Each year, 20 employees are selected for entrance into a management training program, and at the end of the program, many are placed into management positions in the organization. Performance ratings, attendance records, performance potential ratings and interviews are used to identify the 20 employees who receive offers to enter the training program. This year, 300 employees were considered for entrance into this program (200 women and 100 men). In the end, 13 women and seven men were presented with offers. a) What is the selection ratio for women? (input your answer as a percentage to one decimal place, e.g., “3.6%”) Blank 1 b) What is the selection ratio for men? (input your answer as a percentage to one decimal place, e.g., “3.6%”) Blank 2 c) Compare the selection ratios for the male and female candidates using the 4/5ths rule. Is there statistical evidence of adverse impact in this case? (answer “Yes” or “No”) Blank 3

I need a discussion response to my peers post Employee training and development is very important in today’s society, it created a great impact on organization, it help to identify and address weakness, improved employees performance, consistency and satisfaction. According to research; “training and development program have the advantage over employees in other company who are left to seek out training opportunity on their own” (Mazenod, A. 2013). “In today’s economy employees have less loyalty to an organization and are quite willing to move to another organization to advance their careers” (Blanchard, P.N. & Thacker, J. 2013). In addition, to keep valuable employees in this competitive job market organization have taken the interest of their employees more seriously; they implement additional training and give employees the opportunities to enhance their skills. According to the text, “an important part of the development process is to offer to help employee develop skills for the future (personal development), not just for present job” (Blanchard, P.N. & Thacker, J. 2013). In addition, there has been a big emphasis on management training, the best qualities can be attain in any manager or leader when they have to face adversity, criticism, disappointments, pain, anger and ultimately rise out of those situation, a better person, stronger and unscathed. For example, a recent incident at my workplace required management to implement lunch schedule for the department. During lunch hours which are from noon to 2:00 p.m., it became obvious; everyone was leaving and returning at various times. This started to impact staffing, because no one was available to respond to incoming phone calls on our hotline. This was a dedicated phone line and because of these issues, numerous escalations ensued. Management knew the backlash would be very vocal, especially from senior staff members. Therefore, they sent an email to everyone and suggested we coordinate and discuss what times would be appropriate for all. Ultimately, this served to be a very bold decision but it was one that everyone was able to compromised and effectively resolved. Managers carry a different and more complex burden for ensuring the success of the enterprise than do nonmanagers” (Blanchard, P.N. & Thacker, J. 2013). Word count 396 References: Blanchard, P.N. & Thacker, J. (2013). Effective Training: System, Strategies, Practice (5th ed). New York, NY: McGraw Hill. Mazenod, A. (2013). Engaging employers in workplace training – lessons from the English Train to Gain programme. International Journal of Training and Development, 18(1), 53-65. doi:10.1111/ijtd.12020