...what the evaluation and validation process entails. Further I am proud to let you know and understand the model of evaluation and the four levels in evaluation of programs. Evaluation simply means assessing the worth or the value of the program. It is an appraisal to determine whether the activity to be evaluated is worth. According to Sinclair, (2002) it is an attempt to assess the training with an objective of improving it. Validation is a concept which is used to describe the program and the outcome. The activity deals with testing and assessing whether the program has an internal validation. It also involves assessing whether the objectives are based on accurate determination of training needs. There are two forms of evaluating a training program. They include formative and summative evaluations are forms of evaluation in a training program. Summative evaluation is conducted in the early stages of the evaluation process primarily deals with the planning and implementation process. On the other hand, summative evaluation aims at assessing the outcome of the program and focus on determining the relationship that exist between various factors in the outcome Kirkpatrick, (2007). Donald K developed a model used in evaluation of training. The model of evaluation has been in use for many decades by the training community. The model places premium in measuring the kind of outcomes that surfaces after completion of a rigorous training. The four kind of evaluation includes...
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...Abstract The intended purpose of week five’s assignment is for me to evaluate our chosen virtual organization. The virtual organization that was appointed to learning team A was Kudler’s Fine Foods. Within, this paper I will evaluate the selected virtual organization website, and discuss the intended audience for this site as well. I will then go over the design criteria that I created in week two and provide a description of why I selected and considered the ratings for each category to be of importance. Next, I will explain the results of the comparative review I performed on the three similar sites, and provide an appendix of the completed evaluation. A detailed analysis of the assigned virtual organization website will also be explored inside this paper along with a description of the changes I made in my prototype/mockup accompanied by a screenshot image. Lastly, an explanation of how I would use metadata or other promotional tools to promote the redesigned website, followed by a closing explanation of how the website changes will help the virtual organization to become more successful in the future. In today’s society an online presence is the most effective way to reach the masses. Therefore, the way a website is designed is crucial to the success of the company. Websites want to provide a great first impression when prospects want to get to know more about the business, its mission, or the company’s vision. A website must capture ones attention, and be visually appealing...
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...Re-organization and Layoff: Decision Making Evaluation Paper Learning Team D PHL/320 07/20/15 Scott Phillips Decision Making: In our Decision Making Evaluation, we as a group most commonly agreed that the biggest factor to easing the “Layoff” would be to have a trained individual handle the situation. This would solve issues for all classes of individuals that are being relieved of their duties in a business setting while keeping the professionalism present in the process. Through other research there were other options available to remove the “Layoff” issues and it was best shown in Daniel Panger’s, “Alternatives to Employee Layoff.” Panger explains how the amount of money and time put into training an employee gets wasted when the employee gets laid off and expresses other ways to approach situations that demand change. The idea of reducing workdays and weeks is brought up to save money and escape the Layoff (Panger, 1971). The issues seen with this technique is in the long run it would seem to simply prolong the issue and still lead to a layoff. That leads us to the decision of having a prepared and educated person handle the laying off process. Implementing the Decision: For a businesses to use this solution there is many things that must take place and the most important would be to establish a formula and fundamentals that will be present in the process. There are fundamentals from others studies that have already been used and a...
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...Re-organization and Layoff: Decision Making Evaluation Paper PHL/320-Critical Thinking and Decision Making July 20, 2015 Re-organization and Layoff: Decision Making Evaluation Paper The term “working poor” aptly describes most employees in the middle income tax bracket. Middle class Americans typically live paycheck to paycheck. These workers face difficulty saving money as incomes barely cover living expenses. The financial struggles of middle class employees greatly intensifies when a facing a layoff. The laid off employees not only deal with the loss of income after a layoff; they also encounter barriers in finding a new job. During the past three economic recessions, millions of American jobs disappeared as companies decided to save money of labor costs by outsourcing “middle-skill” jobs (Tankersley, 2014). Middle class jobs are increasingly hard to find. Learning Team A discussed the financial strain sustained by these displaced workers. The team decided a company’s best course of action to assist these employees consists of offering a severance package to discharged workers. The Severance Package There are many considerations that a company must make when determining to lay off employees. One such consideration is how the decision will impact the company’s reputation with current and displaced employees. Employees will experience a multitude of emotions including anger, fear, and resentment. However, there are ways to reduce...
