Introduction
Evaluating the task at hand is crucial to ensure a smooth flow of operations during the entire training time. The framework used for the assessment will be the Systematic Review developed by the Cochrane Collaboration. It is particularly designed to provide a comprehensive and unbiased overview of the literature on a given topic. These protocols become the significant guidelines to lead every personnel in the program and the criteria used in selecting and evaluating the program’s effectiveness (Syed & Ozbilgin, 2019). The framework’s three essential aspects related to diversity, equality, and inclusion criteria should be present (Janssens & Steyaert, 2019).
For the training to take place, first, there needs to be a clear purpose and aim as to why it is taking place to avoid confusion halfway through the process. The flexibility part considers the different learning modules and styles and the platforms used.
Rationale
The assessment will cover a broad category of sections to ensure that all sections are protected and that all the employees are satisfied. Some sections entail demographics, training criteria, dissemination, and feedback, another primary area. These sections are guided by questions that will qualify the employees to either participate or give their views in response to the training program developed for their benefit (Macke & Genari, 2019). The information received from these sections becomes crucial in evaluating the assignment to disseminate the exact training.
The first section in the rationale entails demographics which acts as the primary factor to either allow the employees to engage in the training or not. The questions that can be the guidelines in this section include the type of gender of the employee, their job titles, and the departments in which they are situated (Coe et al., 2019). Additionally, the question of their years of experience at the company or any other becomes critical regarding the highest level of education attained.
The next rationale section encompasses the training program and all its diversity, equality, and inclusion knowledge (Stahl et al., 2020). Some of the sidelined questions include whether they have ever received the training from other companies and, if so, whether it happened to be mandatory or voluntary. The employees can also be asked about the overall quality of the training and if they would be interested in another exercise
The section covering dissemination of the evaluation encompasses the following questions. Which way would they require the training to be delivered, and how often should it occur? Additionally, there should also be a question that stipulates the training format since others might prefer online lectures while others attend physical meetings (Stone et al., 2020). There should also be a safe space for general contributions and suggestions on improving the process (Nkomo et al., 2019). The last section which majorly becomes classified as pertinent information represents the feedback that would contain questions that rate the scope of understanding and the plans the employees need to solve. Some of the questions in this rationale would be the type of format they wish to have the feedback on and whether they would like to participate in the feedback process (Shore et al., 2018).
Response Rate
There is much anticipation that the response rate will be very high and at least fifty percent of the Acme employees will provide a response. The fact that the survey would be anonymous would offer the over two hundred human resource professionals the freedom to air out their views.
Conclusion
The assessment will be rolled out to almost all the employees of the United States to provide an adequate comparison among all of them (Ohunakin et al., 2019). The presence of technology will make it easier since they will be sent via email, and the time duration for the evaluation will be quarterly. The employees will be given two weeks to complete the training to ensure that the Acme human resource professionals start their task of upholding diversity, equality, and inclusion (Lechuga Sancho et al., 2018). The data would then be analyzed using criteria based on the company, the department, and the various years of experience that these people have during the entire work process.
References
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