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Time Business News
25-06-2025
- Business
- Time Business News
Strategies for and Monitoring the Effectiveness of Employee Development Programs
Abstract Employee development is a strategic component in contemporary human resource management, particularly in dynamic organizational contexts driven by innovation. This paper analyzes, from both a historical and scientific perspective, the main strategies for evaluating and monitoring the effectiveness of employee development programs. It discusses classical and contemporary theoretical models, such as those by Kirkpatrick, Phillips, and CIPP, as well as applied methodologies for measuring impact and return on investment (ROI). The growing role of data analysis and continuous monitoring in strategic decision-making within HR is also examined. The study concludes that effective evaluation not only validates investments in human development but also guides more precise, customized actions aligned with long-term organizational objectives. Keywords: Employee Development; Effectiveness Evaluation; Continuous Monitoring; Strategic Human Resources; Decision Making; ROI; Evaluation Models. Introduction In an organizational context marked by accelerated transformations, increasing complexity, and constant pressure for innovation, employee development has become one of the strategic pillars of human resource management. The ability to continuously qualify employees, align competencies with business demands, and foster learning cultures has become not only a competitive advantage but also a fundamental condition for organizational sustainability. However, for development programs to generate real and proven value, it is essential that they are systematically evaluated and monitored. The measurement of the effectiveness of these programs has shifted from being a supplementary practice to becoming a central concern on the agendas of HR leaders and decision-makers. More than simply verifying the achievement of training goals, evaluating effectiveness involves understanding the actual impact of training activities on individual performance, organizational outcomes, and strategic indicators. This paradigm shift requires the adoption of robust theoretical models, consistent evaluation methodologies, and intensive use of data and technologies. This paper aims to analyze, from a historical and scientific perspective, the main strategies for evaluating and monitoring the effectiveness of employee development programs, highlighting their contributions to strategic decision-making in human resources. By integrating theoretical foundations, organizational practices, and technological innovations, the study seeks to demonstrate how effective evaluation can transform human development into a measurable and sustainable source of competitive advantage. 1. Historical and Evolutionary Overview of Employee Development Employee development, as an organizational practice, has evolved significantly since the early models focused solely on technical training. During the Industrial Revolution and throughout the 20th century, corporate training aimed to prepare workers for operational roles, focusing on task repetition and standardization. The emphasis was exclusively functional, reflecting the prevailing Taylorist-Fordist management model. From the 1960s onward, with the rise of humanistic and behavioral theories, development began to consider relational, emotional, and motivational aspects. The role of the employee shifted from merely executing tasks to becoming an individual with needs, aspirations, and growth potential. This shift led to the emergence of programs more focused on leadership, communication, and teamwork, aligning with the idea of more flexible and innovative organizations. In recent decades, technological advancement, globalization, and digitalization have accelerated changes in the ways people work and learn. As a result, development programs have adopted continuous, personalized approaches based on strategic competencies. The focus has shifted from mere training to lifelong learning, aiming to prepare employees for uncertain and ever-changing environments. Evaluating the effectiveness of these programs has become imperative to ensure a return on investment and strategic direction. 2. Theoretical Foundations of Effectiveness Evaluation in Development Programs The evaluation of the effectiveness of employee development programs is supported by solid conceptual models that guide the collection and analysis of data on the impact of training activities. One of the most influential models is Donald Kirkpatrick's, which proposes four levels of evaluation: reaction, learning, behavior, and results. Each level expands the complexity of the analysis, requiring specific methodologies to capture the transformations generated by the program. Despite the widespread adoption of Kirkpatrick's model, critiques point to its linear rigidity and limitations in capturing contextual variables. In response to these gaps, Jack Phillips proposed adding a fifth level to the model: calculating Return on Investment (ROI). This approach allows for associating measurable gains from the program with its financial costs, enhancing the strategic value of the evaluation for top leadership. Another relevant contribution is the CIPP (Context, Input, Process, Product) model by Stufflebeam, which broadens the scope of evaluation by considering contextual factors, available resources, formative processes, and products generated. This model is particularly useful in formative evaluations, as it allows for adjustments during program execution, optimizing outcomes. The integration of these models contributes to more comprehensive analyses that are better aligned with the complexity of today's organizational environments. 