HRM Training effectiveness
Evaluation is an important component of training. What strategies do you all have to evaluate training effectiveness? Are these strategies effective? Why or why not?
How would one best determine the appropriate length of time for training in a particular job? How could one accelerate training while retaining the key job functions required to learn.
With E-business being alive and well, I am curious what kind of HR support systems you have. Do you process things via paper or do you have an electronic HR system where things are processed electronically. If the latter, are there some things that still must be processed manually via paper?