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bellowed David to the company’s HR specialist.pdf

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1. “Alicia!” bellowed David to the company’s HR specialist, “I’ve got a problem, and you’ve got to solve it. I can’t get people in this plant to work together as a team. As if I don’t ... have enough trouble with our competitors and our past-due accounts, now I have to put up with running a zoo. You’re responsible for seeing that the staff gets along. I want a training proposal on my desk by Monday.” Assume you are Alicia. (LO 7-1)  a. Is training the solution to this problem? How can you determine the need for training? b. Summarize how you would conduct a needs assessment. a) I believe training may be the solution to this problem, however, an instructional design would need to take place. Instructional design should begin with a needs assessment, the process of evaluating the organization, individual employee, and employee’s tasks to determine what kinds of training, if any, are necessary. b) Effectively diagnosing the reasons for working environment execution issues is the initial step to illuminating them. Get the finding incorrectly, and assets might be squandered. For instance, if the issue is not just an absence of information or expertise, cash spent on preparing is probably going to be squandered and return next to zero esteem. I would take the three steps all employers are advised to take; assess employee skills, look for motivation issues and evaluate employee performance 2. How should an organization assess readiness for learning? In Question 1, how do David’s comments suggest readiness (or lack of readiness) for learning? Readiness for training is a combination of employee characteristics and positive work environment that permit training. David’s comments show a lack of readiness for training because the underlying cause of the problems has yet to be discovered before a viable solution, and only until that can a solution be created. 3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company’s fresh sh. Currently, training consists of senior sh cleaners showing new employees how to perform the job. Assuming your needs assessment indicates a need for training, how would you plan a training program? What steps should you take in planning the program? (LO 7-4) When the needs assessment indicates a need for training and employees are ready to learn, the person responsible for training should plan a training program that directly relates to the needs identified. Planning begins with establishing objectives for the training program. Based on those objectives, the planner decides who will provide the training, what topics the training will cover, what training methods to use, and how to evaluate the training . Many organizations turn to e-learning as a less expensive alternative to classroom training. What are some other advantages of substituting e-learning for classroom training? What are some disadvantages? (LO 7-5) [Show More]

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