|o The training program helped employees gain competencies; employees were more satisfied, turnover declined, and the company’s ability to retain and recruit improved.
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o The training program helped line managers determine what skills were most important for their employees to utilize, and they then always hired people with those skills.
o The training program allowed the company to identify which of its employees were the most highly motivated and hardworking and focus on training them exclusively.
o The training program allowed the company to develop new ways to perform existing jobs and changed job expectations.
|o Training in team motivation to perform would allow the separate teams to better align their work schedules with the other teams.
o Training in team motivation to perform would allow each team to develop clarity about their individual roles and responsibilities and how they could contribute.
o Training in team motivation to perform would help the teams identify the strengths of each site and improve in areas with less organizational capability.
o Training in team motivation to perform would focus on getting buy-in for proposed strategy changes and help the independent sites work better together.
|o The training was not effective because engineers were trained when managers, who oversee project resources and set deadlines, should have been trained.
o Effectiveness of the training was poor because it did not ask for the engineers’ input or engage their interest.
o Cultural differences were not accounted for when the training and development team organized the training and was thus not effective.
o The engineers relied too heavily on technology to guarantee the success of the training they received.
|o While the two sites have HR staff who perform many of the same functions, next time the training and development office needs to be aware of cultural differences and adjust its training accordingly.
o The training and development office should educate all sites about the value and benefits achieved through online learning and the cost savings that can be realized through this training approach.
o Training approaches need to be customized to individual site’s needs and expectations. The next time, the training and development office should clarify expectations prior to offering training.
o The next time, the training and development office can improve the training by having managers as well as direct reports attend to ensure the training is applied on the job.
|o The onboarding process helps the company analyze employee performance early and identify employees who are higher performers.
o The onboarding process allows an employee to determine if the company is the right fit for them.
o The improved onboarding process helps employees form a more favorable initial impression of the company.
o The onboarding process gives senior employees the opportunity to provide feedback early in the training process.
|o Enabling a supervisor to learn how to do their job better helps the company successfully achieve its overall goals and objectives.
o When supervisors know how to do their jobs better, they are able to identify ways in which they can adapt to changes and challenges.
o Improving supervisors’ capabilities will directly impact their interactions with their direct reports and help them transfer knowledge to their employees.
o When a supervisor increases their skills, they are better able to respond to issues that can arise in their area of responsibility.
|o Providing training for individuals that focuses on improving skills allows employees to develop competencies for future jobs.
o Improving relationships between employees is an essential role for the training and development office and helps it achieve its goals.
o Training supervisors to be more trustworthy will help them relate more effectively with their employees and encourage better communication.
o Helping individuals improve their performance through training helps the organization reach its strategic goals.
|o Employees need to be aware that their jobs could be in jeopardy if they don’t learn to operate the new equipment.
o Employees’ skills need to be constantly upgraded for the company to maintain its ability to respond quickly to customer demand.
o Employees need to be more aware of new product technologies and the benefits the company will gain from utilization of the new technologies.
o Employees should be quickly trained to operate the new equipment so the transition will go smoothly and make their jobs easier.
|o Offering training will help employees use company resources more effectively, which will allow them to be more satisfied in their current jobs.
o Offering ongoing training increases the likelihood that, in case the company needs to downsize, employees will have updated skills if they need to seek employment elsewhere.
o If the training and development budget is totally cut, it will be extremely difficult to rebuild the office when the economy has recovered.
o Training current employees is cheaper than hiring new employees, so offering training to existing employees will actually save the company money.
|o b. Because the request requires training, the training and development office will be able to count the training toward their office goals.
o c. The request is valid because it conveys to the employees the value the company has for them and their contributions.
o d. Training the employees will help increase the possibility they will remain with the company instead of looking for other employment.
o a. Continual learning helps employees stay current in their knowledge, skills, and abilities, which in turn benefits the company.
|o Explain to the supervisors that training is important for them to be able to advance in their careers at the company.
o Explain to the supervisors the company’s strategy and how becoming better at their jobs contributes to both individual satisfaction as well as company success.
o Explain that the training sessions will enable them to be better prepared to deal with problems with employees and improve productivity.
o Explain that training is important to learning how to solve problems and they need to participate voluntarily or the trainings could become mandatory.
|o To be effective at all locations, training needs to consider country differences and norms and help all employees develop a global mindset and appreciate cultural diversity.
o The training and development office has needed to adjust their training to match their learning objectives to what is needed at each site.
o The content and strategies for training need to be designed and adjusted to cater to a much wider audience, not just employees in the US.
o Differences in learning styles from country to country necessitate adjusting training styles to meet the needs of the majority of company employees.
|o Training that matches learning goals to company strategies and goals will help the new employees engage quickly and be more productive.
o Quality training for the new employees will help them detect, eliminate, and prevent problems and help save the company money.
o Training in soft skills, such as listening, motivating others, and communicating effectively, can help new employees navigate the new organization with greater ease.
o Training that provides the new employees with the nuts and bolts of the organization will help employees settle into their new environment more quickly.
|o Line workers should have the opportunity to advance their careers in the company, and line managers should help them learn and give them opportunities to grow and develop.
o Training with a longer-term view allows new employees the chance to see how the company is organized and how their work relates to the company’s success.
o Providing line workers with a longer-term view of the company enables them to become more flexible workers who are more productive.
o Giving line workers expanded training helps them understand more than specific skills; it also helps them become more confident contributors.
|o Provide anger management training and require the director to participate. If the director refuses to attend, then his employment will have to be terminated.
o Provide training that helps the director improve his interpersonal skills, build his self-confidence, and clarify his vision so his employees will better understand what he expects from them.
o Provide training on how to treat all employees fairly and without bias so they will be able to trust the director and be more apt to stay with the company.
o Provide leadership training that teaches how to create a safe environment where employees’ opinions are valued, emotions are controlled, and opportunities for growth are encouraged.
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