Hrm Assignment

Noorhisyam Bin Razali ZP002 41 How to measure competencies after attending training program ? The competencies can be define as efficiency employees need to be, know and do at work. The improvement of employee can be look at many factors in term of measuring the competencies employee after attending the training program. The competencies of employees very important in order to evaluate the performance workers. The appraisal employees is depending on what training that employee attending and the competencies that show by workers skills improvement and employer can measure the competencies employee by give the comprehensive employment test portfolio that includes assessments designed by leading experts in psychology, statistics, and psychometrics. Employer can evaluate the competencies on how employee alert and consents about what they are learn from the training. Employer also can encourages creativity employee to create a new model of flow in term of working system to help company utilize the resources efficiency. Employee also can takes ownership of own work seeks to reduce the cost and realistic about timescales in the production term. Competence is an acquired personal skill that is demonstrated in an employee's ability to provide a consistently adequate or high level of performance in a specific job function. These skills are competencies after training and reflect potential ability to do something. With the advent of scientific management, people turned their attention more to the behavior of effective managers and to the outcomes of successful management. The achievement manifests itself in competences, which demonstrate that employee has learned to do something well after back from attending the training program. Competences are used in the workplace in a variety of ways. Competences are also used in reward management, for example, in competence-based pay. The assessment of competence is a necessary process for underpinning these initiatives by determining what competences an employee shows. Training programs are one of the largest investments of companies wanting to improve the performance of employees, especially those in the bottom line of the organizational hierarchy. To measure the competency by look the efficiency and effectiveness of training programs it is important then to measure the efficiency of training programs to ascertain the return of investments of companies cashing out for production improvement for the attainment of organizational goals. Efficiency is defined as the capacity or power to produce the desired result at a minimum amount of time or resources. In accounting, it refers to the costs of inputs per outputs produced. For instance, a production facility is deemed efficient in making a particular product when it meets the budgeted amount of input or less to produce the required units of output. In training programs, it may seem efficient when the management has seen a rise of productivity level of workers in correspondence to the training budget and the actual amount of expenses and the time duration of training programs. Moreover, a training 1

Noorhisyam Bin Razali ZP002 41 program can be considered efficient when the revenues of the enterprise increase and that the program is within the means of the training budget. Employer may also measure the competency employee back from training programs by comparing the productivity level of an individual worker to the training budget per employee. The company checks the result of the training program by evaluating the performance of the individual worker before and after the performance-enhancement program. Cost is also one of the determinants of efficiency measurement of training programs. Companies that provide training programs to employees can see the worth of their investments by comparing the actual cost of the training to the training budget with the production output and revenue after the training program. There are certain tools used to measure the competency of training programs. They may be within the scope of production management and accounting. Accountants, particularly management accountants, measure the costs of training budget and actual expenses, as well as the return of investment of the business-improvement programs, aside from capital acquisitions. The roles of the accountants and managers have certain significance to the decision-making and performance evaluation in the management level. The human resource department also has important roles in the training of employees. Training programs are perhaps one of the viable investments an enterprise can avail. It is not only for the betterment of the company, but also for the benefit of the employees. It is important then that business owners and managers, as well as human resource, to relay to employees the effects and benefits of training programs. There are traditional measurement tools used by different departments of an enterprise to determine the return of investment, efficiency, and effectiveness of training programs. The electronic tools can help in delivering the measurement data. However, electronic means cannot be considered replacements to the existing tools of measurement used for training programs evaluation. Instead, they are regarded as supplements in providing the accurate or closer to precise measurement for evaluation. Tools used to measure efficiency of training programs may vary or are somewhat similar in every company that considers training programs as vital for the achievement of organizational goals. In conclusion, there are many way to measure the employee competency after the employee having the training program. The training give more advantages to employee by which can be improve the skill and knowledge that helping company to archive the company goals. References Donald B. Pope-Davis : Multicultural Counseling Competencies, SAGE Publications, Inc

Paul R. Berntal. Title : Competency Study : Mapping the future, ASTD Press 2