Employee Training Assessment At Helping Hands

Employee Training Assessment At Helping Hands 1
HELPING HANDS EMPLOYEE TRAINING ASSESSMENT
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Introduction

Employee Training Assessment At Helping Hands 2
Return on investment is a strategy which is used to determine the success or the efficiency of an
ongoing plan majorly a business one. Its aim is usually to minimize or lower risk as it looks
forward to increase the reward associated with the plan (Nemec 2018 p. 160). To know the
success of a Return on Investment (ROI), the return is divided by the by the cost of capital used
to set up the plan and the results are expressed as a percentage or in some instances as a ratio.
ROI is used in the evaluation process to determine the progress of the ongoing initiative so as to
make appropriate decisions whether to discontinue the program or not. Critical analysis of the
initiative can also be done based on ROI to ensure the resources being pulled together to
facilitate the initiative are not being wasted. This therefore helps to determine the actual outcome
of the initiative rather than deciding on an assumption basis which may lead to loss.
Mark Easterby-smith in his theory states that four aspects are involved in a training in a bid to
realize better outcomes. The need of the training has to be proved first before the decision is
made. Controlling of who will be involved and the amount of money to invest in is then
considered. Improvement of the training from the previous if at all they existed is done to break
boredome and motivate the employees. Learning is then actualized with the help of the trainers
and external bodies in the presence of the employees or learners. After the learning takes place,
Donald’s four level of evaluation framework, measures the outcomes (Srimannarayana 2017)
and effectiveness of a given learning process. The success of the training has contributed to the
decisions of William Reid the director to extent the activities from a two days event to a
compulsory eight days activity. Kirkpatricks model of assessment is then applied to measure the
outcomes in relation to the actual investment. Reaction evaluates the learning process success by
gauging the attitude of the employees towards it. The application of the acquired knowledge and

Employee Training Assessment At Helping Hands 3
skills is then considered to prove whether learning has taken place (Curado and Bernardino 2018
p.242). Behavioral changes are then gauged by identifying the various ways of response to
particular unfamiliar and technical situations that face the employee. Results or the success of
the training which is the main desire is evaluated by direct comparison of the input and the
outcome. Proper decisions and adjustments are then made concerning the fate of the training.
The outcome of the training at helping hands has been very significant since the doubling up of
the organization employees and volunteers and also evidenced by the increment of days in which
the training is conducted.
Formative and summative assessment criteria are used to determine the effectiveness of the
training. This is achieved by using Kirkpatricks evaluation. Happy sheets and informal
comments can gauge reaction towards the training (Prina 2017 p. 37). Pre and post test results,
knowledge application on the job and reports given by the seniors are normally used to assess
whether learning took place. Self evaluation and supervisors reports as well as colleague’s
reports help to assess the extent to which behavior has been changed by the training. For instance
the attitude of the employees towards their jobs at helping hands has dramatically changed as
each one appreciates what they do. Learning remains hard to evaluate since one cannot isolate a
particular achievement as a result of training. The only method that can be used is quality
inspection to compare the current effectiveness and that of the past (Perez-Soltero 2019).
According to Philips model, Training program initiation has to consider reaction of the
employees which directly implies the benefits or disadvantages of the training. This is because a
negative attitude hampers learning. Determination of learning is seen by relative behavior change
and acquisition of new skills and attitudes. The organizations reputation and profile has risen to a