Human Resources Management (HRM)

Human Resources Management (HRM)




Human Resources Management (HRM)



Lessons from the Thirtymile Fire — Missoula Technology & Development Center, Fire, Aviation and Residues, 5785 Hwy 10 West, Missoula MT  59808, (406) 329–3958.


– United States Forest Service


The feedback form utilized by the United States Forest Service provides adequate and effective avenues for ensuring anonymity and confidentiality for the participants. This is influenced by the need to ensure that the feedback provided is based on honest responses with minimal fear of reprisals from the management or trainers in the program.


There are minimal instructions given that it is assumed that the participants have been notified orally of the importance and objective of participating in the survey. In addition, the available instructions notify the participants that they should check components that they deem as relevant and in respect to their individual experiences and outcomes from the training program. The lack of instructions is influenced by the need to ensure that the participants utilize their anonymity to provide accurate description of their experiences in relation to the training program or workshop.


  1. Position in the organization

This was utilized to evaluate the role of the participants in the training program based on their professional capacity. Classification of attendees was as facilitators, trainee, web based training, self-paced web training, and other capacities which individuals were asked to clarify.

  1. Necessity (optional or mandatory)

This sought to understand of the attendance to the workshop or training program as either mandatory or optional.

  • Outcomes compared to expectations

This section asked the participants about the perceived benefits and outcomes from the workshop or training program in relation to their expectations.

  1. Rating

This section asked the participants to rate the effectiveness of the program in relation to individual expectations on five scales namely “One of the Worst”, “Below Average”, “Average”, “Above Average,” and “One of the Best.” In addition, based on these rankings elements, namely course content, course materials, presentation style, joint exercise content, open discussions, availability of support materials, were evaluated to understand the overall effectiveness of the program.

  1. Referral to other colleagues

This questioned the willingness of the participants to refer the program to the colleagues, to understand if it was effective and met the expectations of the participants. This was evaluated on five scales namely “Definitely,” “Probably”, “Not certain”, ‘Probably not”, “Definitely not”


The participants were expected to provide comments on their experiences as they related to the program and presumed outcomes and effectiveness of the program or workshop.


There are six items provided. The survey is relatively short and straightforward, which makes it favorable for the participants to provide accurate and short information. It is estimated that the survey can take less than 15 minutes to complete with a high level of sufficiency.

Statistical Analysis

It can e be noted that the survey can utilize descriptive and parametric analytics to understand the effectiveness of the program. Parametric analysis would evaluate the causality of attendance as well as the correlation between attendance and positive outcomes. A parametric analysis would be effective in enabling the development of inferences over the effectiveness of the program in relation to the expectations of the participants in the program. In addition, descriptive analytics would describe the rate of success of the program based on the responses provided, enabling an overview of the overall effectiveness and success of the program.







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