Application
In my critiquing of HRCU 646 specifically, using Kirkpatrick’s Evaluation Framework, the four criteria of reaction, learning, behavior, and results will be used to evaluate the effectiveness of this training program. With this in mind, my evaluation will begin with the first level of Kirkpatrick’s model; reaction.
Reaction
The first level of reaction measures perceptions in regards to the effectiveness of a specific training program, and my perceived effectiveness. “Kirkpatrick suggested that it was important to obtain positive reactions if the course was going to be effective; the students would be motivated to learn” (Chang & Chen, 2014, p. 221). In my critiquing of this first level of Kirkpatrick’s Evaluation Framework, I …show more content…
I feel we just scratched the surface in our learning potential for this topic. Despite this, I feel this course met my needs in a way which gives me the foundation and resources I need to make lasting change in the HRD area, and met the desired return of expectation …show more content…
More importantly, is the contact with a new hire prior to their first day of work. An informative welcome aboard package; phone calls, prior planning, assignment of a mentor, and engagement by that mentor, can really make a difference in making them feel welcome, and ensure their future success. The stresses involved with starting a new job are immense. “To be successful in a new position, the new employee must establish relationships and learn new behaviors, facts, procedures, expectations, and values” (Werner & DeSimone, 2012, p. 256). A solid onboarding program which gives a new employee the information they need to be successful, as well as acclimating them to the culture of the organization. This process is important to me because it shows the organization cares about the employee; sets them up for success, acclimates them to the culture, makes them feel welcome, and helps increase
In my critiquing of HRCU 646 specifically, using Kirkpatrick’s Evaluation Framework, the four criteria of reaction, learning, behavior, and results will be used to evaluate the effectiveness of this training program. With this in mind, my evaluation will begin with the first level of Kirkpatrick’s model; reaction.
Reaction
The first level of reaction measures perceptions in regards to the effectiveness of a specific training program, and my perceived effectiveness. “Kirkpatrick suggested that it was important to obtain positive reactions if the course was going to be effective; the students would be motivated to learn” (Chang & Chen, 2014, p. 221). In my critiquing of this first level of Kirkpatrick’s Evaluation Framework, I …show more content…
I feel we just scratched the surface in our learning potential for this topic. Despite this, I feel this course met my needs in a way which gives me the foundation and resources I need to make lasting change in the HRD area, and met the desired return of expectation …show more content…
More importantly, is the contact with a new hire prior to their first day of work. An informative welcome aboard package; phone calls, prior planning, assignment of a mentor, and engagement by that mentor, can really make a difference in making them feel welcome, and ensure their future success. The stresses involved with starting a new job are immense. “To be successful in a new position, the new employee must establish relationships and learn new behaviors, facts, procedures, expectations, and values” (Werner & DeSimone, 2012, p. 256). A solid onboarding program which gives a new employee the information they need to be successful, as well as acclimating them to the culture of the organization. This process is important to me because it shows the organization cares about the employee; sets them up for success, acclimates them to the culture, makes them feel welcome, and helps increase