Process Inputs and Outputs

HR Planning:
Number of jobs
to be filled

Training/
Development
Retention/
Recruitment: Separation
Pool of qualified and Selection:
interested applicants Job Offers

Job Analysis:
Job Descriptions
and Minimum
KSA’s
 Human Capital Theory
• Economic Theory
• General skills
– Fully transferable between organizations
– Raise individuals wage growth
– Increases individuals mobility
• Specific skills
– Skills only useful for a specific organization
– Increases chances for promotion
 Corporate University
• Over 1000 companies have corporate
universities.
– Hamburger University
– GE’s Crotonville
• Vary from traditional training programs to
offering all types of degrees.
• Combination of designed instruction and
partnering with universities.
 Evaluation
• Level 1 – did they enjoy the training
– “Smile sheets”
• Level 2 – did they learn anything
– Pre and post tests
– Follow-up evaluations
• Level 3 – did they transfer new skills to the job
– Depends on the work environment
– Needs support of boss and co-workers
• Level 4 – did the training impact the business
– Detailed ROI study
– Seldom straightforward
 ROI Impact Study
Program Title: Preventing Sexual Harassment at Healthcare, Inc.
Target Audience: All employees through group meetings (6,844)
Fully-loaded Program Costs: $277,987

Level 1: Overall Rating 4.11 out of 5

Level 2: 65% Increase in post-test versus pre-test
Skill practice demonstration
Level 3: 96% conducted meetings
4.1 out of 5 on behavior change survey
68% complete all action items 92% complete some
Level 4: Turnover reduction $2,840,632
Complaint reduction $360,276

Total improvement $3,200,908 / Program Cost $277,987

ROI 1,051%