dear frnds i m a MBA(HR) student.I am going through my summer training and my project is on Training and development.i found a flaw in their Training Effectiveness Evaluation Process so i made a case study on that issue.I am forwarding this case to HR people of different.I m putting the case in front of you and looking forward for your solutions and suggestions.Hope you will reply soon.Frnds i have given my full efforts to make a case study as this is the first case study i have ever made.
REPLY ME AT MY MAIL ID (vishwanidev@gmail.com)
From India, Gurgaon
REPLY ME AT MY MAIL ID (vishwanidev@gmail.com)
From India, Gurgaon
frnds plz help me i m posting my messg again.plz help me by providing ur solutions and suggestions.plz mail me the solution of this case.i have to submit my project report i nt yet able to get the sufficient replies.
From India, Gurgaon
From India, Gurgaon
Hi hope this reply is not too late for you?
I am giving the questions you asked at the end of your case study and giving response there after for each.
1. Is the stand taken by the HR manager of not changing the policy is justified?
in the present circumstances – it seems to me – yes. Since not all options of ensuring cooperation have been tried out.
2. What would be your course of action had you been in the place of the HR manager?
Well the first difference would be at the beginning: by-in has to be there from all stake-holders of a policy.
Secondly, if the training/ development activity has come about as part of the over-all “development”/ career planning of the employee then it should be easy to show them the relevance of “demonstrating” the learnt behavior as soon as possible.
And lastly, the training has to have relevance either in the present or future for the employee’s career – then the application of the learning by way of projects should come naturally by them applying it in their day-to-day work and see tangible benefit.
Maybe you can try have them formed into small groups and do combined projects – depending upon the nature of the business and profile of the employees – some may prefer doing ‘group’ activity.
3. Is the method implemented by the HR dept. to evaluate on-the-job training effectiveness proper? If 'NO', then what is the alternative as per your perception?
The method seems to be fine – it is good way to ensure that training days don’t become the ‘off’ days and employees are developed to ‘apply learning’. and i am assuming that the team is qualified and would have taken a decision relevant to their organisation and industry conditions.
Meenakshi.
I am giving the questions you asked at the end of your case study and giving response there after for each.
1. Is the stand taken by the HR manager of not changing the policy is justified?
in the present circumstances – it seems to me – yes. Since not all options of ensuring cooperation have been tried out.
2. What would be your course of action had you been in the place of the HR manager?
Well the first difference would be at the beginning: by-in has to be there from all stake-holders of a policy.
Secondly, if the training/ development activity has come about as part of the over-all “development”/ career planning of the employee then it should be easy to show them the relevance of “demonstrating” the learnt behavior as soon as possible.
And lastly, the training has to have relevance either in the present or future for the employee’s career – then the application of the learning by way of projects should come naturally by them applying it in their day-to-day work and see tangible benefit.
Maybe you can try have them formed into small groups and do combined projects – depending upon the nature of the business and profile of the employees – some may prefer doing ‘group’ activity.
3. Is the method implemented by the HR dept. to evaluate on-the-job training effectiveness proper? If 'NO', then what is the alternative as per your perception?
The method seems to be fine – it is good way to ensure that training days don’t become the ‘off’ days and employees are developed to ‘apply learning’. and i am assuming that the team is qualified and would have taken a decision relevant to their organisation and industry conditions.
Meenakshi.
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Case Study on Promotion.pdf
Case study.doc