Question 1 (30.

00 Point)
List and explain 5 possible problems that can be faced by a company without a proper
Human Resource Management. Justify your points with appropriate examples.

The human resource management of a company is considered improper and poor when
there is a lack of order, motivation, ethics, and productivity within an organization. The
organizational goals, both long and short term are not met timely or at all, in a poorly or
improperly managed company.

Human resource departments are essential to any business. This department is responsible
for overseeing the administrative functions of an organization. As such, it has a large impact
on all levels of the corporation. Without effective human resource management, the business
could face serious legal, financial, and productivity issues. These issues, ultimately, could
lead to its failure.

There are five (5) possible problems that can be faced by a company without proper human
resource management.

i. High turnover rates

Human resource management failure directly affects employees. Without proper human
resource management, employee dissatisfaction could go unnoticed. No employee likes to
stay in a place where there is no structure and has regular conflict. A poorly managed
workplace does not provide an employee the ideal work environment to grow and progress
in their career. This, improper human resource management will lead skilled and potent
employees to leave the company. As a result, employees will be more likely to seek
employment elsewhere.

Example - In this case, an effective exit interview with a qualified HR professional is

essential in addressing their motivation for quitting. If this meeting doesn’t occur, there is no
one to pass on the valuable information and serious company issues could go unresolved.
This will presumably lead to high turnover rates.

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 ii. In-efficient hiring process

Efficient recruitment is an important aspect of any business, especially if it is fast-growing.

Typically, a Human Resource (HR) professional handles the company’s hiring needs and
interviews candidates that will satisfy them. Without proper human resource management,
companies could mishandle this crucial process. This may lead to unqualified staff, over- or
under-staffing, or hiring employees with an overlooked dangerous criminal history.

Example of inefficient hiring process are lack of planning, lack of clarify, lack of
communication, hire collaboratively and using the manual process and wrong system.

iii. A demotivated and less productive workforce

Having a very poor work environment, constant conflict and stress, chaotic workplace, and
lack of ethical code will never motivate employees to work their best. Poor management and
negligence from HR also give the employees a free pass for not being as sincere in their
work. Thus, productivity and motivation will decrease.

Example – Improper human resource management will likely spread to impact all levels of
the company. Such negative impacts may include employee conflict, lack of recognition,
inadequate training, and poor team building among other issues. Due to the lack of an
effective HR management strategy, employees may feel that such negative situations will
not improve. As such, this will likely damage workplace morale.

iv. Decline in company growth rate

Poor employee performance and a disengaged workforce will never be able to achieve the
company goals. Due to the internal conflict, poor management, inefficiency, and
disengagement, the goals set by the senior management team in the organization will never
be fulfilled in time. Some may even never get fulfilled and to make things worse.

Example – If the employee turnover rate in the company increases making it even harder for
a company to survive.

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 v. Legal issues

Human resource is often largely responsible for ensuring that a company complies with
employment and labour regulations. In addition, they also craft policies that prevent
employees from unfair treatment. To avoid employees from feeling like they were victims of
wrongful termination, harassment, or discrimination, it is important to have a policy that
prevents such issues. If companies don’t clearly write, distribute, and update their policies
properly, they could face a serious legal problem in the case of an incident.

Example - In a workplace with improper human resource management, under skilled staff,
irresponsibility, and negligence, no ethical or company code, and conflict among employees;
the company is bound to face legal issues. The issues could be related to the product,
employee behaviour, or the condition of the workplace.

Since human resource management within the company determine the smooth running and
success of a company, proper management is extremely important. If the HR aspect of a
company is overlooked, the company will face multiple issues which can seriously damage
the company. Low revenue, high employee turnover rate, conflicts, and legal issues may
arise. Therefore, having a good and proper human resource management is important.

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Question 2 (30.00 Point)
List and explain the 5 types of training and development conducted at your workplace
and explain five ways of evaluating the training conducted in your company.

Workplace training is the process of developing knowledge, skills and efficiency in the
employee job. Employers conduct different types of training depending on their
requirements, the urgency of their needs and the availability of resources.

