcomes, and to identify areas for improvement.

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Propose a detailed HRD evaluation framework that TechNova can use to evaluate the effectiveness of its HRD initiatives.

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Note: Ensure your response covers all four levels, Reaction, Learning, Behavior, and Results, with detailed applications and examples specific to TechNova$$s programs. $(35$ marks