Effectiveness evaluation of training programsuba ramanujam
This presentation explains how to evaluate the effectiveness of training program based upon the popular model. It explains about the Reaction, Learning, Behavior, Results and Return on Investment. It also explains about various parameters in the Kirkpatrick's model while considering during evaluation of training program.
Enthusiastic, flexible and well-listener. Capable of working in
a group with a high contribution to the team. Love challenging myself in different fields of work. Highly motivated as an individual.
Effectiveness evaluation of training programsuba ramanujam
This presentation explains how to evaluate the effectiveness of training program based upon the popular model. It explains about the Reaction, Learning, Behavior, Results and Return on Investment. It also explains about various parameters in the Kirkpatrick's model while considering during evaluation of training program.
Enthusiastic, flexible and well-listener. Capable of working in
a group with a high contribution to the team. Love challenging myself in different fields of work. Highly motivated as an individual.
The first step in the training process for any organization is to assess the objectives of the training program and then device a strategy or method to administer the same.
Strategic training was a presentation topic given to us,so we try to put our best effort and build this slides with concept mapping with nokia example.the content is refered from raymond noe's book (training and develepment)
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
LO1 Be able to determine own responsibilities and performance
Own responsibilities: personal responsibility; direct and indirect relationships and adaptability, decision-making processes and skills; ability to learn and develop within the work role; employment legislation, ethics, employment rights and responsibilities Performance objectives: setting and monitoring performance objectives Individual appraisal systems: uses of performance appraisals eg salary levels and bonus payments, promotion strengths and weaknesses, training needs; communication; appraisal criteria eg production data, personnel data, judgemental data; rating methods eg ranking, paired comparison, checklist, management by objectives Motivation and performance: application and appraisal of motivational theories and techniques, rewards and incentives, manager’s role, self-motivational factors
conducting a performance review, or getting a performance review, has you feeling a bit out of sorts, this overview provides a new paradigm in conducting a review that
Gestor de proyectos. Instituto Gabriela Mistral de BucaramangaAura Hernandez
El proyecto titulado "Friendly School" mediante la estrategia "Equipos de Trabajo Colaborativo" fomenta un Ambiente Escolar positivo que contribuye al mejoramiento de los resultados en el proceso de aprendizaje.
The first step in the training process for any organization is to assess the objectives of the training program and then device a strategy or method to administer the same.
Strategic training was a presentation topic given to us,so we try to put our best effort and build this slides with concept mapping with nokia example.the content is refered from raymond noe's book (training and develepment)
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
LO1 Be able to determine own responsibilities and performance
Own responsibilities: personal responsibility; direct and indirect relationships and adaptability, decision-making processes and skills; ability to learn and develop within the work role; employment legislation, ethics, employment rights and responsibilities Performance objectives: setting and monitoring performance objectives Individual appraisal systems: uses of performance appraisals eg salary levels and bonus payments, promotion strengths and weaknesses, training needs; communication; appraisal criteria eg production data, personnel data, judgemental data; rating methods eg ranking, paired comparison, checklist, management by objectives Motivation and performance: application and appraisal of motivational theories and techniques, rewards and incentives, manager’s role, self-motivational factors
conducting a performance review, or getting a performance review, has you feeling a bit out of sorts, this overview provides a new paradigm in conducting a review that
Gestor de proyectos. Instituto Gabriela Mistral de BucaramangaAura Hernandez
El proyecto titulado "Friendly School" mediante la estrategia "Equipos de Trabajo Colaborativo" fomenta un Ambiente Escolar positivo que contribuye al mejoramiento de los resultados en el proceso de aprendizaje.
As presented to the Milwaukee Alt.Net group on November 21st, 2011.
UPDATE April 19, 2012: added some domain logic organization slides using Fowler's 4 basic patterns.
Master's thesis - CORPORATE SOCIAL RESPONSIBILITY: Strategy and impacts on fi...auderichon
Society is feeling more and more concerned about the environment and social issues caused, among other things, by relocation and environmental dumping. Globalization has actually raised some ethical issues which peak levels were attained, socially speaking, when apparel companies were denunciated for using sweatshops in developing countries, and environmentally speaking, with Shell’s Brent Spar platform scandal. Consequently, companies started to think of how they could improve their image, even their way of doing business and started to engage in Corporate Social Responsibility (CSR).
