logo image

Recommendations for Improvement

D’Netto and Sohal (1999) argue that diversity training does not end when trainer and trainee go their separate ways. There is still the evaluation/feedback phase. Upon returning to the job duties, the employee hopes to perform more effectively or, in line with the objectives of this proposed training, be better adaptable to diversity and multicultural issues. When direct involvement in the program has ended, as far as the employee is concerned, training is over. But though the instruction has ended, the training process has not yet run its full cycle.

Also, it must always be understood that training evaluation occurs throughout the training process, the purpose of which is to determine whether trainees actually gained new knowledge, skills, and abilities as a result of the training program. Providing feedback is also important. Feedback represents a form of persuasion that can be conveyed to recipients in oral or written form, and it is expected to influence self-efficacy, which refers to the judgments an individual makes about his or her capabilities to mobilize the motivation, cognitive resources, and courses of action needed to orchestrate future performance on a specific task.

It is important also to be careful in selecting the HRM specialists or trainers.

Need essay sample on "Recommendations for Improvement"? We will write a custom essay sample specifically for you for only $13.90/page

A key variable in the eventual success of the training effort is the effectiveness of the trainer. Personal characteristics such as learning and training style, the ability to speak well, to write convincingly, to organize the work of others, to be inventive and to inspire others to greater achievement are important factors in the selection of trainers.

On the other hand, it is also important that trainees be ready to learn, be motivated to learn and apply what they learn. They must learn, and they must apply what was learned on the job.

Works Cited

Bagshaw, M. (2004). Is diversity divisive? A positive training approach. Industrial and Commercial Training, 36, 4, 153 – 157. D’Netto, B. & Sohal, A. (1999). Human resource practices and workforce diversity: an empirical assessment. International Journal of Manpower, 20, 8, 530 – 547. Lai, Y.& Kleiner, B. (2001). How to conduct diversity training effectively. Equal Opportunities International, 20, 5/6/7, 14 – 18. Moore, S. (1999). Understanding and managing diversity among groups at work: key issues for organizational training and development. Journal of European Industrial Training, 23, 4/5, 208 – 218. Swanson, D. (2002). Diversity programs: attitude and realities in the contemporary corporate environment. Corporate Communications: An International Journal, 7, 4, 257 – 268.

Read full document

Can’t wait to take that assignment burden offyour shoulders?

Let us know what it is and we will show you how it can be done!
×
Sorry, but copying text is forbidden on this website. If you need this or any other sample, please register
Signup & Access Essays

Already on Businessays? Login here

No, thanks. I prefer suffering on my own
Sorry, but copying text is forbidden on this website. If you need this or any other sample register now and get a free access to all papers, carefully proofread and edited by our experts.
Sign in / Sign up
No, thanks. I prefer suffering on my own
Not quite the topic you need?
We would be happy to write it
Join and witness the magic
Service Open At All Times
|
Complete Buyer Protection
|
Plagiarism-Free Writing

Emily from Businessays

Hi there, would you like to get such a paper? How about receiving a customized one? Check it out https://goo.gl/chNgQy