Effective Training Systems, Strategies, And Practices 5th Edition Nick P Blanchard, James Thacker - Solutions

What were the major HRD challenges associated with Domtar’s acquisitions and joint partnerships? How were these challenges addressed, and what were the risks associated with these approaches?
Take the critical facts in the Domtar case and place them into the appropriate phases of the training model presented in the chapter. Begin with the triggering event and provide a rationale for why each fact belongs in the phase in which you have placed it.
Review the material in Training in Action 1-3 . Assume that you were hired to develop a training program for these CSRs. Write down what you believe are the four most important KSAs your training must address and your reasoning for selecting these. If done as a group exercise, allow each member of
In small groups, discuss the training responsibilities of supervisors and managers who are not part of the HRD department. Prepare a list of what those responsibilities might be and a rationale for your choices.
Identify two organizations with different environments and core technologies. Describe what these differences are. Indicate how the HRD strategies of these companies might be similar or different.Provide a rationale for your conclusions based on concepts in the chapter.
Conduct an interview with a small business owner or manager. Get a good understanding of how the company approaches training. What differences do you see between how this company approaches training and what was described in this chapter? What are the reasons for this difference?
Describe the strategic planning process, its components, and their relationships.
Describe how the external environment influences strategic choices.
Identify the major factors influencing the alignment of internal strategies with external strategies.
Distinguish between an organization’s external and internal strategies, describe their relationship and the value of each.
Describe the benefits of including a human resource development (HRD)perspective in strategy development.
Describe the differences, similarities, and relationships among human resource(HR) and HRD strategies.
Describe the process for determining the training requirements of the strategic plan.
Describe the relationship between HRD and the other HR functions.
Describe the role of HR in outsourcing of training.
Describe the field of organizational development (OD) and its relationship to training activities, including the value of cross training between the two.
Identify possible HRD strategic alternatives and situations in which they might be appropriate.
Describe MHC’s strategy in terms of market position.Also, identify the type of external environment MHC is operating in and the degree to which the strategy matches the environment.
Identify the type of structure MHC currently uses in its primary businesses. Describe the fit between the structure and the competitive strategy.Describe any structural adjustments MHC should make to maximize the effectiveness of the strategy.
Identify any areas where current management KSAs are not aligned with effective implementation of the competitive strategy.
Describe how MHC should go about addressing the KSA deficiencies you have identified in the previous question. Your answer should be consistent with the mission and values of MHC.
Assume that you are the HRD manager and the competitive strategy was given to you prior to its adoption. Using principles and concepts from the chapter, what recommendations would you give to the strategic planning team?
Given the strategy, what tactical activities can the HR unit in general, and HRD specifically, develop to support the strategy (be sure to include the implementation of the HRIS)? Identify sources of support and sources of resistance to these tactical activities and point out any areas in which
Conduct an analysis of HRD’s environment at the company you work for (if you’re going to school and don’t work, use the school’s environment). What are the opportunities and threats to HRD in that environment?What demands does the environment make on the HRD department?
Form groups of three to five people, one of them having been provided with training by their employer within the last two years. Have this person explain the company’s mission to the rest of the group. Then have the person describe the type of training that was received.The group’s task is to
Identify two organizations with different environments and core technologies. Describe these differences.Indicate how the HRD strategies of these companies might be similar or different. Provide a rationale for your conclusions using relevant concepts from the chapter.
Examine the mission at the institution you are attending.Examine the one for your area of study (if it has one). Do the two relate? On the basis of the mission and objectives, do a SWOT analysis through interviews with administration or using your own expertise. What major changes are indicated?
Identify (through personal knowledge or research) an organization that uses HRD as a part of its competitive strategy. What role does HRD play in that strategy, and how is HRD involved in implementing the strategy?
Explain the value and importance of understanding theory.
You are a trainer explaining expectancy theory to a group of managers so they can better understand and deal with employee motivation problems. One of the managers says, “I do not have time for this theory stuff.I want real-world training that helps me in my job.”How would you respond to the
List the nine events of instruction as outlined by Gagnéand Briggs and indicate how you would use them in a training situation.
How does a work group exert control over the performance of a worker? Provide a rationale for why this“power” is a positive or negative thing.
The following steps provide practice in implementing a social learning strategy:a. Consult with a friend, coworker, or fellow student to identify a target behavior that the person does not currently have but would like to have.b. Develop a social learning strategy for the person to acquire that
In groups of four to six people, discuss the differences among you that would affect the kind of training you would prefer. Use Figure 3-6 on page 95 to start your discussion, but do not limit it to only those characteristics.What accounts for the differences and similarities among your group
Observe an introductory course in computer programming.Then observe an introductory course in art or music. Which course uses a more behavioral and which a more cognitive approach to learning? If possible, interview the instructors to find out why that is their approach.Describe the match between
Use the following to see how expectancy theory explains differences in student motivation.a. In a small group, discuss the most important outcome that you want to achieve in this class (it may or may not be a letter grade). Have each person indicate how valuable that outcome is by using a scale
This exercise is for those who are working together on a project. Without conversation among members of your group, write a list of the group’s norms for performance on the project. When you are done, indicate whether you follow each of the norms and why. Once everyone has finished the tasks
Why do you think Rick was let go? How does reinforcement theory apply to the main characters in this situation? How does expectancy theory apply?
