Hello Rita,
To find out what are the underlying issues causing poor morale, you might want to consider running an organizational culture or climate survey. Another option is to help managers and supervisors lift morale. Our eBook 2 Way Feedback at
http://www.businessperform.com/html/...unication.html
is designed precisely for this purpose. It is easy to read and has lots of practical suggestions on how to engage and motive employees for better performance.
Also, our webpage on workplace environment at
http://www.businessperform.com/html/...vironment.html
discusses the most important factors around motivating employees.
I hope this helps.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
6To find out what are the underlying issues causing poor morale, you might want to consider running an organizational culture or climate survey. Another option is to help managers and supervisors lift morale. Our eBook 2 Way Feedback at
http://www.businessperform.com/html/...unication.html
is designed precisely for this purpose. It is easy to read and has lots of practical suggestions on how to engage and motive employees for better performance.
Also, our webpage on workplace environment at
http://www.businessperform.com/html/...vironment.html
discusses the most important factors around motivating employees.
I hope this helps.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi!
in addition to what my collegues has already suggested, my point of view is tracking effectiveness is a cyclic process. at the time of designing the modules (must, should and could factors)of ur traning u may have decided the objectives of training that at the end of the training the participants would acquire certain competency (knowledge, skills and attitudes). with reference to that only u can track the impact of ur training. it would not be out of place to mention that pre training analysis of competency level of the participants plays a crucial role in deciding the effectiveness (impact) of ur training at the end which is a part of training evaluation mechanism.
hope this will help u in understanding the whole scenario, incase u need further clarifications, u are welcome.
best regards
alok
From India, Bharat
in addition to what my collegues has already suggested, my point of view is tracking effectiveness is a cyclic process. at the time of designing the modules (must, should and could factors)of ur traning u may have decided the objectives of training that at the end of the training the participants would acquire certain competency (knowledge, skills and attitudes). with reference to that only u can track the impact of ur training. it would not be out of place to mention that pre training analysis of competency level of the participants plays a crucial role in deciding the effectiveness (impact) of ur training at the end which is a part of training evaluation mechanism.
hope this will help u in understanding the whole scenario, incase u need further clarifications, u are welcome.
best regards
alok
From India, Bharat
No training ----> slow work, many mistakes, much rework, poor morale
Training ----> fast work, few mistakes, little rework, high morale
Workplace environment and training ---> http://www.businessperform.com/html/...vironment.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Training ----> fast work, few mistakes, little rework, high morale
Workplace environment and training ---> http://www.businessperform.com/html/...vironment.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Training Effectiveness Chart.jpg
Diagnosing Organizational Effectiveness.p pt
Effectiveness of Communication & Bipartite Fora.xls