Deprecated: Function get_currentuserinfo is deprecated since version 4.5.0! Use wp_get_current_user() instead. in /home/mcdonal2/public_html/wp-includes/functions.php on line 5380
Managing the Evaluation Function Archives - MSM, LLC
Jul 112011
 

Managing the Evaluation Function – Blog 4: Staffing the Function

Evaluation Function: Posted by Dave Basarab on Mon, Jul 11, 2011, evaluate training

After an organization’s work processes are in place, the evaluation function needs people with the right skills, knowledge, and abilities to fill in that function. People are an organization’s most important resource, because people either create or undermine an organization’s reputation for quality in both products and service.  In addition, an organization must respond to change effectively in order to remain competitive. The right staff can carry an organization through a period of change and ensure its future success.

The first decision you will need to make is based upon the Training Evaluation Function’s mission and vision – how many full time equivalents (staff) do I need for the work to be done?  Does the nature of the work require a full-time employee or can it me absorbed into existing headcount (trainers, designers, or developers)?  You need to make these decisions before proceeding.

If you decide that the work requires additional resources (people), you need to make another decision – permanently staff it or use consulting services.  There is no right answer here – use the Training Evaluation Function’s mission, vision, and work processes to help you decide.

Whether you hire permanent staff or bring in consultants, begin the process of staffing training evaluation, with evaluator competencies from ibstpi (International Board of Standards for Training, Performance and Instruction).  This set of competencies can be found here and allow you to employ competency based hiring where an individual’s core competencies are determined by two groups of factors: (1) skills, knowledge, and technical qualifications and (2) behavioral characteristics, personality attributes, and individual aptitudes. Although traditional hiring has focused primarily on evaluating a candidate’s skills and technical qualifications, a competency-based approach includes an analysis of a candidate’s (or consultant’s) behavioral characteristics as well.  Competency-based hiring is grounded in the identification of core competencies required for success and the subsequent evaluation of each candidate’s demonstration of those competencies in their past experiences.  I suggest using the ibstpi evaluator competencies.

http://www.evaluatetraining.com/blog/bid/40544/Managing-the-Evaluation-Function-Blog-4-Staffing-the-Function

==================================================================

To Discuss how these Solutions will add value for you, your organization and/or your clients, Affinity/Resale Opportunities, and/or Collaborative Efforts, Please Contact:

Tom McDonald, tsm@centurytel.net; 608-788-5144; Skype: tsmw5752

McDonald Sales and Marketing, LLC