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...Re-organization and Layoff: Decision Making Evaluation In an article that has been discussed over the past five weeks entitled Mismanaged Layoffs Gone Horribly Wrong by Brenda Buow (2013) states “A company’s handling of layoff’s can have consequences long after the former staffers have left.” No organization sets out to lay off employees, but sometimes that is what must be done in order to keep the organization afloat. There are not many solutions to not conducting a layoff, but over the past five weeks it has been discussed that organizations can do a reduced work week or an internal job fair. The most effective solution is reducing the amount of hours an employee works. This benefits the organization by saving money on payroll and can even help the middle-income customer. Solutions A reduced work week allows extra time for the employees rather than being laid off and losing employment all together. For the middle-income customer, the solution of a reduced work week allows parents to have time to care for their children. For example, “Laflamme, a mother of three, has been working only four days a week for the last few years. Having an extra day to herself allows her to run errands and chores around the house so that she can enjoy the weekend with her children” (Shingler, 2013, para. 7). A company facing layoffs can make the decision to cut back the hours of employees after performing an analysis of the company budget, and being able to positively say that cutting back...
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...Gung Ho Training in Organization Need Assessment, Development, and Evaluation Peer Shmelzer-Moratin MGMT 3441 HPU Term 2 2012 Gung Ho is a 1986 Ron Howard comedy film, released by Paramount Pictures, and starring Michael Keaton and Gedde Watanabe. The film's story portrayed the takeover of an American car plant by a Japanese corporation. While it might seem like just another fun movie to watch on a Friday night, it is actually a great movie with great lesson to teach to those who underestimate the power of training. Training is defined as the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (Goldstein 1). The above movie is great example of how training can lead to much better results and performance. Irwin Goldstein, a leader in the training field, teams up with Kevin Ford and wrote "Training in Organization” to provide readers with a framework for examining and establishing viable training programs in education, business, and government. Capturing the excitement of training research and systems issues, the author discusses training as it occurs in real organizations. In their book they present different types of training programs and their effectiveness, ways in which training needs to be assessed and evaluated. With today’s technology the concern for utilizing training systems and developing new ones increase. Trainers are struggling with how to work with teams. The movie Gung Ho presents...
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...TERM PAPER ON EVALUATION OF MARKETING AND LOGISTICS INTERFACE AND ITS ADVANTAGES IN AN ORGANIZATION Submitted By Manikanta ABSTRACT This study ON EVALUATION OF MARKETING AND LOGISTICS INTERFACE AND ITS ADVANTAGES IN AN ORGANIZATION. This research paper is basically to evaluate the marketing and logistics cooperation and to know its importance in any organization .The primary purpose of the paper is to find the advantages of an organization to have Marketing and logistics interface. This research required us to conduct the consumer research. To find out perspectives of the people about the importance of marketing and logistics interface in an organization. CONTENTS INTRODUCTION 5 REVIEW OF LITERATURE 5 OBJECTIVES 6 RESEARCH METHODOLOGY 7 ANALYSIS AND INTERPRETATION 8 SUGGESTIONS 19 INTRODUCTION Organizations began to view their business as a collection of processes, rather than as a collection of processes, rather than as a collection of functions and departments. As processes cut across functional boundaries, greater attention needs to be devoted to interface activities. In order to build a cohesive organization, it is important that points of commonalities between functions are identified and emphasized. The purpose of this research is to analyze how the link between marketing and logistics can be co-ordinate in order to use this link as a sustainable competitive advantage. The level of cooperation between marketing...
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...Understanding human behavior is critical to organizations – discuss the benefits of self evaluation/self assessment as it relates to leaders today. Understanding human behavior is critical to managers at all levels inside any organization. Individual managers within the organization can especially benefit from conducting self-evaluations. It is essential for managers to be self -ware and understand how their own behavior and personality can give them a better perspective while working with others. Being self-aware allows one to recognize and improve their strengths and weaknesses in order to maximize their leadership potential. In Organizational Behavior, Robins & Judge (13th Edition) tell us that organizational behavior is the knowledge gained about individuals, groups and the effect of structure on behavior in order to make organizations work more effectively. A major goal for any organization should be to work more effectively and to continuously make improvements, this is summarized by the Japanese Philosophy of Kaizen. For an organization to strive to continuously improve the leadership and management must adapt and learn. There are many ways in which a manager can strive to improve and one of those is through self-evaluation. What is a self-assessment or evaluation? Daniel Goleman (2000. Page 80) tells us that an accurate self-assessment is a “realistic evaluation of your strengths and limitations”...
