Supporting Lectures:
Review the following lecture:
What Is Good Training?
Introduction:
Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.
Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.
Tasks:
Choose one of the following questions.
Question 1:
You have been promoted as a senior consultant in a very successful training company. Your supervisor, a partner in the firm, darkens your office door with an opportunity. A company needs help. It is getting into a new line of manufacturing and needs a high-caliber SME to evaluate its employees for any KSAO’s that may need remedies. Explain how you would determine whether employees have the reading level necessary to succeed in a training program.
Question 2:
As a highly respected team member in the HR department, your boss asks whether you have time to go talk with the new manager of a sales and marketing operation named Ms. Spring Freeze regarding a training situation. After considerable discussion with the lady, she says, “Why do I need to tell you what type of learning capability I’m interested in? I just want a training program to teach employees how to render a good customer service.” Please explain to Ms. Spring Freeze how “good customer service” can be translated into different learning outcomes.
Submission Details:
To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Your initial posting should be addressed at 500–1000 words as noted in the attached PDF.
Instructions
Supporting Lectures:
Review the following lectures:
Needs Assessment
What Is Good Training?
Introduction:
You are a seasoned and top industry training consultant for many industries. You have received an invitation from a very large North American freight transportation company that has over 32,500 miles of routes in twenty-eight states and three Canadian provinces. The railroad company hauls agricultural, consumer, and industrial products and coal with twenty-five intermodal facilities and has access to forty ports. The company owns and operates approximately 8,000 locomotives and employs over 41,000 people. The corporation acknowledges that the highest quality safety is an inviolate objective. The corporation wants well-trained employees who share its vision for an injury- and accident-free workplace and who are willing to care for and protect one another. At the present time, and thanks to the employees’ commitment, a carefully maintained network, equipment, and well-prepared communities, the organization is a safety leader in the rail industry. It wants to establish a new process named “Approaching Others About Safety” (AOAS). This will be a training program for all railway employees. One of the goals of the program is for its employees to be confident about giving feedback to each other about safe behavior and avoiding unsafe, hazardous, and risky situations.
Therefore, all the employees need to learn the value of providing feedback when they see unsafe, dangerous, or perilous behaviors and situations. This comprehends “positively” recognizing and diagnosing when someone is working safe and sound . . . or correcting his or her actions when an employee perceives that another employee is at risk. The organization’s preliminary thought is that training should concentrate on the types of exposure that tend to result in most injuries. This may include walking and the path of travel around trains, rails, and equipment. Also, pinch points between railway cars and climbing or descending locomotives and railway cars must be included.
Tasks:
Explain your understanding of the learning process in general terms.
Analyze the different types of instructional characteristics that this program should have for learning and transfer to result in a process that decreases injuries, accidents, and lost workforce hours.
Analyze whether the characteristics would vary depending on who was attending the learning program, for example, managers; train crew; maintenance employees who service track, engines, rolling stock, and signals; staff, etc.
Summarize how the learning process can affect an organization.
To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Submission Details:
Create a 2–3-page Microsoft Word document.
Name your file as SU_HRM5060_W2_Project_LastName_FirstName.
You are a seasoned and top industry training consultant for many industries. You have received an invitation from a very large North American freight transportation company that has over 32,500 miles of routes in twenty-eight states and three Canadian provinces.
South University
file:///C|/Users/CWATKIM/Desktop/Needs%20Assessment.html[6/12/2020 12:28:05 PM]
Needs Assessment
“Needs assessment” refers to the process of determining learning needs and opportunities and
analyzing whether training is necessary. Needs assessment provides a multilevel perspective to
guarantee that different perspectives are taken into account during the assessment:
Organization analysis
Person analysis
Task analysis
If not performed or performed poorly, any one or more of the following may transpire:
Incorrect training can be used to solve performance difficulties.
Training can have wrong content, objectives, or methods.
Trainees could be sent to training programs with insufficient skills, knowledge, and ability.
Training may not deliver goals, objectives, behavior change, or financial results.
Training could depend on:
Legislation
Skills, knowledge, and ability
Performance
Technology
Customer requests
Customer dissatisfaction
Products/Innovations
Higher performance standards
Depending on specific circumstances, employee selection, better on-the-job supervision, or job
redesign might be the solution.
Knowledge of outcomes helps to ensure that the most appropriate data is collected during the needs
assessment process. This includes:
What to learn
Who to train
What training type is needed
What training frequency is required
Whether to buy or provide in-house training
South University
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The key stakeholders are leaders, managers, trainers, and employees:
Company leaders should anticipate training needs, align them with the business strategy, and
ensure that the training is integrated to add value to the company.
Managers must know how training impacts their financial goals, how the training cost takes a
slice out of the budget, which employees need training, and what jobs are included in the
training.
Trainers must know whether training and the business strategy are aligned, should training be
purchased or be in-house, what content is in the focus, what training methods should the
employees use, and what degree of management support is required.
Employees should determine their own learning needs for their current and future employment
prospects, along with their motivation to learn.
Subject matter experts (SMEs) may be good resources. Experts may include individuals such as
employees, managers, technical experts, suppliers, and academics; knowledge could include:
Training issues or tasks
Knowledge, skills, and abilities for effectiveness and efficiency
Necessary equipment
Conditions and performance of tasks
Barriers While Conducting a Needs Assessment
In order to efficiently and effectively build planning and actions to overcome any roadblocks to the
needs assessment process, the challenges given below should be taken into consideration.
Given below are the barriers, or disadvantages, of needs assessment, listed according to the type of
method employed (Noe, 2017):
Review the tabs to learn more.
The assessor requires skill in observation
Being observed may affect employee behavior
Has potentially low response rates from employees
May lack detail as all the criteria may not be considered
Is time consuming
South University
file:///C|/Users/CWATKIM/Desktop/Needs%20Assessment.html[6/12/2020 12:28:05 PM]
May have potentially socially desirable responses
Is difficult to analyze
Are time consuming
May have potentially socially desirable responses
Are difficult to analyze
May be difficult to understand
Are potentially obsolete
Has low response rates
May threaten employees (data may be used to punish rather than train)
May be inaccurate
May be incomplete
May not be fully reflective of performance
Additional Materials
From your course textbook, Employee Training and Development, read the following chapters:
Needs Assessment
Learning and Transfer of Training
South University
file:///C|/Users/CWATKIM/Desktop/Needs%20Assessment.html[6/12/2020 12:28:05 PM]
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