HR Development And Training

Analyze the information provided in a case study and write a 5-6 page paper outlining your recommendations for a training program.


For this assessment, you will analyze the information provided in a case study and write a 5–6 page professional assessment of a training program, including ethical and fairness issues, types of training intervention that might be necessary, and methods to explore training issues and monitor effectiveness of a training program.
One of the roles I-O psychologists often perform is evaluating training programs. To do this, I-O psychologists employ different methods and models to use in their evaluations.
Developing the talent and human capital to sustain organizational competitiveness is a critical aspect of the work of a psychological practitioner. Understanding learning and educational theories and their applications will contribute to the transfer of skills learned in the courseroom to the field. Acquiring new skills and developing new abilities helps organizations respond to change.
Evaluating the effectiveness of training and its subsequent value is a large undertaking for any training department. Understanding what you want the participants to achieve after the training is very important. Is the training designed to inform, provide a new perspective, or change the behaviors of the participants? In some instances, the training event may be to inform the participants of a new law or regulation. In this case, you may not be able to asses a change in behavior, but only in knowledge.
As you review the various levels of training and their subsequent focus, understanding the various levels of evaluation is also important. Kirkpatrick (1998) developed a model of evaluating training in which the responses from the participants determined the efficacy and effectiveness of the training event.
Regardless of the method of training evaluation that an organization selects, it must select one that works for the industry, participants, and structure of the organization. An organization that does not evaluate its training programs in some method is likely not getting the most return on its training investment.
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.
New generations may have a higher comfort level with technologies that were introduced during their lifetime. Consider technologies introduced during the past 15 years.

  • What implications may the increasingly virtual workplace have for both HRM and I-O application?
  • How could an organization’s HRM efforts incorporate these technologies while addressing the impact they might have on how employees work?

Kirkpatrick, D. (1998). Evaluating training programs: The four levels. Berrett-Koehler Publishers.


You will use this case study to complete the assessment. Read it critically and take careful notes so you can relate the case details to the concepts of this assessment.

  • Clark, R., Kimbell, J., Philpot, D. & Terry, N. (2016). Hazing and bullying in the NFLJournal of Business Cases and Applications (16), 1–19. This case study will be used to complete Assessment 3, Human Resource Development and Training.

Overview and Deliverable

An I-O psychology practitioner working with HRM will need to work within the context of various restrictions and regulations, which may be either organization-specific or industry-specific or both. Regardless of the regulations, an I-O psychology practitioner must be able to recommend effective strategies that comply with legal restrictions and regulations, as well as with the internal rules and policies of each particular organization.
Imagine you are an I-O psychologist who has been hired to advise the HR leader in the case study, “Hazing and Bullying in the NFL.” Even if employees are the primary source of discrimination, the employer is accountable if condoning behavior that facilitates a hostile work environment. Let’s suppose that in your conversations with the HR leader, you both agree that a training program will be an effective tool with respect to modifying the NFL culture of hazing and bullying. You will write a write a report that lays out the training needs and gaps, issues, and what the training intends to achieve. Your report should also include components you believe this training needs to include and how its effectiveness will be measured over time.


Using the case study, “Hazing and Bullying in the NFL,” write a professional assessment in which you:

  • Analyze the ethical or fairness issues presented in the case study.
  • Analyze important points from what you learned about the connection between workplace bullying and performance, to determine what type of training intervention might be appropriate.
  • Analyze a training method you would use to further explore the training issues facing your chosen employee or position. What would the desired outcomes be? List and explain at least 3.
  • Analyze an evaluation method you would employ, such as the Kirkpatrick Training Evaluation model, to monitor the short- and long-term effectiveness of the training program. Reference and apply an I-O psychology training evaluation.

Additional Requirements

  • Written Communication: Written communication should be free of errors that detract from the overall message.
  • APA Formatting: Resources and in-text citations should be formatted according to current APA style and formatting.
  • Length: 5–6 pages in content length. Include a separate title page and a separate references page.
  • Font and Font Size: Times New Roman, 12-point, double-spaced.
  • Number of Resources: 8–10 peer-reviewed resources.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Analyze the psychological theories of personnel and human resource management.
    • Analyze an approach for solving a human resources challenge.
  • Competency 2: Analyze the foundational models, concepts, and practices of personnel and human resource management.
    • Compare the role of an I-O psychologist with that of a human resources management (HRM) professional.
  • Competency 3: Analyze the psychological tools, methods, and practices typically used in personnel and human resource management.
    • Analyze the benefits to an organization of an I-O psychologist consultation.
    • Examine an I-O psychology instrument used to conduct an organizational assessment.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
    • Write coherently to support a central idea in appropriate format with correct grammar, usage, and mechanics.