An Evaluation Plan for a Training Event at Coca Cola Company
Evaluating a training event
Assessments of the activities that are aimed at performing a certain task over a specified period are outlined in an evaluation plan. Usually, this evaluation entails techniques, success identification criteria as well as measurement of the objectives of the organization (Lichfield 127). Effective plan for the evaluation assists in the improvement of the organizational speed in the achievement of goal. Coca Cola is a global company that specializes in the manufacture and distribution of soft drinks or beverages.
The managers in the human resource department in this company intend to have an event for training all staff members as well as evaluating the training results. This evaluation is informative because it is intended to provide support to the development of the labor force since staff training ought to match the corporate goals.
Aims of the Evaluation Plan
According to a description by Lichfield, evaluation plan’s main purpose is to establish comprehension of organizational goals, policies and the environment of the company (128). For example, the mission statement of the company states that this firm creates value while inspiring people and making a difference globally. For value to be created by this company out of its people globally, this initiative should start with the company’s employees. As such, training the people will enable the company’s workforce to comprehend the values of the organization and their importance in the production of the company. It is significant for the employees to clearly know the policies on which this organization is run and also goals that the company aims at achieving. Training is mainly aimed at identifying the performance requirements, skills, abilities and knowledge that is required by the labor force of the company in order to achieve the set goals (Ridge 16).
Objectives of the Evaluation Plan
According to a description by Ridge, the reason for setting organizational objectives it to monitor and evaluate a training program’s effectiveness (17). The plan also helps in the achievement of evaluation plan’s aim and these include:
- Providing newly employed individuals with the basic knowledge so that they can achieve intelligence performance without wasting time.
- Fulfilling organizational goals through securing optimum contribution and co-operation of the employees.
- Improving skills, knowledge, and efficiency of the employees so that they can achieve individual development.
- Assisting the management in adopting current concepts of management and also improving their specialties.
Target groups
The training targets the supervisors, managers at lower levels, and every staff member. Each staff member at the Coca Cola firm ought to be familiar with the goals of the organization. Therefore, the entire staff team will be trained. The intention of this training process is to improve the performance of individuals and the attitude that they have towards their work. This will assist in the collective achievement of the organizational goals by the team.
Evaluation Technique
At the time of training sessions, several ways will be used in monitoring the employed techniques’ success. Among the methods for evaluating the success is first-hand observation as well as the analysis of production data. Bozarth notes that observing the reactions of the training during the training session can assist in monitoring perceptions (10). Administering questionnaires is another method and this can help in acquiring feedback immediately after the training session. The terms of the questionnaires can be measurable because they can include rating scales that would quantify the training results. For instance, a 1-5 scale of the questionnaire may be used with 1 representing a low satisfaction end and 5 representing the highest satisfaction level.
Questions that are open ended can also be included in the questionnaire so that trainees are allowed to express more of their feelings. Similarly, the performance of the employees before this training may be compared to their performance after undergoing this training in order to assess the change that is acquired. This evaluation is aimed at seeing the way all learnt principles will be incorporated by the employees. As such, the essence of extending this evaluation for approximately 2 months will be evaluated (Bozarth 13).
Determining the Success of the Evaluation Methods Used
The employed methods’ success in the evaluation process can be determined only by the realized results following 
the training. If the employees’ performance after training becomes better than that of the employees who did not undergo the training, then it will be worthwhile to train the others. Questionnaires’ administration is among the methods for evaluation. As such, if high end satisfaction results are achieved from the responses and improvement of the performance is achieved, then this evaluation method will be successful. If low turnover is experienced in the organization, grievances reduced and employees’ moral improved, then this method was successful in the evaluation. Open-ended questions may assist in the determination of the correctness of the made observations. At the time of training, the trainees’ body language simplifies their reception of ideas that were being delivered. As such, if their responses on questionnaires correspond to the portrayed body language, then the method used in the evaluation was successful (Bozarth 15).
The Role of the Government in Training, Development and Lifelong Learning
The government plays a vital role in ensuring proper training of the workforce. One of the control measures is creating awareness on the improvement of the skills of individuals and knowledge enhancement. To achieve this, guidance should be offered to all employees in different regions (Matley 13). The government however, ought to increase the provision of learning in order to incorporate the participation of adults in further courses in education.
Increasing the provision for higher education can create a room in which the workforce may improve knowledge and skills to enhance productivity. A funding initiative for higher education attracts working people despite having a salary that may not support education and personal needs. To facilitate further education, the government provides a program through which students acquire educational loans which they pay after acquiring employment. To assist employees who want to enhance their skills, this program can be embraced. Employers should be sensitized by the government on the essence of spending money on their workforce (Ridge 18).
There are employees who want to study further but their schedules at their workplaces are not flexible. Therefore, they are discouraged. Government and employers’ collaboration can facilitate education of the workforce. The government can also play the role of improving quality as well as raising education standards. Training and education inspectorate ought to revise the entire education system on regular basis to sustain the education standards globally. Education system’s development is achievable through the provision of links between the skills required by the economy and higher education. To ensure lifelong learning, the government ought to establish a university within the industry. The dedication of such a university should be to educate people with specialization and experience in working within a certain industry. The focus of the government can also be on the improvement of competitiveness of different industries. This will create urge among the employees so that they can further education in order to remain compatible as well as secure a space within the labor force.
