Evaluating Training Efforts and Legal Issues

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The Co - Operative University Of Kenya *

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106

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Management

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Nov 24, 2024

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docx

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Uploaded by marcusnganga1

1 Unit VIII Journal Student Name Institutional Affiliation Course Name Due Date

2 Evaluating Training Efforts and Legal Issues: When evaluating training initiatives, it is critical to verify that the techniques utilized are both effective and lawful. This is especially important in avoiding any legal concerns and making sure the organization's training procedures comply with applicable laws and regulations. In regard to Legal concerns and ADDIE method, several approved assessment techniques may be used. Validity of Content: This evaluation approach entails examining the training material to verify that it appropriately represents the job-related skills and knowledge (Noe, 2023). This contributes to achieving legal requirements by ensuring that the training is directly related to employment needs and does not discriminate against any protected groups. Criterion-Related Validity: This technique compares training results to particular performance criteria (Noe, 2023). This ensures that the training is successful in enhancing job- related abilities and habits while also addressing legal concerns about fairness in assessment and promotion. Job Analysis: A comprehensive job analysis assists in identifying the essential skills and abilities for a certain role (Noe, 2023). Organizations may verify that they are not biased against any protected population and that their training is legitimate by matching training material with job needs. Considerations for Equality: It is critical to ensure that training materials and techniques are inclusive and neutral. Training materials should be assessed to remove any potentially discriminatory features and to ensure that they are accessible and valuable to all workers, regardless of their background.

3 Documentation: Proper documentation of the training process, including requirements analysis, design choices, assessment outcomes, and technology, may demonstrate the organization's dedication to delivering fair and effective training (Noe, 2023). If legal issues emerge, this paperwork may be beneficial in resolving them. Large Global Organization vs. Small Organization : Due to variations in resources, size, and complexity, assessing training efforts might differ between large global organizations and small organizations: Large Global Organization: Assessment procedures in a large global organization may include more complex data analytics and technology-driven technologies. These firms often have more resources to spend in thorough training assessment, which includes analyzing data from different sources to determine the effectiveness of training. Small Organization: Due to limited resources, small firms may use simpler evaluation methodologies. They may place a greater emphasis on qualitative feedback, supervisor assessments, and direct observations. However, the legal and fairness considerations still apply, and it is critical to ensure that training techniques do not discriminate against any personnel. Results Driven Approach A results-driven approach to training evaluation measures the actual effect of training on individual and organizational performance. This approach is primarily concerned with concrete results and whether the training helps the company achieve its objectives. A results-driven strategy is crucial in both big and small enterprises to show the effectiveness of training efforts. The Value of Succession Planning: The process of identifying and nurturing possible future leaders within an organization is known as succession planning (University of Washington, 2023). It is strongly related to training

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4 and development since it seeks to prepare people for higher-level positions. Effective training programs add to the pool of eligible candidates for succession planning (University of Washington, 2023). Organizations create a seamless transfer of leadership and reduce any talent shortages that may occur due to retirements or departures by offering training that matches with future leadership demands. In general, evaluating training activities within legal constraints is critical for ensuring fairness, compliance, and efficacy. Depending on their resources and size, both huge global companies and small enterprises must employ appropriate strategies. A results-driven strategy is required to demonstrate the benefit of training, and the relationship between training and succession planning emphasizes the importance of training in producing future leaders and maintaining organizational performance. This method is consistent with the ideas mentioned in Chapter 11 of Raymond Noe's "Employee Training & Development," which emphasizes the future-oriented and strategic components of training and development.

5 References Noe. (2023). The Future of Training and Development . Vitalsource.com. https://online.vitalsource.com/reader/books/9781265925802/epubcfi/6/52 University of Washington. (2023). Succession planning | Professional & Organizational Development . Hr.uw.edu. https://hr.uw.edu/pod/organizational-excellence-and- development/organizations/succession-planning/#:~:text=Succession%20planning%20is %20the%20process

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