3. Strategies, Methods, and Evaluation Tools The practical application of effectiveness evaluation requires the adoption of strategies that integrate different methods, metrics, and tools. The use of reaction and satisfaction surveys is a common practice, typically applied immediately after training sessions. While simple and easy to implement, this method has low correlation with the actual effectiveness of learning and is more useful for making minor adjustments to the format or pedagogy of programs. Learning evaluation, on the other hand, requires comparing performance before and after training. Knowledge tests, simulations, case studies, and practical activities are commonly used. This approach allows for objective measurement of the knowledge acquired but does not, by itself, ensure that the learning will be transferred to the workplace environment. Behavioral evaluation and the monitoring of organizational performance indicators are crucial for verifying the transfer of learning and its real effects on company outcomes. This stage involves the collection of observational data, structured feedback, interviews, as well as the analysis of indicators such as productivity, absenteeism, turnover, and engagement. Integrating this data into performance management systems provides a more strategic view of the impacts of the programs. 4. Continuous Monitoring and Data Intelligence in People Management Continuous monitoring of program effectiveness represents an advancement over point-in-time evaluations. This approach entails the systematic collection and analysis of data throughout the entire program lifecycle, from design to final outcomes. This enables real-time corrective interventions, promoting immediate gains in efficiency and effectiveness. Digital tools and People Analytics systems play a central role in this process. By integrating data on performance, behavior, feedback, and learning pathways, interactive dashboards can be created to provide up-to-date insights for managers and HR professionals. This practice contributes to faster decision-making, grounded in concrete evidence. Additionally, continuous monitoring allows for the personalization of development pathways based on identified gaps, promoting more relevant and individualized learning. The use of artificial intelligence and predictive algorithms expands the possibilities for analysis, anticipating future qualification needs and preparing the workforce for the organization's strategic challenges. 5. Challenges in Implementing Effective Evaluations Despite methodological and technological advancements, many organizations still face significant barriers to the effective implementation of evaluations. One of the main challenges is cultural resistance, both from employees and leadership, to the systematic measurement of results. There is also a tendency to view development programs as 'intangible' investments, making it difficult to create clear metrics and measurable objectives. Another important obstacle is the fragmentation of information systems, which prevents integration between learning platforms, performance management systems, and data analysis. The lack of adequate technological infrastructure limits HR's ability to conduct predictive analysis, hindering continuous monitoring and the strategic use of collected information. Furthermore, there is a lack of technical training among HR professionals in areas such as statistics, data analysis, and evaluation methodology design. To overcome these limitations, it is necessary to invest in training, the adoption of technological tools, and the development of an organizational culture oriented toward evidence-based learning. This will allow organizations to advance in analytical maturity and achieve greater returns on investments in human development. 6. Conclusion: Evaluation as a Strategic Axis of People Management Evaluating and monitoring the effectiveness of employee development programs is more than an operational requirement: it is a strategic practice that directly contributes to organizational sustainability and innovation. Through scientific and technological methods, it is possible to validate the effectiveness of training activities and align development investments with business priorities. The adoption of robust evaluation models, combined with the use of real-time data, strengthens HR's ability to act as a strategic partner to top management. This means making evidence-based decisions, anticipating scenarios, identifying risks, and promoting a culture of continuous improvement centered on human capital. The future of people management is directly linked to its ability to generate measurable impact. To achieve this, it is essential that development programs are designed with clear objectives, implemented with appropriate methodologies, and evaluated with scientific rigor. Only then will it be possible to ensure that employee development moves beyond a promise and becomes a true competitive differentiator. About the Author Renato Afonso Arraes Menezes Netto Sodré is a professional focused on leadership development and achieving tangible results through employee development. Throughout his career in various organizations, he has distinguished himself by identifying and developing leaders, offering programs focused on team management and leadership skills. His methodology involves creating and implementing training initiatives tailored to the specific needs of employees and the company, with rigorous tracking of employee progress and adjustments to the programs as needed to ensure maximum effectiveness. In addition to his experience in training and development, as the owner of Sodré Serviços de Promoção de Vendas, Marketing e Treinamento LTDA., Renato also manages strategy, planning, financial management, operations, marketing, and sales, demonstrating a holistic and business-oriented approach. TIME BUSINESS NEWS
