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Training evaluation: prescription for improvement

Article Abstract:

A survey of 212 members of the American Society for Training and Development was conducted to determine what training evaluation techniques generate the most effective results. Three evaluation methods were identified as the most effective: the results method, the behavior method, and the competency method. Research results indicate that the best method for training and development (T&D) analysis may depend on the type of environment used for training. The method cited most often as the one used to evaluate training program results was the reaction method. Study findings indicate that executives who want to develop effective training programs can take numerous actions, including: integrating T&D with corporate strategic plans, providing necessary resources to evaluate training results, and establishing a network of information.

Research, Evaluation, Human resource management, Management research, Employee training, American Society for Training and Development

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The impact of automation on direct labor costs

Article Abstract:

The move toward automation in factories will require new methods of allocating labor costs. Automation can change direct labor variances and create wider tolerances unless monitoring systems are adjusted. Automation can also result in inaccurate overhead allocations causing poor decision making and inaccurate inventory statements. Proper operational monitoring for automated systems requires that direct labor variance tolerances be adjusted to a percentage basis, and that direct labor hours be replaced with machine hours.

Analysis, Management, Automation, Managerial accounting, Labor costs

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