Human Resource Development 2013

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Human Resource Development Working In a Horse Industry

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  • Good morning class,
    The frame of the presentation:
    I will explain the case & our problem statement we will be solving
    Secondly we will discuss the solution based on the approach we have selected
    The case has three main parts : company, individual and the supervisors report
  • The company is basically an training center, specializing in Horse training
  • The individual case is an example of one of its successful trainees – after training has got a good job with Olympic training center
  • The case mainly looks at the evaluation system handled by the training center
    After implementing a training – how it is evaluated, What has been done, is there any improvement needed?
    In the supervisors report everything done at the center is excellent and up to standards
    But – from the HRD perspective – we have identified that the training center is lacking in the formal methods or approach in how the evaluation is done
  • But – from the HRD perspective – we have identified that the training center is lacking in the formal methods or approach in how the evaluation is done
    Based on that – the problem statements are as follows -
  • To understand better the problem statement
    HRD framework here clearly shows the evaluation steps
    Select evaluation criteria
    Determine evaluation method - Kirkpatrick's method
    Conduct evaluation of program – questionnaire/exam/test
    Interpret results – conclude whether the goal and objective is achieved
  • Human Resource Development 2013

    1. 1. C ase S tudy Working In The Horse Industry By; PRIDHIVRAJ NAIDU – 814284 NOR LIYANA BT MOHD KHALIL – 814093 KOK SAU YEE - 813315
    2. 2. The Structure of the Case The Company Individual Case Training Inspector Report
    3. 3. The Case (Cont.) 1. The Company: the case describes the quality of adult learning provided by Stubbing Court Training Ltd. (SCT).
    4. 4. The Case (Cont.) 2. Individual Case: Ben McClumpha has completed the advance apprenticeship with SCT. •He got placement with International Show Jumpers. •After apprenticeship McClumpha joined Ian Stark in Scotland, a winner of Badminton Horse Trials.
    5. 5. The Case (Cont.) 3. Training Inspectors report: The overall effectiveness of SCT’s apprenticeship provision is outstanding.
    6. 6. Problem Statement: To identify the correct evaluation method to be implemented at SCT To improve current practices
    7. 7. Solution: Kirkpatrick's Model • The choice of evaluation criteria, • The dependent measure used to operationalize the effectiveness of training is a primary decision that must be made when evaluating the effectiveness of training.
    8. 8. Kirkpatrick's Model • • • • Reaction Criteria Learning Criteria Behavior Criteria Results Criteria
    9. 9. Reaction Criteria • Which are operationalized by using selfreport measures, represent trainees’ affective and attitudinal responses to the training program • the extent to which the trainees like the program is extensively stated in the inspector’s report of the SCT evaluation.
    10. 10. Learning Criteria • Measures of the learning outcomes of training; they are not measures of job performance. • They are typically operationalized by using paper-and-pencil and performance tests. • In the of SCT training center, the evaluation needs a proper training assessment plan. This is in line to evaluate the procedural knowledge and declarative knowledge acquired by the trainee
    11. 11. Behavior Criteria • Measures of actual on-the-job performance and can be used to identify the effects of training on actual work performance. • Behavioral criteria are typically operationalized by using supervisor ratings or objective indicators of performance. • In the case of Mr. McClupmha, highlights the efficiency of the training provided and the success story in the working environment
    12. 12. Results Criteria • Used to evaluate the effectiveness of training. • Results criteria are frequently operationalized by using utility analysis estimates (Cascio, 1991, 1998). • From the report SCT improving varies aspects of teaching, assessment, and internal verification.
    13. 13. Conclusion Kirkpatrick’s (1959, 1976, 1996) four-level model of training evaluation and criteria continues to be the most popular evaluation method. (Salas & Canon-Bowers, 2001; Van Buren & Erskine, 2002)
    14. 14. Thank You From; PRIDHIVRAJ NAIDU – 814284 NOR LIYANA BT MOHD KHALIL – 814093 KOK SAU YEE - 813315

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