Yahoo
13-06-2025
- Yahoo
NOPD officials release footage from officer-involved shooting incident
NEW ORLEANS (WGNO) — Officials with the New Orleans Police Department released and discussed video on Thursday showing an officer-involved shooting incident that happened on May 28. According to the NOPD, the shooting happened in the 3500 block of Marais Street. Chief Anne Kirkpatrick says an officer was responding to a hit-and-run call. From there, the problems started when he ordered the man who was standing outside the car to put his hands up. 'The suspect says to the officer and shouts back over the street traffic, I don't want to shoot you,' Kirkpatrick said. Second in-custody death reported at Jefferson Parish jail The video shows the man get back in the car and take off. 'The fact that this person drove off and ran away, drove away did not meet our policy,' Kirkpatrick said. 'That would have allowed them to pursue.' A short time later officers came in contact with the same vehicle and suspect in an apartment complex, ordering him out of the car. Kirkpatrick says her officers opened fire after the suspect got out of the car and pointed at them like he was holding a gun. 'The officer shoots two rounds and then, takes cover,' Kirkpatrick said. 'The suspect is going to turn to the other officers and make the same motion. And then you're going to see the other officers also start to shoot.' Three officers fired a total of sixteen rounds. 'Stop, stop, stop,' said Sergeant Edwin Patrick. Once it was determined the man was not a threat, Sergeant Patrick told everyone to stop shooting. The suspect arrested shortly after in the 1400 block of Gallier Street. Kirkpatrick commends the officer, saying situations like this are intense. 'These events may start fairly nominal, lower-level type of calls for service, and they just turn on a dime on you,' Kirkpatrick said. 'Yet they're making split-second decisions. And so, this was one in which, clearly there was a threat.' New Orleans public defenders prepared to aid if Antoine Massey, Derrick Groves surrender The Chief stands by the actions of her officers, stating this is another case of an officer trying to help someone and it escalates. The suspect sustained minor injuries, such as cuts and abrasions, and was taken to a local hospital. Kirkpatrick says additional charges have not been filed against the suspect. The investigation into the incident remains with stars of new movie, 'Deep Cover' Man arrested for allegedly giving out face shields to 'suspected rioters' at LA protest Border Report Live: 'You cannot cross through here' Sen. Bernie Sanders brings 'Fighting Oligarchy' tour to Shreveport Hispanic Republicans urge ICE to focus on deporting criminals Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
Axios
12-06-2025
- Politics
- Axios
Public satisfaction grows for NOPD, but drops for Cantrell
The New Orleans Police Department continues to improve its public satisfaction rating, while Mayor LaToya Cantrell 's keeps dropping, according to a new community poll. The big picture: NOPD Superintendent Anne Kirkpatrick has the highest approval rating for an elected officials in the city, according to the survey from the New Orleans Crime Coalition. The police department's satisfaction rate (31%) was the lowest it had been in more than a decade when Kirkpatrick started in 2023, according to the group's surveys. It's now up to 47%, with a majority of surveyed residents (54%) saying they feel the city is safe. Zoom in: 65% of respondents said they think the city is on the wrong track. Approval ratings for Cantrell (27%, down from 31%) and Orleans Parish Sheriff Susan Hutson (18%, down from 32%) dropped this year. City Council's stayed pretty much the same (47% this year and 48% last year). The poll was taken after 10 inmates escaped from the Orleans Justice Center, which Hutson manages. This is how public officials and agencies fared in the job approval survey: Winners Kirkpatrick (53% approval) DA Jason Williams (51%) NOPD (47%) City Council (47%) Losers Sewerage & Water Board (79% disapproval) Cantrell (62%) Hutson (62%) Meanwhile, New Orleans voters will elect a new mayor and sheriff this fall. This poll has Michelle Woodfork in the lead for the sheriff's job and Helena Moreno leading in the mayor's race. See our running list of mayoral candidates. Zoom in: This is the 16th annual NOPD Citizen Satisfaction Survey from the New Orleans Crime Coalition. The group says it started it in 2009 to highlight areas needing improvement and to encourage reforms within the department. The Greater New Orleans Foundation, GNO Inc. and the Business Council of New Orleans and the River Region paid for this year's survey. How it works: Faucheux Strategies conducted the phone survey from May 27 to June 4 to track key metrics related to residents' perceptions. The poll surveyed a representative sample of 800 New Orleans adults and has a margin of error of 3.46%.
