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Human Resource Evaluation

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1. Why might some managers resist using a realistic job preview (RJP)? What evidence could you offer to convince such manager to use one?
2. Discuss the ethical issues involved in conducting HRD evaluation.
3. There are various types of evaluations information available. Discuss one of them.
4. State methods of data collection and explain two of them.
5. Explain the role of research design in HRD evaluation.

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1. Why might some managers resist using a realistic job preview (RJP)? What evidence could you offer to convince such manager to use one?

Some managers resist using a Realistic Job Preview since an RJP exposes the negative aspects of the job. It is better to iron out these issues before investing the time and expense in producing a RJP. It is best that the HR department form a strategic partnership with Operations and they will determine where in the recruitment process to use the prepared RJP and they can be tasked with assessing the effectiveness of the tool in reducing turnover which is the main goal of the RJP. A comparison of newly hired employees' turnover with and without RJP can be an evidence to convince managers to use the RJP. RJP is also useful in keeping employees for internal transfers, promotions to higher-level positions, and external hiring for more complex positions.

2. Discuss the ethical issues involved in conducting HRD evaluation.

Employee evaluation will consist of multiple factors which includes such items as punctuality, attitude, personal grooming, language, neatness, ...

Solution Summary

The solution discusses the following: reasons why some managers resist realistic job preview (RJP), how to convince the manager to use RJP, the ethical issues involved in conducting HRD evaluation, various types of evaluation information, methods of data collection and the role of research design in HRD evaluation. References for more information is included.

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Discussion questions to consider

The following questions are from the Handbook of Training Evaluation and Measurement Methods by Jack J. Phillips. I could use some other feedback/insight with these questions.

CHAPTER FIVE

SOME ORGANIZATIONS NEED A ROI PROCESS THAT WILL LOOK FORWARD (FORECAST) AND BACKWARD (ROI RESULTS). CAN THIS MODEL BE USED IN BOTH SCENARIOS? EXPLAIN.

CAN THIS ROI PROCESS MODEL BE USED WITH ALL TYPES OF PERFORMANCE INTERVENTIONS? PROVIDE EXAMPLES OF DIVERSE APPLICATIONS, ADDRESSING THE FIRST THREE BLOCKS IN THE MODEL.

ONE CRITICISM OF AN ROI MEASUREMENT IS THAT IT DOES NOT PRESENT A "BALANCED" VIEW OF RESULTS. HOW DOES THIS MODEL ADDRESS THIS ISSUE?

CHAPTER EIGHT

WHY IS IT IMPORTANT TO OBTAIN PARTICIPANT FEEDBACK IN TRAINING PROGRAMS?

ONE HRD MANAGER COMMENTED ".....SMILE SHEETS (PARTICIPANT FEEDBACK FORMS) ARE NOT WORTH THE TIME IT TAKES TO COMPLETE THEM. THESE HAPPINESS RATINGS DO NOTHING BUT FEED THE EGO OF THE INSTRUCTOR." IS THIS TRUE? EXPLAIN.

DESIGN A PARTICIPANT FEEDBACK FORM FOR A ONE-DAY WORKSHOP ON IMPROVING INTERVIEWING SKILLS.

WHAT ARE THE ADVANTAGES AND DISADVANTAGES OF ATTITUDE SURVEYS IN EVALUATION?

WHY ARE PERFORMANCE TESTS IMPORTANT TO HRD EVALUATION?

DESIGN AND DESCRIBE A PERFORMANCE TEST TO MEASURE THE EFFECTIVENESS OF A TRAINING PROGRAM DESIGNED TO IMPROVE INTERVIEWING SKILLS.

CHAPTER NINE

USE EXAMPLES TO ILLUSTRATE THE DIFFERENCES AMONG EVALUATION INSTRUMENT DESIGN, EVALUATION DESIGN, AND DATA COLLECTION METHODS.

WHY ARE FOLLOW-UP EVALUATIONS IMPORTANT?

DESIGN A FOLLOW-UP QUESTIONNAIRE FOR A THREE-DAY PERFORMANCE MANAGEMENT WORKSHOP FOR MIDDLE MANAGERS. MAKE ANY ASSUMPTIONS NECESSARY TO COMPLETE THE ASSIGNMENT.

DO ORGANIZATIONS USE PERFORMANCE CONTRACTS ON A ROUTINE BASIS? EXPLAIN.

WHAT ADVANTAGES DO ACTION PLANS HAVE OVER QUESTIONNAIRES?

WHAT ARE THE WEAKNESSES OF THE INTERVIEW PROCESS?

WHEN IS IT APPROPRIATE TO USE OBSERVATIONS IN THE EVALUATION PROCESS? WHAT ARE THE DIFFERENCES IN THE INTERVIEW AND FOCUS GROUP PROCESS?

WHAT ARE THE PROBLEMS WITH FOCUS GROUP PROCESS?

WHEN IS IT APPROPRIATE TO USE OBSERVATIONS IN THE EVALATION PROCESS?

WHAT DIFFICULTIES ARE ENCOUNTERED WHEN USING EVALUATION INFORMATION OBTAINED FROM OBSERVERS?

WHICH IS THE MOST EFFECTIVE DATA-COLLECTION METHOD? WHY?

IS IT POSSIBLE TO USE ALL DATA-COLLECTION METHODS IN THE EVALUATION OF A SINGLE PROGRAM? EXPLAIN.

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