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HRM Training effectiveness

Evaluation is an important component of training. What strategies do you all have to evaluate training effectiveness? Are these strategies effective? Why or why not?

How would one best determine the appropriate length of time for training in a particular job? How could one accelerate training while retaining the key job functions required to learn.

With E-business being alive and well, I am curious what kind of HR support systems you have. Do you process things via paper or do you have an electronic HR system where things are processed electronically. If the latter, are there some things that still must be processed manually via paper?

As an employee, what is the best HR e-service and which one do you use the most?

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Human Resource Management

Evaluation is an important component of training. What strategies do you all have to evaluation training effectiveness? Are these strategies effective? Why or why not?

Measuring the productivity of employees before training and after training is the most effective way of evaluating training effectiveness. This principle may be applied to different situations for example if there are customer relationship personnel, the HR can measure the number of complaints against a person before and after the training. If it is production worker, his output, wastage and accuracy can be measured before and after training and if there are sales person, the individual sales can be measured before and after training. These strategies are effective because they typically yield numerical metrics that can be directly compared with the performance before ...

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