Empirical evaluation of your company’s measures for continuing education, in particular the identification of the measures’ ROI
Evaluation of the success of your Human Resource Development measures regarding:
- Satisfaction/benefit analysis of participants.
- Learning progress (specialist expertise and behavioral knowledge).
- Learning transfer success: Transfer of the learnt material to day-to-day work.
- Organizational results: ROI based on performance appraisals carried out after the implementation of measures.
Efficiency: application of a pre-developed computer-supported tool to calculate the cost-benefit value of Human Resource Development measures.
Implementation: Online distribution of questionnaires to participants and other individuals at several points in time before and after the measures.
Time investment: Depending on the extent of the evaluation, approx. 10 minutes per survey unit and participant.
Benefits to you: Bases for decision-making about future measures in the field of Human Resource Development (regarding contents); grounds for arguing in favor of investment in this area (monetary).
Development of Performance Appraisal Tools and the Implementation of Performance Appraisals
Development of performance appraisal tools:
- Detection of performance appraisal criteria specific to your position through workshops with experienced members of staff.
- Development of questionnaires/observation inventories/test procedures based on the performance criteria.
- Development of a standardized tool to analyze the empirical data captured by performance appraisal tools.
Implementation of performance appraisals as the basis for development measures:
- Providing information to participating employees as part of the measures to “get everyone on board”: Creating awareness of the necessity of the measures.
- Complete organization/administration of the performance appraisal process (distribution of questionnaires, surveys, implementation of conduct observations, implementation of performance tests, etc.)
- Evaluation of results.
- Results feedback; derivation of measures.
Implementation of a Culture of Values in a Company
A lived-out culture of values in a company ...
- leads to higher levels of identification with the company.
- reduces the employee turnover rate through high levels of emotional commitment.
- increases confidence in the management team.
- leads to greater dedication to the company that goes beyond the individuals’ own interests.
- Development of company values (bottom-up through suggestions from employees and/or top-down via workshops with managers).
- Development of behavioral guidelines oriented towards the company’s values through regular workshops with employees from all levels of the company (managers, employees).