Effective Training Systems Strategies And Practices 6th Edition P. Nick Blanchard And James Thacker - Solutions

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Why is safety training an important component of the training mix in so many companies? What is the biggest concern regarding safety training that was noted in the survey referenced in the chapter? Is it fixable, and if so how?
How can training affect the selection of competent candidates for vacant positions? What would you recommend an organization do to ensure that everyone receives equitable opportunities for promotions?
Why is team training necessary? What are the seven components of effective teams? What are some of the KSAs required of team members in effective teams?
What are the important components of an effective sexual harassment strategy?
How are organizations dealing with diversity? Are the methods effective? Why or why not?
What is an orientation designed to do? What are the characteristics of an effective orientation?
Break into small groups to discuss the following situation. The VP of human resources asked you, the director of training, to develop a sexual harassment training program for the company.During your needs analysis, you discover that most of the executives do not believe that they need this training
Think about your role as a student in this class. Now think about students who are visually impaired, paraplegic, or hearing-impaired. What kind(s) of accommodation(s)to the educational facilities (classroom) would need to be made for each to be successful?What changes (if any) should the teacher
Break into small groups. Have each person think about a current job or one held in the past for which orientation training was provided.• If you never held a job that provided orientation training, just think of a job you held.Describe four things that good orientation training would include to
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
What would you suggest in the way of evaluation of the training? How would you convince top management that it would be worth it?
Describes that organizations need to consider related to basic skills training and safety being
Explain equity issues as they relate to training specifically ted to females in nontraditional jobs, the glass cling and people with disables
Describe what organizations are doing in the flowing key areas of waining and why this training is important Orientation ring Diversity training Sexual Teaming Cross-cultural g
Why is it difficult to train executives? Explain five training methods and why they are useful for training executives.
Why are corporations setting up their own universities? Explain in detail and indicate the advantages and disadvantages of this approach.
Compare and contrast the skills, traits, and management style for the manager in a cost leader versus market leader organization.
Why is it necessary to have so much of this chapter devoted to management training?
Why is employee development so important in today's organization?
Interview an HR person from a company to find out how the company's executives are developed. How are managers developed to fill executive positions? If the company uses a succession planning process, ask how it works and how often it is reviewed. Uthe company does not, ask how it determines whom
Interview a manager with five or more years of experience. Record the manager's current position, previous positions, and ed ucation. Identify the manager's roles and responsibilities. Afterward, answer the following:• How do the roles and responsibilities compare with those described in the
How does management education prepare a manager for her role? What are the ways in which management education occurs? Do some seem better to you than others? Why or why not? Can other forms of training substitute for management education? Why or why not?
Interview two managers with at least two years of management experience. One manager should come from a company whose strategy is toward the cost leader side and the other toward the market leader side. U possible, they should both be in the same functional area.Determine what management
Bring a recent article (no more than a year old) that identifies KSAs that will be critical for managers in the immediate future. Be prepared to discuss the article and its management development implications in small groups or with the entire class.
Put your role as a student into the context of a job. What type of development would you like to get to make you a more effective student in terms of (1) your grades, (2) a teammate in group projects, and (3) a student in the classroom? Are you aware of any place at the university where these
What are the alternatives to management development? Do you think one of these alternatives should be used? Why or why not?
What types of training should be used to provide the different competencies? How long will it take to provide this training? Give your rationale.
What types of competencies should be developed in the management training? Give your rational
What is the managerial context in which these managers will be operating? Do you think training designed to help managers understand the context they will be operating in will be helpful? Why or why not?
Identify the specific problems associated with training executives and some of the methods that can be used to deal with these problems.
Describe the general competencies and characteristics of effective managers.6 . List the important organizational factors that determine which managerial characteristics are desirable at a given time and situation.
Identify and describe the roles and responsibilities of managers at different levels in the organization.
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?
Assume that you were the training manager in the Westcan case (in Chapter 4). How would you suggest evaluating the training, assuming they were about to cond uct it as suggested in the case? Be as specific as you can.
What factors if any would lead you to consider evaluating a training program at the fifth level of evaluation (ROD?
What is the difference between cost savings evaluation and utility analysis? When, if ever, would you use utility rather than cost-effectiveness? Why?
