I just wanted to update the answer I left for question #2.
2. What steps are included in the training design model? What step do you think is most important? Why?
The steps of training design model are Analysis, Design, Development, Implementation, and Evaluation. The step I think is the most important is evaluation. This step shows if all the hard work you put through designing, developing, and implementing the training session is successful in accomplishing what you wanted your employees to learn during the training session.
The reason I am updating this question is because the only model I could find was the ASTD Competency model and think this model above is more of what you wanted.
Sunday, January 28, 2007
Tuesday, January 23, 2007
Chapter 1 questions and answers
Chapter 1 Homework questions:
1. Describe the forces affecting the workplace and learning. How can training help companies deal with these forces?
2. What steps are included in the training design model? What step do you think is most important? Why?
3. What are intangible assets? How do they relate to training and development?
4. Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest?
5. How might technology influence the importance of training professionals' roles? Can technology reduce the importance of any of the roles? Can it result in additional roles?
6. Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
7. What are the implications of the aging work force? What strategies should companies consider from a training and development perspective to best utilize older employees and prepare for their retirement?
Answers:
1. The forces affecting the workplace and learning are:
Globalization means to make worldwide. It also means that employees working in the US will come from other countries and that US companies may move job overseas. Training helps prepare employees and their families to understand the culture and norms of the country they are being relocated to and to return to the United States after their assignment
Need for leadership means having employees with global leadership skills to be able to build international teams, create global management and marketing practices, and interact and manage employees from diverse cultural backgrounds. They also need to help retain employees being good communicators. Training helps managers learn ways to interact with their colleagues or requires them to do research.
Increased value placed on intangible assets and human capital means a way to gain an advantage over competitors. Training helps a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
Focus on link to business strategy means plans for meeting broad goals such as profitability, market share, and quality. Training helps design and develop learning activities that will help the company successfully implement its strategy and reach business goals.
Attracting and retaining talent means being able to attract employees with the needed skills and being able to retain them by offering an attractive salary, interesting job, etc. Training helps fills in the gaps where an employee might not have much background with a skill and increases employees’ opportunities for advancement.
Customer service and quality emphasis means understanding what the customer wants and anticipating future needs. Training helps support its quality and customer satisfaction goals by offering classroom training, on-the-job training, coaching and mentoring, observation, and assessments. It can also help companies meet the quality challenge by teaching employees statistical process control and other quality-related skills that they can use to build quality into a product.
Changing demographics and diversity of the work force means keeping a staff with different ages or areas in ethnicity in order to ideas fresh. Training helps employees figure out where they like to work best in an environment by changing positions.
New technology means an introduction of a new device or application that enhances the use of technology. Training helps keep employees up to date with the latest advances in technology to help with aide their consumers.
High-Performance models of work systems means helping employees work as a team whether it by work teams, cross training, or virtual teams. Training helps by providing training to employees in a wide range of skills so they can fill any of the roles needed to be performed on the team.
Economic changes means an increase in political unrest across the globe causes an increase in economic uncertainty and affects investment decisions in physical and human capital. Training helps when it is needed most by the company.
2. The steps included in the training design model are foundation, focus, and successful execution. The most important step is the second step, focus. This step includes the areas of expertise, which are the specific technical and professional skills and knowledge required for success. Without this step you would not be able to move to the top to be considered successful.
3. Intangible assets cannot be touched and are nonmonetary, however equally as valuable as financial and physical assets. They relate to training and development by helping a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
4. The most difficult training professionals’ role is the executive-level training/human resource manager because of the extent of multiple levels of training that would fall under your responsibility. The easiest would be a classroom instructor because once lessons plans are developed they are easily adaptive to new technology.
5. Technology influences the importance of training professionals’ roles because technology changes so often and quickly that it is necessary to keep technology trainers to keep the workforce up to par. Technology can not reduce the importance of any of the roles because even if a technology is developed for training, i.e. Camtasia training videos, you still need the technology expert to create the videos. Depending on the type of technology developed it might result in additional roles.
6. At this moment in time I have not formally taken what would be considered a training course. I would hope if I were to take a training course I would learn everything I could about what was being taught to me. I would recommend a lot of “hand-on” training to better understand the material being taught.
