Deck 7: Training Employees

Question 1

How is training at Wegmans related to its organizational needs

Answer 1

Trainings differ from business to business; trainings are planned as per the needs of the respective organization. They are formulated in accordance with the improvement of those skills which are essential from business point of view.
Training at food company W is directly related to its organizational needs. All the employees are made familiar about the product knowledge so that they can communicate the same to the customers. Food safety standards are the part of their trainings to ensure that employees keep the food according to desired ideas. They are given the instructions regarding cooking and baking, they discuss the same with customers which develops their interest in purchasing. Besides this, they are also given trainings regarding customer service and working towards a common goal. All these things are in relevance with the food business.
The company believes that food business training should be multisensory and that is why it organizes hands-on trainings. It takes care of its organizational needs properly. All the training programs are planned keeping under consideration the organizational needs.

Question 2

A manufacturing company employs several maintenance employees. When a problem occurs with the equipment, a maintenance employee receives a description of the symptoms and is supposed to locate and fix the source of the problem. The company recently installed a new, complex electronics system. To prepare its maintenance workers, the company provided classroom training. The trainer displayed electrical drawings of system components and posed problems about the system. The trainer would point to a component in a drawing and ask, "What would happen if this component were faulty " Trainees would study the diagram, describe the likely symptoms, and discuss how to repair the problem. If you were responsible for this company's training, how would you evaluate the success of this training program

Answer 2

According to given case, company employs maintenance resources who work on a problem of any machine or a system. Recently the company has installed a new complex electronic system. To understand this new complex system company has organised and provided classroom training. In this the trainer shows all the components of the system and explains how to solve problems related to those components.
Actually, during the training program trainer asks trainees 'What would happen if particular components were faulty ' by painting out on a particular component in displayed drawing.
If I am the trainer for the training mentioned in the case, I would evaluate the effectiveness of the training program based on the following points.
1. Are all the trainees able to recall all the information, facts and techniques of the displayed electronic system
2. Have all the trainees understood and able to recall the procedures of solving the problems related to components of the electronic system.
3. Trainer needs to evaluate the practical knowledge of trainees based on the classroom training instructions. This practical approach can be evaluated on the basis of actual on job tests and demonstrations.
4. Finally, the satisfaction level of training program needs to be evaluated for both the trainer as well as the trainee.
Thus, these are the ways to evaluate the classroom training program mentioned in the case.

Question 3

In the example of the law firm, what step(s) in the training process did the firm skip before it set up training

Answer 3

Law firm is involved in the diversity training in its firm but it has failed to achieve the objective of diversity training because it has focussed only on training and have skipped other steps involved before the implementation of training.
Below mentioned are the steps law firm has skipped before it set up training:
1. Assessment of Training Needs.
Law firm should have assessed the training need with the alignment of organization objective that is attracting and retaining female attorney. It can be assess through the organization analysis, person analysis and task analysis. As through the organization analysis it can gain information regarding the support of management regarding the training. Organization can motivate employees for attending training by making them aware regarding the importance of training objective.
2. Readiness for Training.
Law firm should have assessed the readiness of employees for training through the person analysis. As if uninterested employees attend the training then the objective of training will be ineffective. In the present case of law firm the employees did not implement the changes taught in training and continued with the same way of working that is firm assigned its big clients to male attorneys.

Question 4

In Question 7, suppose the maintenance supervisor has complained that trainees are having difficulty troubleshooting problems with the new electronic system. They are spending a great deal of time on problems with the system and coming to the supervisor with frequent questions that show lack of understanding. The supervisor is convinced that employees are motivated to learn the system and they are well qualified. What do you think might be the problems with the current training program What recommendations can your make for improving the program

Question 5

"Melinda!" bellowed Toran 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 Melinda.
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.

Question 6

Who should be involved in orientation of new employees Why would it not be appropriate to provide employee orientation purely online

Question 7

To make ethical decisions, what skills and abilities do you need What else to you need besides skills and abilities

Question 8

Why do organizations provide diversity training What kinds of goals are most suitable for such training

Question 9

What are some strengths and weaknesses of this training method What other training methods would you combine with online gaming to prepare managers to lead

Question 10

According to the case, how does Wegmans measure the success of its training What other measures might be important

Question 11

What business goals can a diversity training program reasonably be expected to achieve How can it be made more goal-oriented

Question 12

How should an organization assess readiness for learning In Question 1, how do Toran's comments suggest readiness (or lack of readiness) for learning

Question 13

Do you think the ethics training described here will help make Best Buy more ethical Explain.

Question 14

How could you assess whether using Innov8 to train managers is improving leadership at your company

Question 15

Do you think e-learning might be an appropriate training method at Wegmans Why or why not For what aspects of training might it be most beneficial

Question 16

Assume you are 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 fish. Currently, training consists of senior fish 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

Question 17

Suppose you became responsible for providing ethics training at Best Buy. What additional ideas from the chapter or your own experience would you want to apply to the program described here

Question 18

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

Question 19

Suppose the managers in your organization tend to avoid delegating projects to the people in their groups. As a result, they rarely meet their goals. A training needs analysis indicates that an appropriate solution is training in management skills. You have identified two outside training programs that are consistent with your goals. One program involves experiential programs (adventure learning) and the other is an interactive computer program. What are the strengths and weaknesses of each technique Which would you choose Why

Question 20

In an organization that wants to use Innov8 for management or sales training, how could you assess reading for training

Question 21

Consider your current job or a job you recently held. What types of training have you received for that job What types of training would you like to receive Why