Measuring The Effectiveness Of Programs - 974 Words

MEASURING THE EFFECTIVENESS OF PROGRAMS A.G. Lafley, PG’s Chairman of the Board, once said A diverse organization will out-think and out-perform a homogeneous organization every single time. (Allen, Munn, Neck, n.d.) However, the concept of diversity management is a relatively new idea in corporate America. The scope of the work, as well as the measure of results are not quite a hard and fast set of rules and predictable outcomes as other aspects of business management can be. While new research is emerging that will give a clearer picture of what aspects to focus on to produce the desired outcomes, there are currently a few initiatives that are believed to be most effective. In a commentary written by diversity professionals, including a former Chief Diversity Officer from PG, they suggest the adoption of voluntary standards. (Biga, Martin, Brown-Davis, 2013) Suggested practices and processes included in these efforts should be to ensure inclusion in talent acquisition, talent management, and leadership training and development. They also propose that the success in these efforts be measured by three factors as well. Talent acquisition, measured by the diversity of the applicant pool and inclusiveness of the hiring process, and selection ratios need to be relatively equivalent across relevant demographic groups. If not, any selection methodology should be reexamined. Talent management - are high potential talent pools diverse? Are internal talent decisionsShow MoreRelatedMeasuring Effectiveness of Training Program6662 Words   |  27 PagesIn developed countries, increased knowledge and skills are the latest resources that can be mobilized by training, without heavy demands on scarce capital and scarce foreign exchange. 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