American Military News
10-06-2025
- Politics
- American Military News
Pentagon used UFO conspiracies to hide secret weapon programs: Report
A new report claims that the Pentagon used unidentified flying object (UFO) disinformation to hide secret weapon programs from the Soviet Union during the Cold War. The report noted that the disinformation shared by the Pentagon resulted in multiple UFO conspiracy theories. In a review of a 2024 Pentagon report on UFO sightings, The Wall Street Journal claimed that some of the most common theories regarding UFOs, including reports about aliens being held at Nevada's Area 51, were directly encouraged by the Pentagon to hide details on various secret weapon programs. According to The Wall Street Journal, evidence based on interviews with roughly two dozen U.S. military contractors, scientists, and officials and thousands of pages of documents, emails, text messages, and recordings reportedly show that the U.S. government engaged in efforts to encourage UFO conspiracies since the 1950s. The Wall Street Journal reported that the Pentagon's 2024 report indicated that a Nevada bar owner near Area 51 was given fake photos of flying saucers near Area 51 by an Air Force colonel in the 1980s. The Air Force colonel told the Pentagon's investigators that he was given a mission at the time to share disinformation and protect the true objective of Area 51, which was to test the F-117 Nighthawk stealth airplane. READ MORE: Video: Pentagon whistleblower says gov't restricting UFO retrieval info According to The Wall Street Journal, the U.S. military determined that its secret weapon and technology programs could be hidden from the Soviet Union during the Cold War by encouraging UFO conspiracy theories. The Wall Street Journal reported that Sean Kirkpatrick, the former director of the All-domain Anomaly Resolution Office, found multiple examples of the Pentagon spreading disinformation regarding UFO sightings, including an incident that involved the Air Force hazing multiple military members by introducing them to a fake unit allegedly responsible for investigating alien aircraft. The outlet noted that Kirkpatrick also determined that the government intentionally withheld information from the public regarding documented sightings of secret military projects. In an interview with The Wall Street Journal, Robert Salas, a former Air Force captain, said, 'This is a gigantic cover-up.' In a statement obtained by The Wall Street Journal, the Department of Defense said, 'The department is committed to releasing a second volume of its Historical Record Report, to include AARO's findings on reports of potential pranks and inauthentic materials.'
The Irish Sun
08-06-2025
- The Irish Sun
Bombshell report reveals Pentagon fueled UFO myths around Area 51 to hide classified weapons program
SOME wild UFO conspiracy theories were deliberately cooked up and stoked the Pentagon itself, a bombshell report has revealed. The U.S. Department of Defense spread claims that aliens were kept at Area 51 to cover up secret weapons programs, according to an investigation by The Wall Street Journal. 4 Some UFO conspiracy theories actually began inside the Department of Defense, the WSJ revealed Credit: Getty 4 The purpose of the rumours was apparently to divert attention from secret weapons testing Credit: Getty 4 This was quietly left out of the Department of Defense's 2024 transparency report Credit: Getty In the 1980s, a U.S. Air Force colonel visited a bar near Area 51 in Nevada and handed the owner doctored photos of flying saucers near the military base. The photos were pinned to the walls - and before long, local legend, followed by the rest of the world, had it the U.S. military was secretly testing recovered alien tech. This came to light in a shocking review of the 2024 Defense Department report published by The now-retired officer admitted to Pentagon investigators in 2023 that he was on an official mission to hide the site's real purpose. Read more world news What was really happening at Area 51 was the secret testing and development of weapons programs and a stealth warplane - the F-117 Nighthawk - seen as vital to keeping an edge over the Soviet Union during the Cold War. But the Pentagon dismissed claims of a government UFO cover-up in their report last year. The WSJ argues that not only did the government mislead the public but it actively fuelled UFO myths. The report writes: "The Pentagon itself sometimes deliberately fanned the flames, in what amounted to the U.S. government targeting its own citizens with disinformation." Most read in The US Sun It includes findings made by Sean Kirkpatrick, the first director of the All-domain Anomaly Resolution Office (AARO), who in 2022 was tasked with investigating countless UFO theories. Kirkpatrick discovered several conspiracies that traced back to the Pentagon itself. I'm an Area 51 investigator – FBI raided my home & tried to silence me but I know secret UFO base is hiding new weapons For example, his team found out that the Air Force had initiated new recruits by giving them mock briefings about a fake unit called 'Yankee Blue' - which supposedly investigated alien spacecraft. Under strict orders to keep quiet, many people never discovered that this was a prank, Kirkpatrick's team claimed. The strange practice continued until 2023 when the Pentagon finally issued an order across the DoD to put an end to it. Another finding by Kirkpatrick, reported by the WSJ, was that the government deliberately misled the public about secret military projects. For instance, Robert Salas, a former Air Force captain, claims he saw a UFO hover over a nuclear missile site in Montana in 1967. In reality, what he saw was a test of an early electromagnetic pulse (EMP) designed to see if American silos could survive atomic radiation and retaliate if the Soviet Union struck first. The test failed and Salas was told to never discuss what he saw, the report tells. A DoD spokesperson admitted to the WSJ that the government has not shared all of AARO's findings, saying a new report due later this year will be clearer. Sue Gough said: 'The department is committed to releasing a second volume of its Historical Record Report, to include AARO's findings on reports of potential pranks and inauthentic materials.' It comes as a photo claiming to show a 1,000ft-wide silver The picture was allegedly snapped by an airline pilot in 2021 while flying 21,000ft above the Four Corners Monument - spanning New Luis Elizondo revealed the photo during a UAP Disclosure Fund event. But sceptics were quick to challenge the discovery - claiming the photo merely showed irrigation circles that are common in desert climates. 4 Illustration of two UFOs flying in fog with light below. Credit: Getty
