assessment tools in HR

Preface Training Managers Manual strikes a balance between research and real practices. It provides students with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation. It provides Training Managers with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation. To help employees better understand the relationship between the main elements of the book This edition is updated with new material on coaching in a crisis and leadership for a difficult future. training managers manual is the bible of the industry and very much the definitive work that all coaches stand on. This new edition explains clearly and in-depth how to unlock people s potential to maximize their performance Contains the eponymous GROW model (Goals, Reality, Options, Will), now established as the basis for coaching professionals. Clear, concise, hands-on and reader-friendly, this is a coaching guide written in a coaching style. It digs deep into the roots of coaching, particularly transpersonal psychology, a useful model for personal development and in-depth coaching. There are new coaching questions and fresh chapters on emotional intelligence and high-performance leadership. Whitmore also considers the future of coaching and its role in the transformation of learning and workplace relationships, as well as illustrating how coaching can help in a crisis.

To be successful, a functional strategic plan needs to offer more than a list of projects to be completed within a specific period of time. Yet, like most staff functions , human resources (HR) often does a poor job of aligning its efforts with the enterprise's overall strategy and objectives. Grounded in seven best practices that call for thorough evaluation and assessment of people, processes, and systems, the framework for effective strategic planning presented here can be applied not only to HR, but also to other departments. Showcasing examples of planning deliver-ables, various data collection and analysis tools, and the experiences of a global healthcare company, it illustrates how managers can make the most cost-effective and productive use of all employees to optimize work throughout the organization.

Purpose: One of the major areas on HRM is how to develop employees and get the most efficient out of them by retaining employees and reducing an organization's turnover rate. People leave organizations all the times, depending on various reasons that might be personal and out of the control of the employee, and/or either due to conflict of interest or  employees seeking a change in their careers. There are various possible factors of the range of control of the organization. However, it has been observed that organizations can keep their employees longer if they are oriented and well- trained. In this paper, investigation will be on the impact of employees' orientation as a tool towards reducing high turnover rates.

Methodology: Both primary and secondary data were used to gather information for this investigation. The secondary data was obtained from articles, blogs, papers online, and textbooks. The questionnaires were sent to respondents electronically via Google forms. A link was produced: Https://forms.gle/GEgBCklkmlkMXmL9 after the survey was built, it was shared amongst respondents with an attached letter of clarification explaining the process of participation which was on voluntary basis. The survey was opened for a span of one week and within a week 144 surveys were filled and submitted above the benchmark which targeted 100 participates. The targeted audience was a random selection of The Gambia’s workforce, there was no specific organization under reviewed.

Findings: The Statistics of this survey shows that very few numbers of employees stayed with an organization for more than 5 years of employment which indicates a high turnover. Over 73% of the respondents received orientation prior to job engagement with little and/or less information about how to do their jobs. Whereas, over 27% of employees never received any orientation. Results also show that management does not get involved often in ensuring that their newly hired employees understand what-to-do? And how-to-do-their jobs, rather  most employees  ended up learning their jobs by themselves. Finally, this survey recorded 38% for employees’ feedback and 66% of the time management does not respond to staff feedback. Feedback is one of the most ideal ways of improvement but management concentrates less on it. On the side of training and development, 42% of the respondents believe that orientation helps in reducing the rate at which people leave an organization. While 36% feel neutral about this statement and 50% of the respondents believe that orientation helps in retaining employees.

The growth of internet technologies changed learning strategies globally. The Philippines is no exemption. Due to its usefulness and potential, E-learning is becoming popular. But before these benefits would be enjoyed, it is very important for an institution to be assessed. This is to identify the needs and factors that directly affect their readiness. This study presents a readiness assessment tool for Philippine Higher Education Institutions. It also serves as a needs assessment instrument.

In accelerating this technology, we are required to prepare competencies in this 'Era' which is also called the VUCA Era. VUCA stands for Volatility, Uncertainty, Complexity, and Ambiguity, meaning the world we live in today. If interpreted literally, VUCA is volatility, uncertainty, complexity, and ambiguity. Several social scientists at the U.S. Army War College introduced this concept in 1987 to describe the unfavorable situation after the Cold War. Along with the times, the term VUCA also applies in various fields, one of which is business. The purpose of this study is to describe, analyze, and review risk management strategies in human capital. Examples for this study consist of several organizations. This research uses a type of literature research method with a descriptive analysis method approach. Findings from research on all human resource and human capital organizations affect risk management. Digital is something that is in our midst. That digital is no longer a support for workers but digital is something that is undoubtedly and it will be in the middle of us.

The growth of internet technologies changed learning strategies globally. The Philippines is no exemption. Due to its usefulness and potential, E-learning is becoming popular. But before these benefits would be enjoyed, it is very important for an institution to be assessed. This is to identify the needs and factors that directly affect their readiness. This study presents a readiness assessment tool for Philippine Higher Education Institutions. It also serves as a needs assessment instrument.