Evaluating HRD interventions

Evaluating HRD interventions

1. What is HRD?

   • HRD is organised learning experiences provided by employers, within a specific period of time, to bring about the possibility of performance improvement or personal growth
     • Hard view
       • Fulfills an organisational requirement of a need to address strategic objectives
     • Soft view
       • Encourages development as a potential source of competitve advantage
     • HRD is essential for...
       • Employee motivation
         • Managers are seen to care about their employees development
       • Achieving objectives and a competitive advantage
       • A good way to give feedback
         • Performance will improve if employees know what they have to work on
     • Considered to be more strategic
     • Can be formal or informal

2. The Kirkpatrick model

   • Reaction
     • How they felt about the experience
   • Learning
     • Measurement of the increase in knowledge
   • Behaviour
     • The extent of the applied learning back on the job
   • Results
     • Effect on the business and environment
   • Robert Likes Bacon Rolls
   • Usually, we only focus on reaction and learning because of cost and time
   • Recommended for full and meaningful evaluations of learning in organisations

3. Possible evaluating points

   • Cost and time
     • Away days are expensive
     • Personalised programmes will take time to develop
     • May need external trainers
   • Is the training worth it?
     • Some people think the programmes they have taken part in are useless
       • How to retire workshop
       • Confidence course 4 hours a week
         • Slated on online forums
   • What method is best? Online or traditional
     • Use knowledge from blog post
     • Do people take it all in when it's online?
     • Do traditional methods waste time?
       • What would my manager say?
         • It's a waste taking a whole day out, especially in such a small store where we need our staff here
   • Line managers need to create the "space" for learning
   • We all have a preferred way of learning and this needs to be considered
   • SMART or DREAM?
   • Takes time to develop

4. Evaluation methods

   • Feedback sheets/questionnaires
     • Subject to bias
       • Question selection needs to be appropriate
     • Cost effective
   • Testimonials/observation
     • Subjective (see what they want to see)
     • Employees may feel that managers care
   • Analysing reports
     • Can this be accurately measured? ROI
   • Tests
     • Some are just not good at tests but do know it