The purpose of this thesis is to understand why companies decide to engage in CSR and if CSR policies have impacts on firms’ financial performance. Thus, the research problem is the following: What characterizes Corporate Social Responsibility strategies and do they have an impact on financial performance?
In order to answer it, I will use first a review of the existing literature, then interviews performed with persons in charge of CSR/Sustainable Development (SD) in companies and opinion leaders will be analysed. To complement this part, a study on sustainability indexes followed by a specific outlook at the automobile sector and its impact on the environment will be undertaken.
The results show that Western multinational companies (MNCs) tend to be more and more engaged, with law pushing for that as well. Stakeholders have quite an influence on the process, but the main factor of success is the commitment of top management and the integration of CSR in corporate culture. Quantitative results are more mitigated and it cannot be clearly said that CSR favours or not financial performance. More prospective is needed to be definite in the answer.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
T-1.8.1_v3Details of AssessmentTerm and Year2, 2020Time .docxperryk1
T-1.8.1_v3
Details of Assessment
Term and Year
2, 2020
Time allowed
8 Weeks
Assessment No
1
Assessment Weighting
100%
Assessment Type
Individual Assessment: Workplace Scenario
Due Date
Week 8
Room
611
Details of Subject
Qualification
BSB61218 Advanced Diploma of Program Management
Subject Name
Leadership
Details of Unit(s) of competency
Unit Code (s) and Names
BSBPMG617 Provide leadership for the program
Details of Student
Student Name
College
Student ID
Student Declaration: I declare that the work submitted is my own and has not been copied or plagiarised from any person or source. I acknowledge that I understand the requirements to complete the assessment tasks. I am also aware of my right to appeal. The feedback session schedule and reassessment procedure were explained to me.
Student’s
Signature: ____________________
Date: _____/_____/_________
Details of Assessor
Assessor’s Name
ROBERT CUTULI
Assessment Outcome
Assessment Result
|_| Competent |_| Not Yet Competent
Marks
/100
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive improvements:
Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student.
|_| Student attended the feedback session.
|_| Student did not attend the feedback session.
Assessor’s
Signature: ___________________
Date: _____/_____/________
Purpose of the Assessment
The purpose of this assessment is to assess the student in the following learning outcomes:
Competent
(C)
Not Yet Competent
(NYC)
KNOWLEDGE EVIDENCE
Compare behavioural models for the role of program manager
Explain communication and negotiating styles and approaches
Describe current ethics, equity and fairness norms, regulations and legislation
List learning and development methods and strategy
Compare types and formats for program vision
PERFORMANCE CRITERIA
1.1 Maintain alignment of the program vision with the sponsoring organisation mission and values
1.2 Conduct ongoing negotiations with stakeholders to maintain program vision
1.3 Demonstrate commitment to the program vision
2.1 Treat stakeholders fairly and equitably
2.2 Encourage and facilitate open discussion
2.3 Manage differences constructively
2.4 Attend to issues and concerns in a timely manner
2.5 Choose and apply interpersonal and leadership styles based on the circumstances
2.6 Honour realistic personal commitments
3.1 Communicate explicit expectations for socially responsible practice to constituent projects and other pertinent stakeholders
3.2 Design policies and procedures to allow individuals to safely report breaches of socially responsible practice without fear of retaliation
3.3 Identify and address threats to socially responsible practice within the program
4.1 Establish individual behavioural expectations for constituent project managers
4.2 Define, document and communicat.
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Running head: RISK 1
RISK6
Risk Analysis
Mark Lasky
MGMT 495
American Public University
Professor Davis
March 29, 2018
Organizations face a lot of problems during their operation. Communication problem, performance, and interpersonal relations are among the problems that face many organizations. The proposed solution for these problems includes conducting the biweekly meeting and setting up training programs. An organization could be in a dilemma of deciding which solution to implement, therefore, assessing the possible risks of every solution and deciding which solutions could yield the best results is very important. It is also important to evaluate the possible risks to predict what could happen if the organization implement the solution. The following information will enable the leader to make the final decision for every proposed solution.
