Evaluation : Training Evaluation Opportunity Background

Market share is defined as companies sales as a percentage of total sales volume in a specific industry, market or product area.

The Performance Measurement is a way to either measure or give a understandable value to what has been done compared to what was supposed to be done. It applies to all aspects in the working environment, such as procedures, critical activities and processes. In other words, first you set pre-defined goals and give away tasks and responsibilities to other workers, then at the deadline you can compare the achieved results to what the original goal was at the beginning. It is also useful to evaluate not only the final result, but even all the actions taken to get that particular results and the way the actions have been taken as well.

To evaluate the Performance in any organization would simply mean to understand the goals and objectives of the company and how the goals/ objectives are achieved are the means of measurement. Different organization will have different objectives. For some it would mean high revenue, managing resources, customer satisfaction, and strong governance, building

of the goals and objectives the organisation is trying to achieve in relation to customer

Illustrate the value of a training needs assessment in an organization in general, supporting your response.

Performance management is a process, which supports employee engagement and where an employee’s work reflects organisational goals. It is about achieving results through individuals and teams to improve the performance of the organisation (Armstrong, 2009). The outcome of performance management is visible through financial performance, productivity, quality of the product and service, customer satisfaction, employee engagement and talent retention. Performance management offers competitive advantage and brings positive benefits including increased profits, higher cash flow, and stronger stock value. Productivity is lower if performance management is not present (Maley, 2012). To measure effectiveness of performance management it is important to define the goals of the organization as well as indicators of success. The measures method should provide balanced information based of financial and non-financial performance (Dti.gov.uk, accessed on 01/03/2014). There are several methods used to measure performance management. Armstrong, 2009 lists good ways to measure performance management effectiveness to be KPI’s, business results, engagement level or customer satisfaction. Another way to assess performance management is to use score card, which can also help to align individual performance with strategy.

Measuring performance means when a business will measure the quality of the activities that are passing and the quality of the services provided to the customers by employees. It involves creating a simple, but effective, system for determining whether organizations meet objectives. It’s also a process of collecting and reporting information regarding the performance of an individual, group or organizations. It can

In case of Tesco, the training needs are identified by first setting targets for the business to achieve. Tesco's two main objectives for its business are to expand and diversify. Based on these targets, Tesco identifies the critical in-store and non-store activities that the employees should be able to perform, along with the required skill set and competencies for the activities.

Skinner and his colleagues (Gass & Larry, 2008), learning or a change of behaviour on the part of the learner, is brought about by a process known as 'operant conditioning' which is the result of repeated training. Operant means 'voluntary behaviour' which is the result of learner's own free-will and is not forced by any outsider or thing (Ortega, 2009). The learner will demonstrate the new behaviour first as a response to a system of a reward or punishment, and finally it will become an automatic response.

The performance measurement is a process that is use to collect, analyze and report information in regards to individuals as well as the organization performance. Performance measurement is also the strategy that is put into place to track how well the company is doing with the strategies that was put into place. Chip Conley took a different approach in measuring the aspect of the performance management system. He started looking at how he could address the higher needs of the employees and the customers. So he came up with ways he could evaluate the employees and customer. One of the ways was getting feedback from the employees in regard to the company mission and how they can be an influence to the it and do they feel that they have an impact

4.1 Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization.

Both partnerships measure their successes by using the performance measures. Performance measures are used for evaluating the impact of programs and services. It is also used for generating feedback for internal quality improvement. Performance measures can also serve as a basis for quality improvement efforts (Scutchfield & Keck, 2009).

Performance measures may be selected to directly measure areas that provide competitive advantage and that increase customer and

This is when the organization measures what the trainees have learned and how much has their knowledge has expanded as an outcome of the training. At the start of the training session, there should be a specific list of learning objectives. These points should be

Performance measurement is the process of collecting, analyzing and/or reporting of key defined metrics regarding the performance of database management components and the overall database management system.