7. The implications of the aging work force is that they are not willing to learn newer technologies being used in the working environment. However, older employees want to work, many say they plan a working retirement, and are willing to learn new technology. Strategies companies can consider from a training and development perspective to best utilize older employees and prepare for their retirement are to allow them to work part-time or for only a few months at a time or include second careers as well as part-time and temporary work assignments.
1. Describe the forces affecting the workplace and learning. How can training help companies deal with these forces?
2. What steps are included in the training design model? What step do you think is most important? Why?
3. What are intangible assets? How do they relate to training and development?
4. Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest?
5. How might technology influence the importance of training professionals' roles? Can technology reduce the importance of any of the roles? Can it result in additional roles?
6. Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
7. What are the implications of the aging work force? What strategies should companies consider from a training and development perspective to best utilize older employees and prepare for their retirement?
Answers:
1. The forces affecting the workplace and learning are:
Globalization means to make worldwide. It also means that employees working in the US will come from other countries and that US companies may move job overseas. Training helps prepare employees and their families to understand the culture and norms of the country they are being relocated to and to return to the United States after their assignment
Need for leadership means having employees with global leadership skills to be able to build international teams, create global management and marketing practices, and interact and manage employees from diverse cultural backgrounds. They also need to help retain employees being good communicators. Training helps managers learn ways to interact with their colleagues or requires them to do research.
Increased value placed on intangible assets and human capital means a way to gain an advantage over competitors. Training helps a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
Focus on link to business strategy means plans for meeting broad goals such as profitability, market share, and quality. Training helps design and develop learning activities that will help the company successfully implement its strategy and reach business goals.
Attracting and retaining talent means being able to attract employees with the needed skills and being able to retain them by offering an attractive salary, interesting job, etc. Training helps fills in the gaps where an employee might not have much background with a skill and increases employees’ opportunities for advancement.
Customer service and quality emphasis means understanding what the customer wants and anticipating future needs. Training helps support its quality and customer satisfaction goals by offering classroom training, on-the-job training, coaching and mentoring, observation, and assessments. It can also help companies meet the quality challenge by teaching employees statistical process control and other quality-related skills that they can use to build quality into a product.
Changing demographics and diversity of the work force means keeping a staff with different ages or areas in ethnicity in order to ideas fresh. Training helps employees figure out where they like to work best in an environment by changing positions.
New technology means an introduction of a new device or application that enhances the use of technology. Training helps keep employees up to date with the latest advances in technology to help with aide their consumers.
High-Performance models of work systems means helping employees work as a team whether it by work teams, cross training, or virtual teams. Training helps by providing training to employees in a wide range of skills so they can fill any of the roles needed to be performed on the team.
Economic changes means an increase in political unrest across the globe causes an increase in economic uncertainty and affects investment decisions in physical and human capital. Training helps when it is needed most by the company.
2. The steps included in the training design model are foundation, focus, and successful execution. The most important step is the second step, focus. This step includes the areas of expertise, which are the specific technical and professional skills and knowledge required for success. Without this step you would not be able to move to the top to be considered successful.
3. Intangible assets cannot be touched and are nonmonetary, however equally as valuable as financial and physical assets. They relate to training and development by helping a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
4. The most difficult training professionals’ role is the executive-level training/human resource manager because of the extent of multiple levels of training that would fall under your responsibility. The easiest would be a classroom instructor because once lessons plans are developed they are easily adaptive to new technology.
5. Technology influences the importance of training professionals’ roles because technology changes so often and quickly that it is necessary to keep technology trainers to keep the workforce up to par. Technology can not reduce the importance of any of the roles because even if a technology is developed for training, i.e. Camtasia training videos, you still need the technology expert to create the videos. Depending on the type of technology developed it might result in additional roles.
6. At this moment in time I have not formally taken what would be considered a training course. I would hope if I were to take a training course I would learn everything I could about what was being taught to me. I would recommend a lot of “hand-on” training to better understand the material being taught.
7. The implications of the aging work force is that they are not willing to learn newer technologies being used in the working environment. However, older employees want to work, many say they plan a working retirement, and are willing to learn new technology. Strategies companies can consider from a training and development perspective to best utilize older employees and prepare for their retirement are to allow them to work part-time or for only a few months at a time or include second careers as well as part-time and temporary work assignments.
Thursday, January 18, 2007
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