Explain Rosie’s and Walter’s reactions to Rick’s computer in terms of resistance to change. How might Rick have used the concepts in this chapter to approach the computer situation so as to gain acceptance?
Explain Rick’s inability to “fit in,” using social learning theory. Where did the breakdowns in his processing occur?
If Val hired you to develop a management training program for the senior managers at PPP, what are the key concepts from this chapter that you would use in designing the program?Provide appropriate theoretical rationale to support your position.
To obtain person analysis data, why not just use the performance appraisal completed by the supervisor?How can you obtain the best information possible if performance appraisal data must be used? How do self-ratings fit into this approach?
In a small group, analyze the job of “student.” What are the duties and tasks required? From these tasks, list the KSAs that students need. Are any in your group deficient in any of these KSAs? Now identify and list the workshops offered to students to help them be successful. Are these
Do the same job analysis for students in another field, and compare it with yours. Are the KSAs the same for a student in science and arts? In law or engineering?What, if anything, is different?
Talk to someone you know who is currently working and see whether it would be possible to do a TNA on a particular job classification or on that person’s job.Even interviewing only a few employees would provide enough information to give you an idea of how to conduct the TNA.
Compare the information provided in the Fabrics, Inc., case with the sources for locating gaps in performance in Table 4-1 and identify which sources were used.Are there any other sources that would provide useful information?
In collecting information, did the training analyst ask the correct people for the relevant information? Explain your answer. Hint: Examine Table 4-2 .
How would you go about dealing with the nontraining needs? Why is this important?
What sources of data were used in the operational analysis?Indicate how closely they correspond to the ideal model presented in the text.
What sources of data were used in the person analysis?Indicate how closely they correspond to the ideal model presented in the text.
Do you agree with Fred’s decision to conduct the training and use the third vendor? Using concepts from the chapter, explain your answer.
What else might Fred do before choosing a training package? Use information provided in Chapters 2 , 3 , and 4 to describe your approach.Make sure to provide enough detail to demonstrate your understanding of the key issues and approaches to determining how to proceed once a triggering event has
If training went ahead as indicated, how successful do you think it would be? Explain your answer using concepts from this chapter.
Suppose you are designing a training program for a group of 40 employees. These employees come from a wide range of ethnic and cultural backgrounds and have different educational and experience backgrounds relative to the content area of the training. What training design features would you use to
Discuss the Gagné–Briggs theory of design and its relationship to social learning theory.
Explain ET and how it would help you design a training program.
You perhaps already noted that the learning objectives at the beginning of each chapter do not completely follow the three criteria we identified. They all describe the outcome in behavioral terms but do not identify the conditions or standards, which vary with the instructor.Assume you will be the
Examine each of the five objectives below, and rewrite them using the criteria presented in the chapter Upon completion of training the traineea. will be able to identify the different types of employee motivation, and methods that could be used to motivate the employeeb. will be able to give a
What is your grade point average since you started your education at this institution? How hard do you work to maintain that average: 3 (very hard/hard), 2(about average), and 1 (enough to get by)? Now ask yourself why. Tie your answer into Expectancies 1 and 2 and the valence of outcomes. Break
Is it attractive outcomes(valence), confidence in ability (Expectancy 1), or belief that it will result in the positive outcomes desired?From that information, is there any way you believe you could influence the 2s or 1s to be more motivated?What would you try to influence? Explain your approach
How does this process relate to trainee populations in the workplace?
In the chart below, identify from the column on the right which prescription fits with which of Gagne’s 9 events in the left column. Write the appropriate letter in the middle column.
Review the Domtar case from Chapter 1 , and answer the following questions:a. In the implementation of Kaizen, what groups of employees are likely to need training?How should the trainees be organized?Think of this issue from a training design perspective and from a training content perspective.b.
Review the Multistate Health Corporation case from Chapter 2 , and answer the following questions:a. In the implementation of the HRPS, what groups of employees are likely to need training?Think of this from a training design perspective and from a training content perspective.b. For the type of
What are the training objectives for the CSS training program? Indicate how these objectives are tied to the KSA requirements. Assume that all trainees have college degrees but need KSAs in all other areas listed in the Qualifications section.
On the basis of the training objectives, provide a training agenda and indicate the time allocated and order of modules in your program.
For each module, describe the goals of the module and the training methods you will use to accomplish it. Provide your rationale.