There are five (5) types of training and development conducted at the workplace.

i. Orientation Training

Orientation training is vital in ensuring the success of new employees. Whether the training
is conducted through an employee handbook, a lecture, or a one-on-one meeting with a
supervisor, newcomers should receive information on the company's history and strategic
position, the key people in authority at the company, the structure of their department and
how it contributes to the mission of the company, and the company's employment policies,
rules, and regulations.

ii. Team Training

The purpose of team training is to enable the members of a team to build stronger
relationships with one another and work together cohesively. It empowers the member to
improve their decision-making, problem-solving and team-development processes to
achieve better results for the organization.

Team training typically occurs following the restructuring of a company, merger or

acquisition. In these situations, many employees will be working together for the first time,
making team training an essential process.

Some of the topics that employers discuss in team training include:

 Improving communication
 Creating a positive work environment
 Improving team collaboration
 Increasing team productivity
 Establishing good relationships with teammates

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  Identifying and leveraging the strengths of team members
 Keeping teammates motivated

iii. Safety Training

Safety training protects employee from work-related injuries, and it is especially important for
companies that use toxic chemicals or other hazardous materials. This type of training also
includes fire drills, evacuation plans and workplace violence procedures.

Examples of topics discussed in a safety training program include:

 Protective gear
 Safety best practices
 First aid

iv. Quality Training

Quality training commonly occurs in production-focused companies. This method trains the
employee to ensure that all products meet certain quality standards, which may be imposed
by the company, industry or third parties. In some cases, employees who complete a quality
training program will receive certification.

Quality training covers topics such as:

 Compliance with quality standards

 Quality control processes
 Product observation techniques
 Prevention and elimination of poor-quality products
 Evaluation and improvement of a production system

v. Soft Skills Training

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An employer will want the employee or the workers to behave professionally and function
well as part of a team. Soft skills refer to personality traits that enable employee to
communicate and work cooperatively with co-workers and customers. These skills are useful
for both new and old employees, and they play a vital role in building a respectful,
collaborative and efficient culture within a company.

Examples of topics covered in soft skills training programs include:

 Communication
 Problem-solving
 Teamwork
 Presentation
 Leadership
 Time management
 Conflict resolution
 Work ethics

Training evaluation is a process of obtaining feedback regarding the effectiveness of a

training program. This is also known as the training effectiveness assessment method.
Things to be measured through training evaluation are quality of the training program,

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competency of the trainer, job performance, skills and attitude of employees, ROI of the
training, etc.

Training evaluation helps to find out whether the training program is accomplishing overall
training objectives or not. Training evaluation is not an easy method when you want to know
the exact result. Organizations cannot expect the right Return on Investment (ROI) from the
training program if they failed to calculate or evaluate the training program accurately.

There are different proven methods for training evaluation that can be used to measure
training effectiveness. There are five (5) ways of training evaluation method.

i. Kirkpatrick’s Four-level Training Evaluation Model

ii. The Phillips ROI Model
iii. Anderson’s Model of Learning Evaluation
iv. Kaufman’s Five Levels of Evaluation
v. The CIRO Model

i. Kirkpatrick’s Four-level Training Evaluation Model

Professor Donald Kirkpatrick developed this Kirkpatrick training evaluation model during the
1950s. The 4-level approach of this most successful training evaluation model helps
organizations to measure the effectiveness of a training program. Four (4) levels of
Kirkpatrick methods for training evaluation are as below:

Level 1: Reaction - At this level, the trainee’s reaction regarding the overall training program
is measured through a training evaluation form or training evaluation questionnaire. This
survey is conducted after the training program. Employees learning experience on the
training can be identified in this stage.

Level 2: Learning - At this level, it is tried to find out what participants have learned from the
training program. The depth of learning can be identified through a simple quiz test. What
knowledge and skills participants have gained from the training session can be identified
from this level.

Level 3: Behaviour -This level tries to measure or identify the behavioural changes of the
participants after receiving the training. This training evaluation is conducted after the

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training program through workplace behaviour observation and comparison with the pre-
training behaviour of the trainees.

Level 4: Results - This is the final level of this training evaluation module to measure and
evaluate the result of training with ultimate training goals. This is actually a post-training
method of training evaluation that measures some tangible things like productivity, quality of
work, employee morale, efficiency, customer satisfaction, etc.

ii. The Phillips ROI Model

The Phillips ROI model is one of the methods for training evaluation that evaluates the return
on investment (ROI) of a training program. This model is basically similar to the scope and
sequence of Kirkpatrick’s Model (Level-1 to Level-4), having an additional level (Level-5). To
complete training evaluation through this model must have to know the training cost and
result of the training. So, need to know the process of ROI calculation which is under Level-5
of this method for training evaluation.

