Module - 3
Evaluating HRD Programs
FRAMEWORK MODEL OF EVALUATION
Learning Evaluation Methods
One of the major issues with developing and continuing learning models in an enterprise is the
cost of the program and the return on investment you get. When you measure a learning model
against business KPIs, it gives a clear picture of what's working and what’s not.
However, this evaluation is tricky as it has to be measurable and contain demonstrable data.
That’s why you need to use an approved learning evaluation method to get in-depth insights.
Evaluation models below.
1. Kirkpatrick Model of Evaluation
This is an old learning evaluation model developed by Dr. Donald Kirkpatrickinthe 1950s. It
is commonly used by many organizations, though it has a few limitations. The model divides
learning evaluation into four levels-
1. Reaction/ Satisfaction: What is the learner’s reaction to the program?Arethey
satisfied with it?
2. Learning: Measure the learning outcome to determine how much has been
retained by the learner.
3. Impact/ Behavior: The impact of the program is determined by measuring learners'
behavior to see if they are applying the newly learned skills at work.
4. Results: This deals with how the learning program and the learners behavior affect
the organization at the macro level.
You should measure all four levels to identify where the problem lies and how can
overcome it. Missing or ignoring even one level leads to incomplete and incorrect
analysis. This can affect your learning models and ROI. Furthermore, this is a continuous
process and not a one-time event.
Assessing The Impact of HRD Programs
HRD Application
Having an HR department alone is not enough for a company if it wants to work faster and
compete in the current industrial era. Therefore, the HRD application is present as a solution
where the main function of this system is to help HRD working general. The pile of tasks
carried out by HRD can be lightened quite a lot by using an application.
The purpose of software application is so that all this work can be completed faster, so that this
valuable time can be used to focus more on various other strategic things. A clear example of
the benefits of this software is the simplification of the process for collecting CVs, to checking
information about candidates.
In fact, if you ask what application can HRD, then this HR software can be said as if you get an
invisible HRD. Where HR Software Indonesia as an HRDapplicationcan also increase
productivity in financial management. Because with this software, all work can be shortened
and done faster.
Features in the HRD Application
When you want to choose an HRD application that is used to help various tasks within the
company, then you can't just choose. Because not all applications have the full features required
by the company. At least, the following importantfeatures are must-haves.
1. Online Leave
The existence of an online leave feature will allow HR to review, process, and decide
whether to approve or reject leave applications made by employees. Thanks to this feature, the
leave application process will be easier to do. So that it can provide certainty to employees, so
they can refocus on their work.
Interestingly, usually the leave feature is equipped with a leave calendar, the amount of
leave allowance for employees, to the leave policy that the employee has. So that the questions
from many companies have been answered regarding what applications can be HRD. Just
make sure that the application has full features, one of which is this online leave.
2. Claim or Reimbursement
In addition to taking care of employee leave, the HRD department also takes care of other
employee benefits such as claims or reimbursements. Good HARD application should
also have this feature, so that it can make it easier for employees to submit their
applications. In this case, the company can determine the applicable policies, terms of
use, balance, and the approval flow.
3. Payroll
Payroll system is also very important to note. Moreover, this is one of the main tasks of the HR
department. Where the calculation process will include attendance, leave, overtime, deductions
and incentives, to the preparation of salary slips. HRSoftware Indonesia with this feature will
certainly minimize human errors in calculating employee payroll.
4. HR Report
With all the data recorded in the application, the HRD application should also have a
reporting feature. Where this report can be prepared accurately and quickly. Eventhe
recorded data is also in real time in valid and actual conditions. Therefore, what applications
can HRD? HR Software Indonesia is the answer.
HR Software Indonesia will assist the company's HRD in improving employee performance
and productivity. One that you can choose is HRSoftwarefromSoltius Indonesia, SAP
Successfactor. Enjoy the various advantages and best features of this HRD application, by
contacting Soltius directly at the contact listed at [Link].
Concepts of Socialization
Socialization is the process through which people are taught to be proficient members of a
society. It describes the ways that people come to understand societal norms and expectations,
to accept society’s beliefs, and to be aware of societal values.
Human infants are born without any culture. They must be transformed by their parents,
teachers, and others into cultural and socially adept animals. Thegeneralprocess of acquiring
culture is referred to as socialization. Socializationis known as the process of inducting the
individual into the social world. Thetermsocialization refers to the process of interaction
through which the growing individual learns the habits, attitudes, values and beliefs of the
social groups into which he has been born.