Matley notes that lifelong learning as well as development facilitates social integration and cohesion (8). Establishment of an extensive learning culture creates self-confidence as well as a personal worth feeling in individuals. Feeling isolated also reduces when individuals acquire lifelong learning because when a community is learned it integrates freely. Exclusion of the individuals with learning difficulties and the disabled is also reduced as well as those belonging to the lower class in the society.
Impacts of Competency Movement in the Public and Private Sector
Empowering the organizational workforce in order to increase competitive advantage was the main aim of creating competency movement. Labor force comprises of an important production unit. Through competency movement, every individual becomes devoted to their specialization area. Behavioral competency and technical competency are the two many competencies. Technical competency entails specific skills and knowledge that a person needs to perform certain tasks. Behavioral competency entails personal characteristics which include attitude that leads to the success of a person within the organization. Introduction of competency management occurred within the private sector first after which it was introduced in the public sector. Results have been realized because managers in the human resource departments have engaged in personnel education with an aim of adding value for the company. Through competency management, systemic reforms, immediate impacts and institutional reforms are realized (Matley 7).
Some of the witnessed immediate impacts include wages’ increment and skilled employment’s increase. The competency management’s results have been enjoyed by both the public and private sector since it started. Work environments have people with varying cultures, behavioral norms and ethnicity. The workplace co-existence was previously based on race, religious beliefs and cultural background. Competency management’s development ruled out cultural divide while enabling employees to perform their duties harmoniously regardless of their indifferences. Managers in the human resource traditionally focused on the administrative tasks while concentrating on rules enforcement on the subordinates.
From the time when competence management emerged, they have understood that their duties entail linking the management with the employees. This has facilitated the improvement of bosses and employees’ relationship (Vrontis 290). Additionally, it has offered a platform on which flexible policies for the personnel can be adopted by all employees. Managers in the human resource have also learnt that labor force motivation is necessary in order to enhance productivity instead of pushing them to work. Public servants were triggered to be effective and responsive by the formulated policies. They initially misused public resources. Laxity was common in public offices. However, the situation was saved by competency management.
Competency management also introduced the importance of having more skilled workers within a company as a way of increasing competitive advantage. Both the private and public sectors began offering training to the workforce in order to improve their skills and knowledge. Additionally, organizations invested more in research in order to have a large market share and to maintain competency. Disadvantaged groups include the disabled people who have been left out in the data for the employed individuals. Previously, they were excluded and sidelined because of physical disabilities. As such, strategic planning for organizations has been introduced by competency management.
Plans like SWOT analysis assist organizations in determining their market development positions because of competency management. For the responsibilities of each person to be defined, companies came up with the organizational structures. These displayed the management’s hierarchy and duties of individuals. These structures helped in the reduction of workplace conflicts. In addition, employees learnt that competitiveness was necessary in order to get employment. Employees’ internal competition improved the organizational standards and this increased competitive advantage of organizations. As such, there were positive impacts of competency movement in both the public and the private sectors.
Effects of contemporary UK training initiatives on Coca Cola Company human resource managers.
There were several effects of training initiatives on the managers in the human resource as well as the way they performed their duties. For instance, managers in the human resource learnt ways of motivating the generation Y in their places of work (Matley 9). People with different ages are employed in the organization. Therefore, different motivation methods are required. Generation Y comprises of the young individuals with different lifestyles. Therefore, managers needed training in order to handle them properly. Different methods of handling subordinates were also learnt online because of technological advancements. As such, corporate training played a significant role due to the improvement in collaboration technologies.
Guidance was acquired in the company regarding the recruitment of sales professionals after the training (Vrontis 289). Almost all companies globally want to have the most passionate and efficient business representatives. However, they do not have guidance on the way they should be recruited (Matley 12). Knowledge was imparted on the management in the Coca Cola Company through this training. This is why the company is the best seller of soft drinks globally. Finally, managers in the human resource acquired skills for setting correct goals from this training. Now, they can set goals which are achievable by the workforce as opposed to the exaggerated goals that were set before. Managers in the human resource were developed by this training. The positive management-workers relationship can help in the determination of the results.
Conclusion
Organizational evaluation requires tools and techniques which entail setting up goals and objectives. Managers in the human resource should identify the results that are anticipated from the evaluation. The process of evaluating the organization will assist the organization in determining if legal requirements, environmental control and safety measures have been met. Similarly, training facilitates the reduction of the employees and the employers’ gap. It also facilitates in the improvement of the skills of workers which enhances productivity. Adequate training and evaluation plan enabled the Coca Cola Company to maintain its market share and position. Therefore, these training programs were beneficial to the Coca Cola Company (Vrontis 307).
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Works cited
Bozarth, Jane. From Analysis to Evaluation: Tools, Tips, and Techniques for Trainers. San Francisco: Pfeiffer, 2008. Print.
Lichfield, Nathaniel. Evaluation in Planning: Facing the Challenge of Complexity. Dordrecht [u.a.: Kluwer Acad. Publ, 1998. Print.
Matley, Harry. Contemporary Training Initiatives in Britain: A Small Business Perspective. Oxford 24,1 (2002): 1-17. Print
Ridge, Javan. Evaluation Techniques for Difficult to Measure Programs. Xlibris. 2010. Print
Vrontis, Dementris. The Strategic Positioning Of Coca-Cola in Their Global Marketing Operation. Marketing review. (2003): 289-309. Print