Comprehensive Report: E-HR Portal Training Session for Employees

This report details a training session for an E-HR portal, focusing on equipping employees with the necessary skills to use the system effectively. The report begins by emphasizing the importance of assessing employee computer skills through initial testing and providing additional training where ne...Read More

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3/16/2020

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Contents
Training Session for the E-HR Portal........................................................................................3
1. Identify Employee Computer Skills................................................................................3
2. Find one or Two Tech-Savvy “Super users”...................................................................3
3. Conduct Post-Implementation Feedback Sessions..........................................................4
Kirkpatrick’s model of evaluation.............................................................................................4
Level 1 Evaluation – Reaction...............................................................................................4
Level 2 Evaluation – Learning...............................................................................................5
Level 3 Evaluations – Transfer..............................................................................................5
Level 4 Evaluations –Results.................................................................................................6

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Training Session for the E-HR Portal
1. Identify Employee Computer Skills
In practices where the current workflow is always paper based, use of computer may
be very less, in such cases, it is always important to identify the level of literacy in
computer that each and every employee has. For example, in this case it is important
to shift the employees to the E- learning portal for leaves and attendance as this would
help them to check their attendance on their own and could save time, which would
help in more productivity. The first training session will include test which would
help in determining the computer skills of the staff. So the first session is when the
computer skills of the employees will be tested, there are various online free
computer tests exams that help in determining where the employee are on the basis of
their computer skills (Kiani, & Khodabakhsh, 2015).
After the online test, if someone finds that the employees need the training for the
computer skills, then the company will find a way in order to get them to speed.
Depending on the organization and the budget we will provide funding for the
employees in order to give those classes with the help of community college.
Computer skills are the foundation of EHR use, even with the most user friendly
software. Through this training process the employees will be able to use the portal
without any obstacle.
2. Find one or Two Tech-Savvy “Super users”
The second way of training is, making the employees learn by examples; this is one of
the most excellent ways to get the employees on board with the training for a new E-
HR. In order to promote this form of learning one can find and designate “Super

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users” in the organization which will be helpful for the employees with questions.
Under this training session, the super users will learn the new system of E-HR from
top to bottom that will help in sharing the load of training. Following can be some of
the super users in the company (Toivanen, Länsimies, Jokela, & Hänninen, 2017).
 People who will be highly computer literate
 Can learn new concepts quickly
 Are excited about the EHR’s capabilities
3. Conduct Post-Implementation Feedback Sessions
This is the 4th thing to take care of after the training as the training is not over yet,
once the E-HR is fully implemented. After the company has had the E-HR installed
it is important to make the employees use it on daily basis. Some employees may not
understand specific functions, or you might need to adjust or redesign workflows. All
the challenges and issues can be solves by taking feedback from the employees for the
E-HR training provided to them (Hardré, & Reeve, 2009).
Kirkpatrick’s model of evaluation
Level 1 Evaluation – Reaction
The goal for this stage is easy; it explores how individuals address the training model by
asking questions that decide the ideas of the trainees. Issues may determine how the client has
acquired expertise and if they have considered the training content beneficial for their
research (Aizenman, Sims & Starr, 2009).
Under this the reaction of the employees are evaluated during the training session. Under this
training session, the employees were very excited to learn new things, the employees also

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showed enthusiasm towards the E-HR portal as it would help them to monitor their
attendance and leaves themselves
Level 2 Evaluation – Learning
The appraisal involves evaluating the level of competence, experience and attitude attained
by participants. The research in this class is considerably tougher and time-consuming
relative to the first stage Strategies varying from structured to informal and self-assessment
assessments if necessary, and before the testing (pre-test) and corresponding (post-test)
evaluations are done by individuals to decide how well the pupil understands (Smidt,
Balandin, Sigafoos & Reed;
Under this phase the employees were able to learn new skills for computer based learning
and they showed various skills during the training session. Some of the employees needed
training for the computer based skills for E-HR training, other already had the skills for the
same and they were also used as super users as they knew every skill from top o bottom
Level 3 Evaluations – Transfer
It degree analyses the discrepancy between the actions involved and the curriculum
completion. Assessing improvements allows them to assess if the program's expertise and
abilities are used by employees
Under the evaluation it was seen that some of the people used their knowledge and skill from
the training and used the E-HR portal, however some of the employees were not able to get
used to it and faced issues and thus also ignored using the portal
Level 4 Evaluations –Results
The main purpose of the plan is generally known. The cumulative performance of the
training model demonstrates and analyses the reasons that have decreased investment,

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increased product efficiency, less occupational injuries, shorter delivery rates and a higher
volume of profits.
Under this the company took the feedback from the employees as it was seen that most of the
people were not able to understand the way to use the E-HR portal even after the training
session and some of them were facing challenges in understanding the use of the E-HR
portal, overall the final result was a mixed result. Half of the people were happy about it and
other could not understand or get used to it (Kaufman & Keller, 2014).

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REFERENCES
Smidt, A., Balandin, S., Sigafoos, J., & Reed, V. A. (2009). The Kirkpatrick model: A useful
tool for evaluating training outcomes. Journal of Intellectual and Developmental
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Aizenman, M., Sims, R., & Starr, S. L. (2009). Extended variational principle for the
Sherrington-Kirkpatrick spin-glass model. Physical Review B, 68(21), 214403.
Kaufman, R., & Keller, J. M. (2014). Levels of evaluation: beyond Kirkpatrick. Human
Resource Development Quarterly, 5(4), 371-380.
Kiani, F., & Khodabakhsh, M. R. (2015). The role of supervisor in effectiveness of safety
training session and changing employees' attitudes toward safety issues. Safety
promotion and injury prevention (Tehran), 3(1), 49-56.
Toivanen, H., Länsimies, E., Jokela, V., & Hänninen, O. (2017). Impact of regular relaxation
training on the cardiac autonomic nervous system of hospital cleaners and bank
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Hardré, P. L., & Reeve, J. (2009). Training corporate managers to adopt a more autonomy‐
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Gaylord-Ross, R., Park, H. S., Johnston, S., Lee, M., & Goetz, L. (2010). Individual social
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