Conducting Biweekly Meeting
Conducting a biweekly meeting may sometimes be very overwhelming and confusing. Therefore, employees should need the following new skills to benefit from the meetings; willingness to share their goals with the manager and the rest of the members. By telling the manager what specifically they are working on, or what they are aspiring to work on so they can get help and get wherever they want. Another new skill that employees need is the readiness to describe their achievement in the organization. Communication of goals to the members of the meeting will enable the members to take the initiative to help the employee.
Willingness to ask for advice and input is also an important skill for an employee. It is important for employees to come to the meeting prepared with many questions that will require the manager to offer advice and take the role of mentorship. The other new skill is a readiness to discuss other issues connected to career development. Employees should be ready to discuss other issues connected to career development. After an employee has shared his/her direction and focus with the rest of the members, it is important to enrich the meeting in other ways. That is a good time for employees to ask about their strengths or weakness and where they need to improve.
The financial cost of conducting a biweekly meeting will be economical. There will be no financial costs for hiring conference rooms because they will conduct the meeting in a social room owned by the organization. This will enable the organization to save the money and spend it on other issues. If the organization will implement this solution communication barrier will decrease. This kind of meetings will encourage employees from different sections to interact. The interaction among workers will make them free with each other and enable them to communicate in a freer manner. This form of meetings will improve the flow of communication in both directions. This strategy will enable workers to communicate their challenges and give the organization a chance to completely understand their i.
MM Bagali ....IPL ..... miss you this time; come soon ..... IPL ..... miss you this time; come soon ..... IPL ..... miss you this time; come soon ..... MM Bagali ....IPL ..... miss you this time; come soon .....
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
M M Bagali, PhD, HR, HRM, Research, Management, India, Empowerment Strategies, SHRM, Projects, OD, OB, Doctorate, …….
1. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 1
Page | 1
Dr. MM Bagali/ AHRB Project
AHRB Fellowship Project on
CODA- Certified Organsitional
Development Analyst
Dr MM Bagali, PhD
Research and Professor, Strategic HRM,
JAIN University, India
mm.bagali@jainuniversity.ac.in
Specimen questionnaire for understanding OD
This is the Questionnaire to understand the
Best Practices in the Organisation,
relating to development of the
organization. These questions try to
understand the importance of OD practices
that are part of developing the
organization
Kindly help me in expressing your views and
opinions on these areas. I am sure, your
experience in HR and association with the
organization will help us understand the
practices on Macro level.
This is part of the project under the Asian
HR Board Fellowship in HR project…….
2. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 2
Page | 2
Leadership
1. What is that the Organization Philosophy
stands on?
2. How is that the Vision / Mission and Value
statement prepared?
3. How is that the Vision, Mission and Value are
imbedded and practiced? Cite few examples.
4. Is there any alignment with Vision, Mission
and Value and the performance parameters?
5. What are the best practices and Ethos
followed?
6. How are the Corporate Governance practices
reflected at work place?
7. How are unethical practices dealt with? What
extent are unethical behavior seen seriously and
actions taken per se.
3. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 3
Page | 3
8. What are the CSR activity taken in which area
and the expenditure? Does organization has a
policy on CSR? If so, how is it derived /
developed?
Strategic Planning
1. How is the strategy for the organization
developed here? What is the exercise done?
2. How is/are objectives of the organization
done/ formulated? What parameters and the data go
into such exercise?
3. Once the strategy are prepared and put in
place, what is the methodology and mode that it
is taken forward?
4. How are the KRA/KPA measures?
Customer & Market focus
1. How do you capture market knowledge and
updates for the organization?
4. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 4
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2. What is the ways/methodology to
know/understand customers?
3. What is the mode of getting customer feed
back? How do you use such data later for your
strategic planning?
4. What are the methods of knowing customer
satisfaction Index and retaining your customer
strategy?
Measurement / Analysis /
Knowledge Management
1. What is the index and matrix of measuring
organizational performance?
2.What is the methodology followed for
measuring and analyzing organizational
Performance?
3. How is “Knowledge” developed in the
organization?
Workforce Focus
5. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 5
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1. What is the way through which the Employees`
are engaged?
2. How are the employees` developed and trained
3. What are the training programs imparted
internal and externally?
4. Are the workplace climate surveys undertaken?
If yes, how is it done? If no, why such need
is not felt?
