I will evaluate my learning program from two perspectives – administrative and qualitative. We are a small organization that is somewhat informal, so assessing the training with formal testing would not fit our culture. Open dialogue and feedback will be sought throughout the training to ensure training transfer is taking place.
The administrative process will be measured by comparing the current rate of compliance with all the administrative information needed to process a new hire. We recently contracted with a new payroll system, and are receiving approximately 70% of the information required. We also get numerous questions about what managers must provide during the process. This results in frustration for managers and, most importantly, provides a poor introduction to the company for the new associate. It is the intent of this training to increase the level of compliance to 95%, resulting in a more efficient recruiting and onboarding process for new associates and less frustration for managers.
Qualitatively, we will also be providing managers with talent acquisition and selection training. This training will provide insights on sourcing, position profiles, and a series of questions that can be utilized by managers to ensure the candidates fit our company’s profile. Currently, we do, at best, an average job at hiring new associates, resulting in an unacceptable turnover and it’s related costs. We will measure the success of this program based on the quality of the candidates hired, their performance, and their length of tenure.
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