Level 5 - Return on Investment (ROI)

Below is the step-by-step procedure to calculate the ROI of a training program as per this
method.

a. Pre-training data collection: Pre-training is considered here as baseline data for

comparing metrics before and after the training.
b. Post-training data collection: Post-training data is collected from different sources
such as performance charts, immediate supervisors, team or peer groups, etc.
c. Segregation of training effects: Identify all key factors that have been increased due
to the training program and contributing to performance improvement.
d. Convert data to monetary value: Now take action to convert data into monetary
values for completing a comparison of it with overall training costs.
e. Calculate of Return: The below formula is used to calculate the return on investment
(ROI).

ROI (%) = (Net Training Benefits/Total Training Cost) * 100

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ROI will be positive if net training benefits exceed the total training cost. On the other hand,
negative ROI comes when the total training cost is higher than net training benefits.

iii. Anderson’s Model of Learning Evaluation

This is one of the favourite methods for training evaluation. The Anderson model of learning
and evaluation helps to keep a priority on business strategy. The three stages of Anderson’s
Model are as below.

Stage 1
- Evaluation of current training program against the strategic priorities of the
business.

Stage 2
- Measuring the contribution of a training program in strategic business results.

Stage 3
- Find out the most relevant approaches of the company in order to decide
whether the ROI is worthwhile. If ROI is found dissatisfactory then have to
change the training approach.

iv. Kaufman’s Five Levels of Evaluation

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Kaufman’s model is one of the methods for training evaluation. The steps of this training
evaluation method are as below:

Step 1a: Measuring the resources invested in a training program, i.e. time, costs in
developing materials, etc.

Step 1b: Evaluation of learners’ reaction towards learning method that is similar to the first
step of Kirkpatrick’s model.

Step 2: Focus on if the individual or a small learning group has acquired knowledge and
applied it to their work area.

Step 3: Measure the performance improvement due to the application of learning of the
training in the workplace which is similar to Kirkpatrick’s third step.

Step 4: Measure greater (or macro) benefits for the business, like increased profitability or
reduced costs.

Step 5: Evaluate the effectiveness of the training program in relation to societal benefits.

v. The CIRO Model

The CIRO Model is one of the methods for training evaluation that evaluate the effectiveness
of management training courses. The CIRO Model was developed in 1970 by Peter Warr,
Michael Bird, and Neil Rackham, authors of the book “Evaluation of management training”.
Management training needs and results can be effectively evaluated through The CIRO
Models. CIRO’ is an acronym that stands for the below:

 Context
 Input
 Reaction
 Output

There are four (4) stages of the CIRO Model mentioned as below.

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Stage 1: Context Evaluation

This stage of the CIRO Model assesses the operational situation of the organization to
identify and evaluate the training needs and objectives. In stage-1, training needs analysis is
conducted, and identified needs are set in these 3 levels:

 The ultimate objective - The goal of the ultimate objective is to eliminate

organizational deficiencies like poor performance, low sales, low profit, low
productivity, etc.
 Intermediate objectives - These objectives require major changes in employee’s work
behaviour for achieving the ultimate objective.
 Immediate objectives - These objectives are involved in acquiring new skills and
knowledge.

Stage 2: Input Evaluation

This is one of the stages of methods for training evaluation where information is gathered by
analysing available resources for determining the best training method to achieve training
goals or objectives.

Stage 3: Reaction Evaluation

Feedback is taken from training participants through training evaluation forms to know and
evaluate the reactions against learning. This evaluation helps to improve training quality in
the next step.

Stage 4: Outcome Evaluation

Training outcomes are evaluated to overcome any training gap. The training outcome is
measured on the following 4 levels:

 The learner level

 The workplace level
 The team or department level
 The business level

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Above are the training evaluations methods are used worldwide to identify the training
effectiveness that enables organizations to further improvement of the training programs.
Though every training evaluation method has unique advantages and disadvantages, all of
them are not cost-effective. So, choosing effective methods for training evaluation depend
on many factors.

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