Process Management
1. How are the skills and competency developed?
2. How are the competencies managed further?
6. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 6
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Results
1. How are Results measured and the parameters
(areas)?
2. What are the ways through which we get
customers?
3. How do we measure financial performance and
value of the organization in the market?
4. How do you measure the employee results?
5. How do you measure the Leadership results?
7. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 7
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PCMM Model assessment of the
O r g a n i s a t i o n
Level 1 and 2
Sl. NoProcess Area Level of MaturityAction to be
Taken
Remarks
1 Work Environment Appropriate Work
Environment exists
With systems at
place
Need to cut few
unnecessary
meetings
Level
1
2 Communications Cordial Social
Environment with
Sharing of
Information
through Meetings
Top-Dawn
communication is
effective
Nil Level
1
3 Staffing Effective policy
Exists in
Recruitment and
Selection areas
of Faculty
A committee exists
for shortlisitng
the candidates
Induction of faculty
is not done on large
scales
Out side experts
should be called
for
in selection of
faculty
Induction of New
faculty should be
done
on Macro level
Level
1
4 Performance
Management
Low in setting KRA and
KPA are to be
defined to all
levels of faculty
in all areas of
teaching,
viz: Teaching,
Research,
Consultancy,
Extension and
Industry-Institute
interface
Set KRA and
KPA, with time
line
deadlines
Level
1
8. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 8
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Monitoring of
Performance
is done regularly
and continuously
5 Training No formal
training is done for
In coming faculty
No such formal
refreshing
course is done
for already
existing faculty
To have formal
Orientation and
refresher course for
teaching
community
Level
1
6 Compensation Variable
Compensation
pay is designed
Extra payments
are done in terms
of extra
contribution
Nil Level
1
Level 3
1 Knowledge
and
Skills
Analysis
No such
formal
Knowledge
and
Skills
Analysis
model or
exercise exists
Based on CV
or Bio data
and feedback
from students,
an picture of
Knowledge
and
Skills Analysis
is generated
A model or
format or form
to be generated
This form will
Have the data
of existing
Knowledge
and
Skills Analysis
and the
needed
areas of
improvements
Level
2
2 Workforce
Planning
Each dept will
send the
required
workforce
Nil Level
3
9. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 9
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for the coming
years
3 Competency
development
In-house
training are
not visible
Out side
oppournity for
competency
enhancement
and
development
in the subject
in
terms of
conference,
seminars
and workshop
are part are
done
Need to
have a
defined
Competency
Development
Exercise
Level
2
4 Career
Development
To develop
the skills
needed and
career
advancement
are at place
Various
initiatives
are
implemented
and practiced
Need to have
Variable
payments
and
compensation
Level
3
Level 4
1 Mentoring Mentor-Mentee
practices
are done
and meetings
in this regard
are
held
Records of
these outcomes are
maintained
Should
be on
regular
basis
Level
4
2 Team Building Goals and
objectives
Nil Level
4
10. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 10
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of each dept,
person are
communicated
Team based
activity and
work is
reflected in
day today work
3 Team Based
Practices
Team working
is part of day
today activity,
and whenever
needs exists,
team is part
of all such
activity
Nil Level
4
4 Organizational
Competency
Management
No formal
model or
format exists
There
has to be
a Format
and
exercise for
OCM
Level
2
5 Organizational
Performance
Alignment
Yes,
performance
results and
analysis is
done regularly
and
intensively
Nil Level
4
Level 5
1 Personal
Competency
Development
Every faculty
has a plan
to write,
self
development
areas to
look at,
improvement
areas, and
how to
reach these
areas
Nil Level
5
2 Coaching No such
Monetary
rewards are
For any
extra work
in coaching,
Level
2
11. Dr. M M Bagali / mm.bagali@jainuniversity.ac.in / sanbag@rediffmail.com Page 11
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given monetary
benefits
have to
be there
3 Continuous
Workforce
Innovations
Empowerment
in all areas is
not reflected
One can have /
Practice
innovative
Practices
within
The defined
Areas, per se.
Freedom
In all areas
Benefiting
Organisation
Has to be
practiced
Level
3
Get connected to know more: mm.bagali@jainuniversity.ac.in