What is the difference between cost/benefit evaluation and cost-effectiveness evaluation?When would you use each, and why?
Why is evaluation of the process so important? As long as we have a trainer's manual for trainers, can't we expect the process will be followed? Yes or no. Discuss.
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?
We don't evaluate because no one is interested in that information. Discuss the pros and cons of that statement and indicate where you stand and why?
Cond uct the role-play for active listening beginning on page 406 (Scenario: Active Listening). In groups of five or six, choose someone to be the initiator and someone to be the trainee. Have them enact the role-play while the rest evaluate the trainee's response on a scale of 1 to 7 (1 being poor
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.a. Did the evaluation cover all the levels of outcomes?b. How did the
Examine the reaction questionnaire that your school uses near the end of the term.a. Is it designed to rate the course content, the instructors, or both?b. Does it meet the requirements of a sound reaction questionnaire? Why or why not?c. Explain how you would improve it (if possible).
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?
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
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.
Describe the various designs that are possible for evaluation and their advantages and disadvantages (Appendix 9.2)
Define and explain the importance of internal and external validity (Appendix 9.1).
Differentiate between cost-effectiveness evaluation and return on investment (ROI).
Describe how to calculate ROI and the pros and cons of using ii to assess the value of training.
Describe the pros and cons of evaluation and indicate the factors that would support more or less intensive evaluation of a training program.
Describe how the experiential learning model relates to the social learning model.
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.a. Describe what the content of the training would entail, the methods you would use(e.g., lecture, case study,
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
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,
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?
What are the potential costs to this lack of training? Why do you think the company operated in this manner?
Choose the most effective seating arrangement based the nature of the training.
How are ITS and LMS related to each other?
What is the purpose of an LMS?
How effective is e-training in maintaining control over learning processes and training content? Provide your rationale.
What are the factors associated with calculating the cost of e-training?
What is the most expensive part of developing an e-training?
What learning processes are most influenced by interactive multimedia? Which are influenced the least?
How does ITS differ from programmed instruction?
How does programmed instruction allow the trainee to work at his or her own pace?
What are the basic types of e-training and its delivery?
How is e-training different from e-Jearning?
How is the method delivered to the trainees (e.g., LAN, Internet)?
Do they have any evidence of whether trainees are responding positively or negatively to the method?
Do they blend this type of training with other methods? If so, why?
What are the disadvantages of using this over other methods?
Approximately how many people get training with this method each year? What are the advantages of using this over other methods?
How long has he or she been using this method?
Is there budget for all that is needed?
Is there time to train?
Will trainees need to be trained to use the e-training?
Is there time to install?
Will additional equipment or software be needed?
If not can we acquire them at an acceptable cost and in time?
Do we have the technological capabilities (bandwidth, equipment etc.)?
Is management supportive ore-training?
Is e-training consistent with the mission and goals?
Why are classroom-based training programs (lecture/d iscussion, role-play, games, etc.)used so much more than individualized approaches to training? Do you think this choice is appropriate?
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.
Supervisors often resist taking on the role of coach. What can organizations do to encourage supervisors to be effective coaches?
Take 10 minutes to think about your best classroom-based 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
In small groups, develop a role-play. First, determine the objective of the role-play (a limited one that can be achieved in 15- 20 minutes). Then develop all aspects of a role-play that will achieve your objective.
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 schedule
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 grad uating from your program.
For each mod ule, describe the goals of the module and the training methods you will use to accomplish it. Provide your rationale.
Based on the training objectives, provide a training agenda and indicate the time allocated and order of modules in your program.
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.
Explain elaboration theory and how it would help you design a training program.
Discuss the Gagne-Briggs theory of design and its relationship to SLT.
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
To help ensure transfer of training, what would you do outside the training itself? Who would you involve and how? What would you do about the organizational structure/environment?
If a particular task were critical to saving a life (police officer shooting a gun, pilot responding to an emergency), what factors would you b uild into the design of training to ensure that the behavior was both learned and transferred to the workplace?
How would you present training material in a manner that facilitates retention?
How does knowledge of operant conditioning assist you in designing effective training?

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Effective Training Systems Strategies And Practices 6th Edition P. Nick Blanchard And James Thacker - Solutions

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