Human Resources Training Memo

To: CEO

From:

Date: 

Subject: Human Resource Managers Training Evaluation

            Human Resource Management is one of the prime departments in the organization thus it responsible in managing staffs it is additionally responsible for recruiting, retaining and offering training to employees for efficiency to be achieved (Manasa, & Reddy, 2009). Extensive legal knowledge in the HR department is a necessity which requires continuous learning (Choi, & Dickson, 2010). The company has acknowledged this need and engaged the HR managers in law training. Based on the post-tests and pre-tests conducted by the organization creates certainty on the understanding of the law that has been acquired by managers. Since the tests were distributed in three different organization’s regions and the regions are different. Based on the on the results of the tests the corporation’s training compliance can be categorized as compliance.

            Based on the pre-tests and all the post-tests that were performed on the three different regions the first region held the highest rating mean prior to the training which was 13.33 while that of the second region was the least at 5.33. However, after the tests, it has been indicated that the first region held the highest mean in regard to performance which stood at 22.33 while the third region obtained the lowest mean being 10.89. The mean scores prior and post the law knowledge training offers a significant ground in measuring training impact on the manager’s knowledge. This results, therefore, makes it apparent that the training was highly effective for employees within the second region while low effectiveness was achieved in the third and the first region. However, the general program can be categorized as effective in all the three different regions since a significant form of improvement was achieved in general. Generally, the understanding of law among the company’s managers has been increased by the training by approximately 50 percent in every region which demonstrates its ability on accomplishing the intended objective.

            Since the training seems to be performing quite well in one region it should not be withdrawn but additional and mandatory training should be administered for the persons that have only attained a score below the mean. For those that demonstrates some form of improvement in regard to understanding law should undergo an assessment of skills so that they may determine the opportunities areas that require some form of attention. The program has proved to be effective in instilling knowledge in all the employees involved and thus it should be encouraged to continue on a consistent, diverse and mandatory basis for efficiency to be attained.

            Recommendation

            Human resource training is beneficial to an organization as it works to ensure that better skills are acquired while retaining employees with high potential, skills as well as experience that is required in attaining success in the organization. It is therefore important for the corporation to focus on the training needs of the existing employees to grow their skills as well as knowledge which is required in the general wellness of the company. Training should be administered on a mandatory basis to ensure that the knowledge and skills are distributed evenly (Choi, & Dickson, 2010). In addition assessment tests should be applied on regular basis to permit the corporation to establish any form of gain or the need to implement a different kind of action as a way to prepare for the corporation’s future. Through this, the company can thus be able to effectively identify the existing skills thus molding them to fresh and well-equipped personnel. This will ensure that the cost and the time utilized in familiarizing staffs to such basic concepts is saved for better use.

 

 

 

 

 

 

 

            References

CHOI, Y., & DICKSON, D. R. (2010). A Case Study into the Benefits of Management Training Programs: Impacts on Hotel Employee Turnover and Satisfaction Level. Journal of Human Resources in Hospitality & Tourism, 9(1), 103-116. Doi: 10.1080/15332840903336499

Manasa, K. L., & Reddy, N. (2009). Role of Training in Improving Performance. IUP Journal of Soft Skills, 3(3/4), 72-80.