Trainer # 1

The Director should go over the responsibilities a trainer has to the employees and if a student has questions even if he feels a certain way about how the person acts, he should still answer the questions. Other students within the class might have the same or similar question and may need clarification. The director should talk to Carl about his attitude to being a trainer. Carl may be preoccupied by things happening at home as well and my need to seek additional resources the company may have to offer, but the position may not be the best fit for him anymore.

Trainer # 2

The Director should respond to the trainers inquiry with questions on what positions she would like to pursue. Then provide her with the sources she would need to become an asset to her department. She could also direct the trainer to the appropriate person with in the HR department that could help her obtain the knowledge or license that would help her to achieve her goals.

Trainer #3

The director should offer Bob guidance on how to be more confident and assertive in the information he is teaching the class. They should both come up with a plan to be able to reevaluate Bobs performance as a trainer once Bob has been given the proper skills it takes to teach a class. If after the follow evaluations is done and Bob is having difficulties the director should ask Bob if his feelings of uncomfortableness are interfering with his work and if he would like to pursue another position within the department that is better suited to his demeaner. The Director should help Bob in getting to know what tasks Bob is comfortable with and which ones he is not. This will help to eliminate positions that could be a conflict for Bob.

What are your thoughts on this?