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...ECONOMICS OF ORGANIZATION Lecture 15 – Subjective Performance Evaluation Friday, January 30, 2015 ECONOMICS OF ORGANIZATION Lecture 15 – Subjective Performance Evaluation Friday, January 30, 2015 ECONOMICS OF ORGANIZATION Lecture 15 – Subjective Performance Evaluation Friday, January 30, 2015 • Objective Performance Standards • Level of Disclosure • Brand Reputation • Warranties Besanko (6th ed.), p. 341 ECONOMICS OF ORGANIZATION Lecture 15 – Subjective Performance Evaluation Friday, January 30, 2015 • There are relevant information costs to collecting information that would make objective measurement less optimal than subjective measurements Milgrom and Roberts, pp. 147 - 149 ECONOMICS OF ORGANIZATION Lecture 15 – Subjective Performance Evaluation Friday, January 30, 2015 • Objectives of Compensation • Recruitment of productive employees • Satisfies the employee participation constraint – helping employees deal with earnings uncertainties • Signal – what the organization values • Signal – what behaviour and attitudes the organization discourages • Reward accomplishments and sucesses Milgrom and Roberts - p. 390 Milgrom and Roberts, pp. 403 - 408 ECONOMICS OF ORGANIZATION Lecture 15 – Subjective Performance Evaluation Friday, January 30, 2015 • What Affects Both a and b: • • • • • • Raises Merit Increases Pension contributions Employee discounts Employee Stock Ownership [not stock options] Fringe Benefits Prendergast - p. 7 Milgrom and Roberts...
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...Articulation of Response (clarity, organization, mechanics) The candidate provides unsatisfactory articulation of response. The candidate provides weak articulation of response. The candidate provides limited articulation of response. The candidate provides adequate articulation of response. The candidate provides substantial articulation of response. A1. Description of the Organization The candidate does not provide a reasonable description of the organization and its objective(s). The candidate provides a reasonable description, with no detail, of the organization and its objective(s). The candidate provides a reasonable description, with limited detail, of the organization and its objective(s). The candidate provides a reasonable description, with adequate detail, of the organization and its objective(s). The candidate provides a reasonable description, with substantial detail, of the organization and its objective(s). A2. Leadership Practices The candidate does not provide a reasonable description of 3 leadership practices of the primary leader of the organization. The candidate provides a reasonable description of 1–2 leadership practices of the primary leader of the organization. The candidate provides a reasonable description, with limited detail, of 3 leadership practices of the primary leader of the organization. The candidate provides a reasonable description, with adequate detail, of 3 leadership practices of the primary leader of the organization. The candidate provides...
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...(clarity, organization, mechanics) | The candidate provides unsatisfactory articulation of response. | The candidate provides weak articulation of response. | The candidate provides limited articulation of response. | The candidate provides adequate articulation of response. | The candidate provides substantial articulation of response. | | A1. Description of the Organization | The candidate does not provide a reasonable description of the organization and its objective(s). | The candidate provides a reasonable description, with no detail, of the organization and its objective(s). | The candidate provides a reasonable description, with limited detail, of the organization and its objective(s). | The candidate provides a reasonable description, with adequate detail, of the organization and its objective(s). | The candidate provides a reasonable description, with substantial detail, of the organization and its objective(s). | | A2. Leadership Practices | The candidate does not provide a reasonable description of 3 leadership practices of the primary leader of the organization. | The candidate provides a reasonable description of 1–2 leadership practices of the primary leader of the organization. | The candidate provides a reasonable description, with limited detail, of 3 leadership practices of the primary leader of the organization. | The candidate provides a reasonable description, with adequate detail, of 3 leadership practices of the primary leader of the organization. | The...
