In human resource development, there is the use of organizational development, training, careerdevelopment so that this can enhance overall organizational efficiency. Human resource development course is very essential as it plays a big role in helping individuals to develop the key competencies required in performance of jobs. This makes it very easy to match both individual and organizational needs. It even becomes easy to initiate change within organizations.
I am currently working part time in a supermarket as an assistant manager though on a part time basis. Having learnt all about topics like organization development, evaluation, performance managent among other courses, it has been very easy for me to apply them at my place of work. (Thomson, 2003) Evaluation To evaluate something can be defined in simple terms as to determine its value. When looked at in a transaction perspective, the value of something actually emanates from its worth in an exchange or its importance.
Whenmoneyis used as a medium of exchange in anything then the value of the thing can be measured in relation to the amount exchanged for it. (Bramley, 1996) The entire process of evaluating training ventures involves many complexity factors. The approaches commonly used to evaluation of training normally have their roots to design of the training and systematic approaches. In general evaluation is actually carried out at the final stage. This is normally carried out for two purposes.
One of them is to improve interventions. This is called formative evaluation. In other instances it is used to make judgment about effectiveness and general worth. This is called summative evaluation. This topic has really impacted my work as an assistant manager. This has enabled me to carry out evaluation among the other employees. This is in line with evaluating their work in the supermarket. I have to evaluate the employee’s performance in relation to customer care, store keeping and record keeping. (Thomson, 2003)