Training and Development $($BUSD $2017$ A$23)$ Assignment $3$

Training and Development $($BUSD $2017$ A$23)$ Assignment $3$

$\backslash$table$[[$Stage$,$Analysis$],[\backslash$table$[[$Identification of$],[$the case issues:$]],\backslash$table$[[$While breastfeeding her child in a discreet location, a woman was first$],[$provided with a tablecloth to cover herself and her child and then asked$],[$to move to a basement location by the male manager of a golf and$],[$country club. The woman complained to the organization hosting the$],[$event she was attending. The incident was posted on social media. The$],[$venue provided a clear apology to the woman and stated it would$],[$provide sensitivity training to its employees.$]]],[$Hypothesis:$,\backslash$table$[[$The golf and country club employees are unaware of the rights$],[$enshrined by the Ontario Human Rights Code with respect to nursing$],[$mothers$.$ This is a significant performance gap that must be addressed.$]]],[\backslash$table$[[$Identification of$],[$legislative issues:$]],\backslash$table$[[$The Ontario Human Rights Code provides clear legislative rights to$],[$nursing mothers allowing them to breastfeed in public.$]]],[$Risk identification:,$\backslash$table$[[$If human rights training is not provided to club employees, there will be$],[$further similar incidents resulting in more bad publicity and negative$],[$exposure through social media. The club may risk loss of revenue and$],[$reputation resulting from ongoing human rights violations.$]]],[$Action:$,\backslash$table$[[$Based on the case as described, design and provide a training session$],[$for all club employees that encompasses human rights legislation and$],[$sensitivity training from a proactive and positive customer service focus.$]]],[$Issue resolution:,$\backslash$table$[[$All employees will be aware of their rights and obligations to uphold the$],[$Ontario Human Rights Code. Employees will be able to provide suphort$],[$to club patrons in a positive and respectful manner.$]]],[$HR impact:,$\backslash$table$[[$Human resources must ensure that appropriate training is developed$],[$and provided for all employees. It is up to HR to ensure that training$],[$implementation is monitored and reviewed on a regular basis. If further$],[$incidents occur, HR must provide additional training and$/$or appropriate$],[$follow$-$up to ensure that similar incidents do not continue.$]]],[\backslash$table$[[$Further$],[$considerations:$]],\backslash$table$[[$Training on human rights legislation should be expanded beyond$],[$existing club employees.$]]],[\backslash$table$[[$Proactive$],[$response:$]],\backslash$table$[[$Develop on onboarding$/$orientation program for all new employees that$],[$focuses on proactive service to customers incorporating human rights$],[$legislation$.]]]]$

Questions:

What do you think of the incident and the way the club handled it$?$

Do you think the club should have conducted a needs analysis before deciding on what they will do$?$ What information would they have obtained if they had conducted a needs analysis?

Use the needs analysis process model $($Figure $3\mathrm{.}1)$ to better understand what happened at the club. Be sure to consider each step in the process. Describe what you would learn from an organizational, task, and person analysis and what the outcomes would be$.$

What methods and sources would you use to conduct a needs analysis at the club? What methods and sources would you use for an organizational, task, and person analysis and why?

According to the case and figures given above, do you think training is generally part of the solution? If so$,$ who should be trained and what kind of training should they receive? Do you think that the club should provide all its employees with sensitivity training? What other solutions might be necessary?

What do you think the club should do to prevent similar incidents from happening again? Explain your answer.

$4$

$5$