Provide Kennedy feedback on the four current training ideas? Explain why certain activities might be more effective or not so effective? If you felt none of the ideas were effective, did you offer an alternative and explain why the alternative would be a better choice?

Scenario:

From Kennedy,

Ive been talking with Jenny about what we should include to make our HRIS training fun and engaging. Jenny would like the training to include a lot of lecture, so she can show everyone how the system works. She also thinks that including some self-directed modules that trainees can do in their own time would make our training more efficient. My ideas were to have the trainees role play being a new employee or an employee who is leaving the company so the HR managers can try entering their information in the system. I also think we could use a case study so the HR manager can learn from an example of when the system was not used correctly. Can you help us pick which strategies might be most effective? Do you have additional activities you think we should consider?

Sincerely yours,

Kennedy.

(Additional context): Due to his background in technology, Kennedy has been assigned the role of developing the training needed to help all of the current HR staff learn the new HRIS system (human resource information system). Theyll use this system with regularity to input new employees, term employees out of the system when they leave, enter job changes/promotions/salary changes, and keep track of the other miscellaneous information the company needs to maintain on employees. It is important that the information is entered quickly and accurately, especially since the payroll team uses the information to run payroll each Friday. This is true both for new employees (who will need to be paid) and employees who have left (and would no longer need to be processed in payroll). Kennedy will co-develop the training with, Jenny, a member of the IT team to help ensure all of the technical components are accurately represented.