Question

The most widely used methods for evaluating training and development programs are likely to fall short in:

Group of answer choices

measuring the extent to which participants have learned the material in the program.

measuring participants’ satisfaction with the training program.

measuring the opinions of participants in the program.

measuring whether behavioral change has occurred.

Both:

measuring the opinions of participants in the program; and

measuring participants’ satisfaction with the training program

If you were director of training and development at a moderately successful, medium-sized company, which method for evaluating your training programs would have the strongest potential for persuading skeptical company executives that the programs are worthwhile?

Group of answer choices

simple tests of the amount that participants learned in the programs, as indicated by difference scores between pre- and post-tests

the reactions of participants measured after taking part in the programs, combined with self-reported behavioral change assessed about a month after the programs

the anonymous reactions of participants in the programs, as expressed in online surveys

the effect of the programs on bottom-line measures such as revenue or profit

the experience of other companies using the same or similar programs

Which type of pay is matched closely to the competition?

Group of answer choices

bonus pay

indirect pay  

variable pay

base pay   

commission pay

Answer 1

As the director of training and development at a moderately successful medium size company I will use" on- the- job method" for training of employees. In this method the employee learn the job which he is actually performing with the help of training. An employee work on a job and learn and develops expertise at the same time. Following are the steps involved in the on-the- job training method:

1. Understudy : in this process the employees train and his senior the train is attached with his or her senior. This process is called under study or assistant. For example in future an employee is going to be manager of that company, so he will spend few months as an assistant to the present manager so that he could learn how a manager works and what are their policies.
2. Job rotation : In this process employee shifted from one job to another job on a regular interval. So that he can be trained for each and every job.
3. Special projects : interest employees are asked work on a special project related with departmental objectives in this the trainer learn the knowledge of the assigned work and learn how to work with the team members.
4. Experience : it refers to learn by doing means the employee learn about the job by his or her experience.
5. Assignment committe : In this process the training become the member of committee. Who is assigned the problem, Which he discusses and make policies and recommendations.
6. Coaching : In this the training employee is coached by his superiors. Who have more experience than him. They train him through there experience.