Week 6 Assignment: Appropriate Evaluation Strategy

Please provide responses for the following questions:

1. Define evaluation and explain its role in HRD/learning.
2. Compare and contrast the different frameworks presented in the text for workplace learning evaluation. This can be done in a written or chart format.
3. Referencing the work that you did in this week's Class Assessment and in Week 5 for the Needs Assessment and HRD Learning Intervention Design Assignments, articulate an appropriate evaluation strategy to accompany your expanding proposal. Be sure to explain why the evaluation strategy you choose makes the most sense.

Week 5 Content(1)- Needs Assessment

Introduction

Needs assessment is the process of identifying and articulating an organization's human resource development (HRD) needs. Needs assessment helps identify an organization's goals, reveals gaps between employee's skills and skills needed for effective job performance, identifies gaps between current skills and ones needed for future job performance and reveals the conditions under which the HRD activity will occur. Based on the video clips from the movie Office Space and the job description for a data analyst at Initech, I have conducted an HRD-focused needs assessment for the organization. The assessment includes findings for organizational, task, and person level needs.

Organizational level:

1. Lack of effective communication: In the video clip "Did You Get the Memo?", it is evident that there is a lack of clear communication within the organization. The memo about TPS reports seems to be poorly distributed, leading to confusion among employees.

2. Motivation problems: The video clip "Motivation Problems" highlights the demotivated work environment at Initech. Employees seem disengaged and uninterested in their tasks, which may indicate a lack of motivation and job satisfaction.

Task level:

1. Data analysis responsibilities: As per the job description for a data analyst, one of the key responsibilities is to analyze large datasets and extract meaningful insights. This suggests that data analysts at Initech play a crucial role in supporting decision-making processes through data analysis.

2. Use of software tools: The job description mentions proficiency in various software tools such as SQL, Excel, and statistical packages. This indicates that data analysts are expected to possess technical skills related to data manipulation and analysis.

Person level:

1. Attention to detail: The job description emphasizes the importance of attention to detail for a data analyst role. This implies that individuals in this position need to have a keen eye for accuracy and precision in handling data.

2. Analytical thinking: Analytical skills are mentioned as a requirement in the job description, suggesting that individuals should possess critical thinking abilities to interpret complex datasets.

Based on these observations, here is an HRD-focused needs assessment for Initech:

Organizational needs:

1. Improve communication channels: Implement measures to enhance communication within the organization, ensuring important information reaches all employees effectively.

2. Foster employee engagement: Address motivational issues by implementing strategies like employee recognition programs or team-building activities.

Task needs:

1. Provide training on advanced data analysis techniques: Offer professional development opportunities for data analysts to enhance their analytical skills and stay updated with the latest tools and techniques.

2. Review software capabilities: Assess the suitability of existing software tools for data analysis and consider upgrading or providing additional training if necessary.

Person needs:

1. Conduct performance evaluations: Regularly evaluate the attention to detail and analytical thinking skills of individual data analysts to identify areas for improvement and provide targeted feedback.

2. Offer mentoring or coaching programs: Pair less experienced data analysts with more senior professionals who can guide them in developing their analytical skills and refine their approach to data analysis.

Data Analyst

After the training plan is formed, now it is time to put it together. As a data analyst, I would put all the findings in a report. This report would include my short and long-term plans as well as the budget included in the training. To calculate how much the training would cost, I would use the Society of Human Resource Management's formula which is "number of employees trained x cost of training = total cost of training. The report will include a summary of who was assessed, why they were assessed, how the assessment was completed, strategies used, training recommendations and all laid out in a timeline format. Other thoughts for the statement and recommended training should reflect on current trainings being offered and whether they still should be offered.

Conclusion

In conducting this needs assessment, it is crucial to gather information from multiple sources such as interviews with employees, focus groups, surveys, etc. This will provide a comprehensive understanding of the challenges faced at various levels within Initech. Additionally, referencing past training specifications, certifications earned by employees, and observing work activities can also contribute valuable insights into the organization's HRD needs.

Week 5 content(2)- HRD Design Assignments

Introduction

Designing an effective HRD (Human Resource Development) learning intervention requires careful planning and consideration of various factors. Here are some steps that will need to be follow in order to designed an effective HRD:

1. Setting objectives

Setting objectives would primarily focus on areas of Adaptability, Equity and Employability.

a) Adaptability: Adaptability is nothing but training imparted on a constant basis that nurture employee professional skills who in turn play a pivotal role in development of Human Resources. This further leads to adaption of employees to frequent changes in the organization.

b) Equity:

Equal recognition of individual or worker irrespective of caste, color, creed, religion and community which further creates a harmonious working environment.

c) Employability:

Refers to the competency, skill and ability of a worker to further gain meaningful employment. Hence primary objective of the HRD would lie in improving employee skills and motivation.

2. Selecting the trainer or vendor

How would you possibly choose a trainer that would cater to all your employees/workers training needs?

Highly effective trainers must possess excellent interpersonal skills, competency, motivational ability and further be able to impart their respective knowledge in a clear and transparent manner.

3. Developing a lesson plan

Developing a Lesson Plan basically revolves around a course of action and list of objectives that could be used for the same are listed below.

a) Subject b) Duration c) Outcome d) Audience to be targeted e) Individual Preparation of Worker/Individual f) Requirement of Various Training aids: g) Training Material h) Assessment i) Format j) Timing k) Critical Areas l) Sequential Delivery m) Assignment Briefing

4. Selecting program methods and techniques (including the appropriate use of technology)

Various program methods and techniques as highlighted below could be used as a selection criteria. a) Case Study b) Self Study c) Web Oriented Programs d) Classroom Programs e) Seminars f) Simulations g) Programs based on Virtual Reality h) Workshops i) Technology (Web, DVD/ROM/CD Material, Video Conferencing) j) Library, ect.

5. Preparing materials

Preparing materials would involve an arduous task as it would involve the following factors. a) Financial Resources b) Availability of Material c) Time Constraints d) Expertise Involved In Gathering & Assembling of Material e) Logistical Constraints f) Management Co-operation g) Expertise Required to deliver Material

6. Scheduling the program

Scheduling of the program would further involve important aspects of; a) Time constraints due to normal working hours b) Availability of Trainer & Workers c) Required resources for scheduling the respective Program d) Logistical aspects e) Scheduling of training personnel/workforce to be considered