These are crucial components to evaluating a program and its effectiveness in the workplace. These components can also help a company to decide if they should continue to use the training system and invest more money or head in a new direction. The first criteria is the reaction criteria. This criteria measures the impressions of the trainees. This will include their assessment of the training program that can actually be used in the work place.
So it is very important that the trainer chooses his words carefully in order to be clear about the learner’s achievements, progress or areas of improvement (Gravells, 2013). Constructive feedback should be more descriptive instead of evaluative. Feedback, to be constructive, cannot be limited to an evaluative sentence like “Congratulation, you’ve passed”. Although the learner might be glad he has passed, it will not give them any information about what the learner has done correctly, how they have achieved the goals and objectives and what areas can they improve. Using descriptive feedback instead of evaluative it will give an opportunity for the learner to realise what he needs to adjust or improve to achieve the desired outcome (Gravells, 2013).
b. Identify the cause of the consistent absence/s and check that the employee/s are well enough to be at c. work. d. Establish if the employee/s sickness is work related and whether there are any health and safety issues you need to address. e. Discuss any help you might be able to provide to ensure the issue/s do not prevent the employee/s from meeting their employment obligations. f. Communicate the absenteeism policy to the employee/s and gain understanding.
The decisions made by employees whether to demonstrate productive or counterproductive behaviors influence individual job performance and the performance of the organization. First it is important to understand the definition of both productive and counterproductive behaviors. Following the definition, the influence on the organization will be discussed. Then strategies will be recommended which will allow for an increase in productive behavior and a decrease in counterproductive behavior. An organization that fully comprehends the definitions of productive and counterproductive behavior and the influence each has on an organization should recognize the importance in implementing suggested strategies.
“Survey feedback is the process of collecting and feeding back the data from an organization or department through the use of questionnaire or survey.” In this process, the data are analyzed, fed back to the employees and the data are used to diagnose the organization and develop interventions to improve the current condition of the organization or to resolve the issue facing the company. The usefulness or limitations of survey feedback depends on how the survey is being done and what the survey is about and whether the right people are being considered in this process. Cummings has mentioned 9 qualities that will essentially determine the usefulness or problems associated with it. The nine properties include relevancy, understandable, descriptive, verifiable, timely, limited, significant, comparative and unfinalized. I consider these properties as very crucial for the survey feedback process as they will determine the accuracy and credibility of the feedback.
Any queries s/he has doubts about or have not been covered in training must be passed on to the lead practitioner. Vicarious liability: This means that the employer is accountable for the standard of care delivered and responsible for employees working within areas of competence appropriate to their abilities. To remain covered by an employer's vicarious liability clause, an employee must only work within their abilities and sphere of assessed competence. This will be initially highlighted in the Job description and then developed as the learner takes part in assessed education and training. Any doubts or queries can be addressed by questioning the practitioner either informally or in Professional Supervision.
| * Allow enough time for employees to make appropriate decisions about separation/termination events that affect them. | * Protect confidentiality and ensure respect for individuals involved. | 2) What are some questions you could ask when doing a training needs analysis that would clarify whether staff were appropriately skilled to manage disciplinary action? * For what purpose is the research being done and what does the
OSHA Case Summary The four general areas that organizations can use to reduce or eliminate usage behaviors at work include personnel selection, employee training, incentive programs, and safety rules and regulations (Bernardin & Russell, 2013). Personnel selection involves selecting candidates and placing them in jobs within the organization. It can reduce or eliminate unsafe behaviors by having candidates screened through personality testing, and the questions that are asked are about how they would connect certain behaviors with consequences. Employee training can reduce or eliminate unsafe behaviors by teaching the employees how to perform their job safely. The training needs to be specific on what the employee is expected to do (Bernardin & Russell, 2013).
Remember that each person will need to complete several of these assessments for you to be fully prepared for Week Two. Individual Employee Characteristics OBJECTIVE: Evaluate individual characteristics of employees. Resources: Ch. 3–6 of Organizational Behavior Content • Ch. 3: Attitudes and Job Satisfaction o Attitudes • What Are the Main Components of Attitudes?
In practice, a single mark must be awarded, not a range. Change Management Report: M3.02; M3.03; M3.04 The task Examine factors that may require your organisation to change, and identify a change required in the workplace that will benefit the organisation. If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity. You should discuss the choice of topic and an outline of your submission with your line manager and/or your tutor.