Training Evaluation and Measurement Methods

Question: Discuss about the Training Evaluation and Measurement Methods. Answer: Introduction: The prioritization of the professional life and personal life or lifestyle is known as work life balance (Goodwin and Graebe 2017). It is concerned with the balancing of the lifestyle attributes of the people along with their job-related attributes. It is important to devote equal time for leisure and work. The organizations often help in taking proactive measures so that the employees can perform their personal duties too. The shifts in the organizational policies create a problem for the employees and they are unable to maintain the work life balance. The increasing work burden, stress and the increased competition has made the professionals to give less time to their families or pursue their personal interests. Consequences of imbalanced work life The imbalanced work life balance is not good for the employees. The employees would be having excessive absenteeism due to the improper balance. There may be several reasons of this absence, one of which can be severe health issues. They may be suffering from irritability, concentration issues and severe headache (Leider 2015). There is an increase of stress as well as safety concerns. There is a considerable loss of personal life which causes the employees lose their aim of life (Cummings and Worley 2014). They would not be able to concentrate on their work and they may not be able to prioritize their work. The other symptoms of the work life balance are described below- Exhaustion of the employees which would decrease their productivity. Limited friendships in personal as well as professional life Increase in work load which means that there would be increase in the responsibility Health conditions such as fatigue, weight gain, substance addiction and nervousness. Good Practices There should be adequate work life balance which would motivate the employees to work in the organization for longer duration (Hoven and Siegrist 2013). The following best practices should be implemented in the organization- Offering the opportunities for community engagement- It is important to inter connect work and leisure which would be mutually beneficial. The employer can offer six weeks of paid volunteer time for engaging in community causes (Niedhammer et al. 2013). Maintaining structural consistency- The employer must try to engage in consistent structure of the organization which would make the employees feel less anxious. They should know their job roles and responsibilities clearly which would be aligned with the organizational objectives. Allow flexibility of schedule- The organization should be able to provide work from home options if they need to attend an important task in their household (Mowday Porter and Steers 2013). This would help the employees to balance both professional and personal life. Encourage team building activities- There should be adequate team building activities when the employees are working together in the organization (Koivisto and Rice 2016). Create centralized systems- It is important to create centralized software, allocation of resources and the authority which would make it easier for the employees to efficiently coordinate with the departments (Dyer and Dyer 2013). Division of labor- It is important to delegate all the tasks equally among all the employees of the organization so that there would not be burden on any single person. There are several concerns which persisted in the organization. They are enumerated as under- High attrition rate of the employees which implies that the employees are not ready to stay in the organization for a longer time. This created burden on the human resource department. The time between resignation of employees and recruitment of new ones is detrimental to the organizational functioning since there is subsequent decrease in productivity. Lack of organizational hierarchy which makes it confusing for the employees to follow instructions. There are also issues regarding the approval system and the reporting authority. The presence of two systems in the organization creates technical glitches which wastes a lot of time. Lack of attendance keeping systems which makes the employees come to office at their own time. Lack of time management skills among the employees. Lack of proper training in the organization which makes it difficult to have smooth operational flow. Employees in the organization are not able to balance their personal and professional life. They are unable to maintain work life balance and this is the reason why there is a decrease in their productivity. The organization should implement the following solutions which would not only solve the issues but also provide the employees with greater work life balance. The organization should optimize the recruitment as well as selection strategy, focus on training and initiate a coaching culture which would make the employees engaged in the organization (Graham and Englund 2013). More focus should be put on employee engagement activities Creation of organizational charts which clearly shows the line of authority and also helps the employee to identify their reporting authority (Schiemann 2014). Implementation of a single system in the organization. Centralized operation of both finance and operation. SAP system must be implemented for the entire organization. Installation of biometric system that would record the exact entry time and the exit time of the employees (Sermeus 2016). In order to foster efficient time management skills, the organization must consider installing time tracker or employee time sheet software. In case of budget constraints, proper evaluation mechanisms should be there which makes the employees manage their time efficiently. Proper training schedules should be formulated based on the requirements of the employees (Phillips and Phillips 2016). Training modules should be implemented based on the employee shortage of skills, expertise and knowledge. From the employees point of view, Work life balance can be fostered by- using technology for telecommuting, learning to say no at times, communicate, set personal deadlines and prioritize the time (Hougaard Carter and Coutts 2016). From the employers point of view, Work life balance can be improved by- Allow work from home options, promoting flexible hours, not allowing the employees to take work at home, promotion of breaks during working hours, focusing on workplace culture, vacation time policies, providing benefits such as maternal leave and child care benefits (Burg-Brown 2013). References Burg-Brown, S., 2013. Work-life balance.Journal of Property Management,78(4), pp.48-54. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Dyer, W.G. and Dyer, J.H., 2013.Team building: Proven strategies for improving team performance. John Wiley Sons. Goodwin, G.C. and Graebe, S.F., 2017. Work-Life Balance. InA Doctorate and Beyond(pp. 179-185). Springer International Publishing. Graham, R.J. and Englund, R.L., 2013.Creating an environment for successful projects. John Wiley Sons. Hougaard, R., Carter, J. and Coutts, G., 2016. Work-Life Balance. InOne Second Ahead(pp. 117-122). 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