A large manufacturing company employs thirty maintenance technicians. When a problem occurs with equipment or machine,...

  

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A large manufacturing company employs thirty maintenance technicians. When a problem occurs with equipment or machine, a technician will receive a description of the symptoms of the problem from a relevant person in the company, identify the source of the problem and carry out the required repairs. Recently the company purchased a new computerized diagnostic system that is supposed to provide early warning of potential problems and identify sources of error more precisely. If the new system works as planned, the company can increase productivity by 35 percent and cut machine downtime by 80 percent. To prepare the technicians, the company ordered them to attend a one-day training conducted by the developer of the system. The training was done in a classroom. The trainer displayed electrical drawings of the system components and pointed out the function for each button on the dashboard. The trainer would then come up with a hypothetical situation and asked questions on the meaning of notifications given out by the system and how the technicians would react. The technicians were also given links to several videos that show how the system works in other companies that have installed the system before. One month after the installation, the supervisor complained to the management that the technicians are having difficulty using the system to troubleshoot problems and this led to delay in making the required repairs and overall maintenance. In fact, some of the older equipment that the company has are also not compatible with the new system. Consequently, some of the technicians have resorted to using manual detection instead. The supervisor said that although he is convinced that his technicians are qualified, the problem with the computerized system will soon affect their productivity and motivation. The management agrees that they might have to redesign the training. They called in the training director and asked her to solve the problem as soon as possible. The management also cautioned the training director that whatever training that is needed must not be too expensive as the company had spent a lot of money buying the computerized system. Answer the following questions based on the excerpt given above: a. In the context of training design, explain THREE (3) weaknesses that you can identify from the training program implemented by the company. (6 Marks) b. If you were the training director, how would you design a more effective training? Discuss by highlighting FOUR (4) areas for improvement. (12 Marks) c. Explain ONE (1) type of evaluation design that the training director should choose to evaluate the effectiveness of the new training program that she will propose to the company. Describe with an example how the chosen design will be implemented. (6 Marks) [Total: 24 Marks] A large manufacturing company employs thirty maintenance technicians. When a problem occurs with equipment or machine, a technician will receive a description of the symptoms of the problem from a relevant person in the company, identify the source of the problem and carry out the required repairs. Recently the company purchased a new computerized diagnostic system that is supposed to provide early warning of potential problems and identify sources of error more precisely. If the new system works as planned, the company can increase productivity by 35 percent and cut machine downtime by 80 percent. To prepare the technicians, the company ordered them to attend a one-day training conducted by the developer of the system. The training was done in a classroom. The trainer displayed electrical drawings of the system components and pointed out the function for each button on the dashboard. The trainer would then come up with a hypothetical situation and asked questions on the meaning of notifications given out by the system and how the technicians would react. The technicians were also given links to several videos that show how the system works in other companies that have installed the system before. One month after the installation, the supervisor complained to the management that the technicians are having difficulty using the system to troubleshoot problems and this led to delay in making the required repairs and overall maintenance. In fact, some of the older equipment that the company has are also not compatible with the new system. Consequently, some of the technicians have resorted to using manual detection instead. The supervisor said that although he is convinced that his technicians are qualified, the problem with the computerized system will soon affect their productivity and motivation. The management agrees that they might have to redesign the training. They called in the training director and asked her to solve the problem as soon as possible. The management also cautioned the training director that whatever training that is needed must not be too expensive as the company had spent a lot of money buying the computerized system. Answer the following questions based on the excerpt given above: a. In the context of training design, explain THREE (3) weaknesses that you can identify from the training program implemented by the company. (6 Marks) b. If you were the training director, how would you design a more effective training? Discuss by highlighting FOUR (4) areas for improvement. (12 Marks) c. Explain ONE (1) type of evaluation design that the training director should choose to evaluate the effectiveness of the new training program that she will propose to the company. Describe with an example how the chosen design will be implemented. (6 Marks) [Total: 24 Marks]

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a In the context of training design three weaknesses that can be identified from the training program implemented by the company are 1 Lack of handson practice The training program primarily focused o... View the full answer