Evaluating Training at Hutchinson Inc. case 8-1
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Evaluating Training at Hutchinson Inc.
In case 8-1 of chapter eight, John is bugging Cathy on the previous training, wanting to know whether the training bore results. In the case, John wants to know if the money spent on the training has a pay-off. John’s concern raises the point that the previous training could be extremely faddish and not in line with the company strategic objectives. The Company experienced a double loss in the past quarter, which cannot be expected of a sales company that is regular in taking their staff for in training. This raises a point, any training that the employees attend should be thoroughly vetted to ensure that the aims are connected with the company’s strategic objectives in order to realize pay-offs in terms of time and money spent.
For Tom to design more proof other than just the employee reaction, Tom needs to go through a complete evaluation process and present findings to John. Tom has evaluated employee response already, which established the effectiveness of learners’ through the application of the concepts learned. He needs to evaluate how much learning had taken place and whether the learning was in line with the company strategic objectives.
Data is collected using a questionnaire and then analyzed to generate a conclusion.
Individual development plan is reviewed and the extent to which new skills and knowledge are being applied at work demonstrated. Tom need to assess whether the employee job performance improved because of the training again. This is where he measures the pay-offs of the learning activity on what employees has grown on. He has to attribute the improvements to the training. Tom will involve the line manager and integrate the manager’s assessment in the evaluation.
Finally, there will be results evaluation where Tom will relate the impact of the results of the training with the efficiency and effectiveness of the organization. He gathers information on the worth of attending the training as well as how the benefits compare to the costs if there were benefits accrued than not going for the training. He should also indicate if there was a cheaper alternative for the training, similar to cost benefits analysis. The findings should then be summarized and presented to the relevant person for necessary actions and decisions.