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...Unit 3 Assignment: Training Evaluation Marchel Jackson GM542-02N Training and Development 7/09/2014 Professor Prof. Kevin Nash INTRODUCTION In today’s society, the majority of successful organizations utilize some sort of training for new hires. Human resources and all administrative team members ensure new hires have all tools necessary to get the job done along with ensuring they know exactly how to complete the tasks being asked. Most training programs consists of one trainer teaching new hires how to successfully complete their duties and responsibilities. Although training programs are mandatory and necessary, it is also important to ensure the training being given is well beneficial, covers all bases for the duties being asked of the corporation, and entails relevant information tied to the job while excluded all unnecessary information for the new hires. Training programs are at an all time high in this day and age due to the constant changes of technology and increase in logical ways to make all aspects of organizations much more straight lined. Organizations make it known to new hires the importance of being actively engaged in the information being given so they will know exactly what to do once they are released to perform their duties and responsibilities. Training programs are a very important piece that organizations consider when hiring new employees, however, most organizations do not consider giving evaluations to their new hires at the end of the program...
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...St Joe’s Hospital Organizational Change-Part III St Joe’s Hospital Organizational Change-Part III Part three of St Joe’s Hospital comprehensive plan is focusing on strategies for evaluating the organizational change; this will include a description of the effectiveness of the organizational change after implementation, measurements of the outcome of the organizational change, and measuring quality, cost and satisfaction of the organizational change. The Chief Executive Officer (CEO) is developing an evaluation team for the task of evaluating the change after implementation. The implementation of the organizational change of placing a Pyxis Medstation System in the nursing departments and emergency room is complete. The daily monitoring of the nursing staff is successful, and there has not been any resistance from the nursing staff on the new way to give medication. To review the organizational change plan part one and two. The organizational change was to place a Pyxis Medstation System in the nursing departments and the emergency room. The leaders did a review of the needs, barriers, and things influencing the change. Some of the needs and things influencing the hospital to make the change were, decreasing pharmacies times with medication deliveries...
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...MGT 330 –Control Mechanism Paper Control Mechanisms Control mechanisms have many purposes in business management. The control mechanism of employee incentives directly influences the management function of leading (Ganly, 2010). Control mechanisms serve many important purposes; they allow an organization to protect their values they have created as well as the profit of the organization from reduction by competitors, partners, or customers. Control mechanisms add for better predictability, this in turn helps form better business models for an organization. This paper evaluates six different control mechanisms among six different organizations. The control mechanisms are: job descriptions, program evaluations, pay scale, communication, performance evaluations, and disciplinary procedures. Job Descriptions Consolidated Care depends on detailed job descriptions for their employees to be an effective organization. Job descriptions are effective because they establish lines of authority and areas of responsibility. Consolidated Care uses job descriptions not only as an outline of expectations of the employee but also a tool to provide an evaluation criterion and provide motivation. Consolidated Care employees respond both positive and negative to their job descriptions. Job descriptions also provide employees with the guidance of who to go to when a problem arises or questions occur. Though, there are some employees who react negative to job description. These employees believe...
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...and Evaluation Santa Rosa Philharmonic Youth Symphony (SRPYS) is an organization that supports young individuals to expand and advance the skills as musicians. Many schools across the nation have to cut funding for music programs from their curriculum. Many parents, students, and community members are concerned that cutting music programs from the curriculum will discourage students from expanding or discovering their talent. SRPYS has developed plans to educate and advance the skills of young musicians. SRPYS has planning and evaluations techniques in place but are always open to need ideas for the students because musical tastes change with each new school year. Program planning and evaluation are related in many ways but are two different processes. Program planning is a process through activities or interventions which address and facilitate changes in a specific problem or problems (Terao & Yuen, 2003). Through planning new programs can come into existence. This helps organizations meet the needs of clients. Program planning helps change old programs my adding new aspects to meet the needs of clients. Program evaluation gives information on the organization, how well it is performing; see if the organization is meeting the needs of clients, the community, and the mission statement. Ongoing evaluations help allow the organization to make changes when needed. As a program is being developed assessments and evaluations are needed to be put into place. If evaluation tools...
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