At a regional power company, managers are in charge of assigning training and development opportunities...

SHRM SHRM-SCP Question Answer

At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.

Senior leaders at the company express a desire to eliminate training and development opportunities because they have become too costly for the company. What should the HR director do?

Conduct a cost-benefit analysis on providing training and development opportunities to employees.

Analyze industry trends on the relationship between business performance and training and development opportunities.

Survey employees on their perceived effectiveness of training and development in improving their performance.

Implement blended training approaches to decrease training costs.

Explanation:

Comprehensive Evaluation:

Cost-Benefit Analysis: This method provides a detailed assessment of the costs involved in training and development versus the benefits gained from these programs.

Informed Decision: The analysis helps in making informed decisions by quantifying the return on investment (ROI) of training initiatives.

[Reference: SHRM recommends conducting cost-benefit analyses to evaluate the financial impact and benefits of HR programs (SHRM, Conducting Cost-Benefit Analysis for HR Programs)., Quantifying Benefits:, Employee Performance: Assess how training and development contribute to improved employee performance, productivity, and efficiency., Retention and Engagement: Evaluate the impact on employee retention, engagement, and job satisfaction, which can reduce turnover costs., Reference: SHRM outlines that the benefits of training include enhanced performance and reduced turnover, which should be considered in the analysis (SHRM, Measuring the Impact of Training and Development)., Financial Metrics:, Direct and Indirect Costs: Consider both direct costs (training materials, facilitators) and indirect costs (time spent, potential loss of productivity) in the analysis., ROI Calculation: Calculate the ROI by comparing the benefits (e.g., increased productivity, reduced turnover) to the total costs incurred., Reference: SHRM emphasizes the importance of including all relevant financial metrics in a cost-benefit analysis to determine the overall value of training programs (SHRM, Calculating ROI for Training Programs)., Strategic Alignment:, Strategic Goals: Align the analysis with the company’s strategic goals to demonstrate how training supports long-term objectives., Executive Support: Use the results to gain executive support by showing the strategic and financial benefits of continuing the training programs., Reference: SHRM advises aligning HR initiatives with organizational strategy to gain executive buy-in (SHRM, Strategic Alignment of HR Programs)., References:, SHRM. (n.d.). Conducting Cost-Benefit Analysis for HR Programs. Society for Human Resource Management., SHRM. (n.d.). Measuring the Impact of Training and Development. Society for Human Resource Management., SHRM. (n.d.). Calculating ROI for Training Programs. Society for Human Resource Management., SHRM. (n.d.). Strategic Alignment of HR Programs. Society for Human Resource Management., ]

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At a regional power company, managers are in charge of assigning training and development opportunities...

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Explanation:

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