How will you evaluate whether each person in your training program has mastered the knowledge and skill levels needed to perform as a CSS? Describe the types of questions you would ask of those supervising the CSS employees graduating from your program.
Your instructor will assign you (or your group) to one of the methods from the chapter. Contact the HRD department of a local business. Indicate that you are learning about training and would like to know whether the department uses the method in its training programs. If so, ask if you can
In small groups, develop a role-play. First, determine the objective of the role-play (a limited one that can be achieved in 15 to 20 minutes). Then develop all aspects of a role-play that will achieve your objective.
Take 10 minutes to think about your best classroombased learning experience, and list the things that made it such a good experience. When the 10 minutes are up, use 10 additional minutes to think of your worst classroom-based learning experience, and list the factors that made it such a bad
Go through the different instructional methods and sort them into those that you think would be most useful in training someone on the technical aspects of the job and those that would be most useful in the more social aspects of the job. Provide the rationale for your decisions.
Your instructor will assign you (or your group) to one of the ET methods from the chapter. Conduct an Internet search to find a company in your area that uses the method. Contact the HRD department, and indicate that you are learning about training and would like to know how they use the method in
What are the difference between electronic training and e-learning?
What are the potential costs to this lack of training?Why do you think the company operated in this manner?
What type of training would you recommend:OJT, classroom, or a combination? Describe what the training might entail.
What type of training environment would you provide?
Who would you get to do the training, and why?
Would you consider purchasing a training program for backhoe operators? Provide your rationale.
Check the room where your class meets. Does it meet the requirements of a good training room? What changes would make it more amenable to effective training?
Assume that you are in training on conflict resolution.Think of a situation in which you got into an argument with someone, and write up the role of the person with whom you were in conflict. Follow the instructions in the chapter. Do not forget that you need to write the role of the other person,
In a small group, each person takes a turn giving a three-minute impromptu speech (on anything). Have someone designated as the bell ringer. Each time the speaker uses a dysfluency (uh, and uh, um, etc.), the bell ringer will hit a glass with a spoon (or make some other sound). Keep score for each
In small groups, choose someone who worked in a particular job. Interview the person to determine the job requirements and develop a procedure for providing OJT for the job.
You are asked to deliver a two-day workshop for managers on effective feedback skills. It is focused primarily on performance reviews. Approximately 100 managers need to be trained. Describe what the content of the training would entail, the methods you would use (e.g., lecture, case study,
How much does the re-cleaning cost Nicky per year? Show all mathematical calculations.
If everyone is trained, how much will the training cost? How much will training cost if only the group with the most errors is trained? Show costs in a spreadsheet and all mathematical calculations.
If everyone is trained, what is the cost savings for the first year? If only the group with the highest re-cleaning requirements is trained, what is the cost savings for the first year? Show all mathematical calculations.
What is your recommendation for this training based on the expected return on investment?Should just the group with the most re-cleanings be trained or should both groups be trained?Provide a rationale for your recommendation that includes both the financial as well as other factors that may be
Let’s back up and assume that employees had the KSAs needed to clean the offices effectively.What other factors might you look at as potential causes of the re-cleaning problem?
Examine the reaction questionnaire that your school uses. Is it designed to rate the course content or the instructors? Does it meet the requirements of a sound reaction questionnaire? Why or why not? Explain how you would improve it (if possible).
Break into small groups, with each group containing at least one member who previously received some type of training in an organization. Interview that person on what the training was designed to teach and how it was evaluated. Did the evaluation cover all the levels of outcomes? How did the
Go to the role-play for active listening in the Fabrics, Inc., example. In groups of five or six, choose someone to be the initiator and someone to be the trainee. Have them go through the role-play while the rest evaluate the trainee’s response on a scale of 1 to 7 (1 being poor and 7 being
What is the relationship among the four levels of evaluation?Would you argue for examining all four levels if your boss suggested that you should look only at the last one (results) and that if it improved, you would know that training had some effect?
Of all the designs presented in Appendix 9-1 , which one would you consider to be most effective while also being practical enough to convince an organization to adopt it? If your design involved representative sampling, how would you accomplish it?
Would a TNA be needed in this situation? Why or why not? If yes, who would you want to talk to?
Based on the case as presented earlier, what KSAs need to be trained?
Why has the commission insisted on training for the whole company when the problem is clearly only Mr. Pettipas? Elaborate.
For the training to be effective, what other things do you think need attention?
What would you suggest in the way of evaluation of the training? How would you convince top management that it would be worth it?
Over the next week, watch the instructors in the various classes you attend. Jot down notes about any differences you see in terms of how each instructor treats men, women, minorities, or people with disabilities.Share this information with a group, and generate a list of what differences exist and

Showing 300 - 400 of 635

Effective Training Systems, Strategies, And Practices 5th Edition Nick P Blanchard, James Thacker - Solutions

Step by Step Answers