$3\mathrm{.}1.$ Would it be appropriate to use e$-$learning to deliver the performance management training? Explain your answer.

$3\mathrm{.}2.$ What are the potential barriers to a successful training session? Outline how you might overcome them.

$3\mathrm{.}3.$ Discuss the advantages and disadvantages of the training sessions being led by an external consultant.

$3\mathrm{.}4.$ How would you deal with a participant with a negative attitude toward the training?

$3\mathrm{.}5.$ In the information provided in the case study, do you see any evidence that the trainer considered Dessler$$s $$Five$-$Step Training and Development Process$$ in the manager$$s training program? Explain your answer.

$3\mathrm{.}6.$ Would you require any information about your participants before the training session?

$3\mathrm{.}7.$ What skills do you think are important for the trainer to have?

$3\mathrm{.}8.$ Do you think it is possible for learners to obtain the necessary information using a more informal or experiential learning technique?

$3\mathrm{.}9.$ How can the trainer ensure skills transfer so employees apply the training to the workplace?

$3\mathrm{.}10.$ How can the trainer motivate the participants to learn?

$3\mathrm{.}11.$ How would you evaluate the success of the training program $($not including the end$-$of$-$session feedback forms$)?$

$3\mathrm{.}12.$ How would you rate Southwood$$s existing evaluation form?

$3\mathrm{.}13.$ Why is it important for appraisees to be trained in using the new performance management system?