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1. Empirical Evaluation of Human Resource Development Measures

Empirical evaluation of your company’s measures for continuing education, in particular the identification of the measures’ ROI

Evaluation of the success of your Human Resource Development measures regarding:

  • Satisfaction/benefit analysis of participants.
  • Learning progress (specialist expertise and behavioral knowledge).
  • Learning transfer success: Transfer of the learnt material to day-to-day work.
  • Organizational results: ROI based on performance appraisals carried out after the implementation of measures.
    Efficiency: application of a pre-developed computer-supported tool to calculate the cost-benefit value of Human Resource Development measures.

Implementation: Online distribution of questionnaires to participants and other individuals at several points in time before and after the measures.

Time investment: Depending on the extent of the evaluation, approx. 10 minutes per survey unit and participant.

Benefits to you: Bases for decision-making about future measures in the field of Human Resource Development (regarding contents); grounds for arguing in favor of investment in this area (monetary).

 

2. Performance appraisal

Development of performance appraisal tools and the implementation of performance appraisals

Development of performance appraisal tools:

  • Detection of performance appraisal criteria specific to your position through workshops with experienced members of staff.
  • Development of questionnaires/observation inventories/test procedures based on the performance criteria.
  • Development of a standardized tool to analyze the empirical data captured by performance appraisal tools.

Implementation of performance appraisals as the basis for development measures:

  • Providing information to participating employees as part of the measures to “get everyone on board”: Creating awareness of the necessity of the measures.
  • Complete organization/administration of the performance appraisal process (distribution of questionnaires, surveys, implementation of conduct observations, implementation of performance tests, etc.)
  • Evaluation of results.
  • Results feedback; derivation of measures.

 

3. The Culture of Values in a Company

Implementation of a Culture of Values in a Company

 A lived-out culture of values in a company ...

  • leads to higher levels of identification with the company.
  • reduces the employee turnover rate through high levels of emotional commitment.
  • increases confidence in the management team.
  • leads to greater dedication to the company that goes beyond the individuals’ own interests.

 

Measures:

  • Development of company values (bottom-up through suggestions from employees and/or top-down via workshops with managers).
  • Development of behavioral guidelines oriented towards the company’s values through regular workshops with employees from all levels of the company (managers, employees).