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Of course good attitude and efficient learning is important, but not as much as changes in behavior. And it is not that easy and fast thing to evaluate, it can take time and different situations to show up, therefore ordinary questions and feedback shits will not work in this purpose. It is crucial to understand that the main thing which we are waiting from a particular training program is to get desirable impact on the company’s outcome. The easiest way to measure its effectiveness is to simply look to key performance indicators.

For example, if the team which attended training showing much better results that he one which didn’t attend it is clear indicator of trainings effectiveness. Nevertheless, if the big amount of people being examined it’s hard to find out if improvement happened because of the training program or because of some unrelated factors. RetentionIf TB wants to measure their retention level, they should firstly identify their employees’ turnover:Ø  Voluntary and involuntary Ø  Because to retirement Ø  Because of other works Ø  Because of the promotionØ  Employees recognized as an important to the industry due to their skills or potential Ø  Depending on the company’s level: entry level, individual contributor, supervisor / manager, executive, senior executive etc.Ø  New or old employees These indicators are just a few out of dozen which may help TB to find out why and exactly where their biggest retention problem lies in. To collect necessary information about problem it is crucial first to find the essence of it.

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One of the easiest ways to identify this info is to take into account TB’s two to six factors using its explanations on the why worker stay or leave. When they will identify and calculate company’s scores, they will see a retention pattern inside of the company. The best way to collect data on this matter is trough questionnaires and anonymous surveys where employees can be truthful and open. By using both qualitative and quantitative information TB will faster and more carefully find out their retention gaps and ways of their improvement.

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