Socialization is the process by which human infants begin to acquire the skills necessary to
perform as a functioning member of their society, and is the most influential learning process
one can experience. Unlike many other living species, whose behavior is biologically set,
humans need social experiences to learn their culture and to survive. . Many scientists say
socialization essentially represents the whole process of learning throughout the life course and
is a central influence on the behavior, beliefs, and actions of adults as well as of children.
Characteristics/ Features of Socialization
Socialization takes place formally and informally:
Formal socialization takes through direct instruction and education in schools and colleges.
Family is, however, the primary and the most influential source of education. Children learn
their language, customs, norms and values in the family.
Socialization is a continuous and gradual, rather than a salutatory process:Socialization
is a life-long process. It does not cease when a child becomes an adult. In nature we find that
every species or organism follows a pattern of socialization. The same is the case with human
beings. Socializationoccursinorderly manner and follows a certain sequence which, in general,
is the same for most children. The rate and speed of development may vary in individual cases.
Socialization is a product of interaction of the organism and its environment. . But it is not
possible to indicate exactly in what proportion heredity and environment contribute to an
Individual Socialization. The two work hand in hand from the very conceptions. The
environment bears upon the new organism from the beginning. Among the environmental
factors like nutrition, climate, the conditions in the home, the type of social organisation in
which individuals move and live, the roles they have to play and others.
Socialization is a continuous process -
Socialization does not stop at any time. It continues from the moment of conception until the
individual reaches maturity. It takes place at a slower a rapid rate but at a regular pace rather
than by leaps and bounds. There may be a break in the continuity of growth due to illness,
starvation or malnutrition or other environmental factors or some abnormal conditions in
child's life.
Socialization is rapid if there is more humanity among the-agencies of
socialization:
Socialization takes place rapidly if the agencies’ of socialization are more unanimous in
their ideas and skills. When there is conflict between the ideas, examples and skills
transmitted in home and those transmitted by school or peer, socialization of the
individuals tend to be slower and ineffective.
Socialization proceeds from general to specific responses
It is observed that general activity always precedes specific activity. The Early Responses of
the baby are very general in nature which is gradually replaced with specific ones. The earliest
emotional responses of the newborn are generally diffused excitement and this slowly gives
way to specific emotional patterns of anger, joy, fear, etc. Babies wave their arms in general,
random movements before they are capable of such specific responses as reaching for an
object held before them.
Socialization involves change-
The human being is never static. From the moment of conception to the time of death, the
person is undergoing changes. Nature shapes most clearly Socialization Through genetic
programming that may determine whole sequences later. It Refers to a Socialization progressive
series of orderly coherent changes.
Socialization is often predictable-
Psychologists have observed that each phase has certain Socializationcommontraits and
characteristics. We have seen that the rate of for eachchildSocialization is fairly constant. The
consequence is that it is possible for us to predict at an early age the range within which the
child is likely to fall.
Socialization is unique-
Each child is a unique individual. No two children can be expected to behave or develop in
an identical manner although they are of the same age. For example, in the same class, a
child who comes from a deprived environment cannot be expected to do as well in studies as
a child of the same ability whose parents put high value on education and encourage the child
to study.
Socialization is an individualized process:
These individual differences arise because each child is controlled by a unique combination of
hereditary endowment and environmental factors. All children therefore do not reach the same
point at the same Socialization age.
Realistic Job Review Model
According to John Wanous, the goal of an RJR is to increase new comers satisfaction and
commitment and the likelihood that they will remain with the organization. A model of the
RJR process suggests four interrelated mechani[Link] self-selection, coping, and
personal commitment. ∙ Vaccination Against Unrealistically
● High Expectations
● Self-Selection
● Coping Effect
● Personal Commitment
Vaccination Against Unrealistically High Expectations providing accurate information to
outsiders is similar to vaccinating people against a disease. New recruits are given information
that permits them to adjust their expectations to the reality of the job. For example, a realistic
portrayal of typical overtime or weekend work may assist applicants in understanding all that
will be required of them in a given job.
Self-Selection
realistic expectations enable new recruits to decide whether the job and the organization
match their individual needs. If they are incompatible, the recruit will probably not accept
the position, thus saving the organization from hiring someone who would likely be
dissatisfied and quit.
