As Zahra’s mentor from the Human Capital class, I was able to have a review session with Zahra after the Dinner. This session is essential for Zahra to improve her performance in the future because we all need, want, and deserve feedback regarding how we are doing in the workplace. To dig into the causes of the results for the performance evaluation, the review session should try to diminish the actor/observer bias, the tendency with which supervisors tend to blame the worker when they observe poor performance and workers tend to blame external factors. In order to do so, we started off with reviewing the entire event together, and she self-evaluated her performance during the event. Then we shared our feelings about the event, and the excellent
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The preparation before the Dinner was a dynamic teamwork with all of the students from the CFaSST class and the human capital class. The tasks were not previously clarified, and no one assigned the tasks to individual worker or teams. Luckily with a highly motivated workforce, all the workers tried their best to look for tasks to do and got through all the preparation on time. During the dinner, the courses were prepared and served on time, and the server team presented synchronized service with minor flaws in Zubeta’s team. The cleanup after the Dinner was efficient, and most of CFaSST students were able to go home around …show more content…
As discussed in performance appraisal section, a performance evaluation rating sheet was used to assess Zahra’s performance at the Dinner, and the result indicates Zahra’s excellent application of training material to the event. This thus would prove the effectiveness of the training program, which is consistent as the results from the level one analysis of the trainee’s reaction.
3.4. Financial Results
This level of evaluation refers to monetary outcome of the training. Because companies have made large dollar investments in training, they expect the outcomes or benefits related to training to be measurable. The monetary benefits is measured through return on investment (ROI), which is calculated as:
ROI = (Total Benefit – Total Cost) / Total Cost
The preparation before the Dinner was a dynamic teamwork with all of the students from the CFaSST class and the human capital class. The tasks were not previously clarified, and no one assigned the tasks to individual worker or teams. Luckily with a highly motivated workforce, all the workers tried their best to look for tasks to do and got through all the preparation on time. During the dinner, the courses were prepared and served on time, and the server team presented synchronized service with minor flaws in Zubeta’s team. The cleanup after the Dinner was efficient, and most of CFaSST students were able to go home around …show more content…
As discussed in performance appraisal section, a performance evaluation rating sheet was used to assess Zahra’s performance at the Dinner, and the result indicates Zahra’s excellent application of training material to the event. This thus would prove the effectiveness of the training program, which is consistent as the results from the level one analysis of the trainee’s reaction.
3.4. Financial Results
This level of evaluation refers to monetary outcome of the training. Because companies have made large dollar investments in training, they expect the outcomes or benefits related to training to be measurable. The monetary benefits is measured through return on investment (ROI), which is calculated as:
ROI = (Total Benefit – Total Cost) / Total Cost