and researched during certain training times. Once that is done, they would then be more accurate with the percentages to really say that it is making a difference. I would suggest that IHG include goal setting to improve its overall evaluation of the effectiveness of the virtual leadership program. Goal setting refers to the process of employees developing short and long- term development objectives (Noe, pg. 371.) These goals are usually discussed with the manager and written into a development plan. An effective development plan focuses on development needs that are most relevant to the organization’s positions. This can be reviewed with the employees, so they know where they stand and see what assistance is needed. Additionally, IHG should use guest evaluation scores, employee job knowledge surveys, and employee engagement in the company to help score whether the program is successfully working how they are wanting it to.
References Noe, R. (2013). Employee Training & Development. (6th Ed.) New York, NY: McGraw Hill.
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