The model suggests that self-selecting individuals are more likely to be satisfied employees.
Self-selection obviously assumes that the organization has enough other applicants that it can
afford to let applicants select themselves out of the hiring process.
Coping Effect
realistic expectations help newcomers develop a clear idea of their roles, which in turn enables
them to develop coping strategies for performing their jobs effectively.
Personal Commitment
a new recruit who makes a decision to join an organization based on a realistic perspective will
develop a stronger personal commitment to that choice. Thismaylead to job satisfaction and a
long-term commitment to remain with the organization. Although the RJR occurs during the
recruitment process, it can also be considered as an HRD intervention in that it shares many of
the same goals and techniques as other HRD approaches.
As we described earlier, the socialization process really begins before an employee formally
joins the organization, and the RJR addresses its initial step(i.e., anticipatory socialization) by
attempting to adjust unrealistic impressions and reinforce accurate expectations.
Career Development
Career development is the series of activities in an on-going/lifelong process of developing
one’s career which includes defining new goals regularly and acquiring skills to achieve them.
Career development usually refers to managing one’s career in an intra-organizational or
inter-organizational scenario. It involves training on new skills, moving to higher job
responsibilities, making a career change within the same organization, moving to a different
organization or starting one's own business.
Career development is directly linked to the goals and objectives set by an individual. It
starts with self-actualization and self-assessment of one’s interests and capabilities. The
interests are then matched with the available options.
The individual needs to train himself to acquire the skills needed for the optionor career path
chosen by him. Finally, after acquiring the desired competency, he has to perform to achieve
the goals and targets set by him.
Career development is directly linked to an individual’s growth and satisfaction and hence
should be managed by the individual and not left to the employer. Career development helps an
individual grow not only professionally but also personally. Learning new skills like
leadership, time management, good governance, communication management, team
management etc. also help employee develop and shape their career.
Steps of Career Development
There are various steps or stages in a person's overall career development: 1. Self
[Link]
The first step in career development is the self assessment which means that the individual
has to assess oneself on the kind of career and growth one wants and what kind of skills and
interests are there.
2. Career Awareness
This stage is when an individual explores various career paths which align with the self
assessment done in the first step. Career awareness can be how a person can explore various
domains and types of jobs/work available
3. Goal Setting
This is the most important step in career development because this is where defines clear
short term and long term goals to meet the career one aspires to. Both Short term and long
term goals need to be defined to begin with. Short team goals would be more actionable
but long term goals can be changed or tweaked as per the growth.
4. Skill Training
Once the career and goals are set, one needs to acquire the right skills to achieve the growth.
Skill training can be done through self training or joining a structured training program online
or [Link] the right skills are acquired, one can start the final stage.
5. Performing
With all the right knowledge and skills, the important part is to perform the tasks and
jobs in the career successfully to grow in the career path.
Career Management
Career management is the process of thoughtfully planning occupational progress to maximize
professional growth and stability in an individual's career. Doing this Requires identifying
one's own goals and objectives. These goals may be SMART(specific, measurable, attainable,
relevant and time-based) to ensure a strategic approach. This process usually begins with
designing short-term goals in the initial stages of one's career, which focus on taking action to
meet the set objectives. You can then follow with planning long-term goals. When managing a
career, certain adjustments in planning are sometimes necessary to accommodate changes in
industry requirements or preferences
Elements Of Career Management
Career planning
Career planning is an intentional process involving determining career goals, understanding the
opportunities and potential constraints and making decisions, while also considering their
consequences and taking active steps to achieve those goals. Typically, the employee and their
supervisor do this together. The employee
usually requires assessing their skills and experience to better understand their strengths and
areas to improve to become more proficient as a professional. Theymay then discuss with their
supervisors about the opportunities in those areas or fields.
Career pathing
A career path is similar to a roadmap that lets employees know their progress opportunities
within an organization in the long term. By looking at the career expectations that are set
during the planning process, employees and their supervisors can monitor and consider
potential paths for the employee. Asanemployee may likely have several career path options
available to them, companies often try to have a clear career development structure in place to
encourage employees to join their organization.
An organization's career development system ideally establishes these paths so that employees
have specific objectives to strive for and potential role models to consult and follow. It is best
to remain practical while identifying career paths in relation to the time frame required to
achieve mutually set goals.
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