In a minimum of 100 words state if you agree or disagree and why with the summar

Question

In a minimum of 100 words state if you agree or disagree and why with the summary below?

Chapter 6

is about training evaluation. After reading chapter 6, answer this question: In your opinion, what can be done to motivate companies to evaluate training programs? In your answer, provide two options and discuss some examples so that the class can understand your points of view. According to Noe, Companies invest in training because learning creates knowledge, often it is this knowledge that distinguishes successful companies and employees from those who are not (2017, P.248).

Having employees be more knowledgeable about the company that they work for can increase the efficiency and effectiveness of the overall goods and services produced. Seeing the company from different views can with the creations of a SWOT analysis for the company. And an evaluation that is like a SWOT analysis is summative evaluation. Another option to motivate evaluation of training programs is formative evaluation. Both options will help and be beneficial to any changes that are needed, improvement, and maintaining the previous training at hand. Summative evaluation usually involves collecting quantitative (numerical) data through test, rating of behavior, or objective measures of performance such as volume od sales, accidents, or patents (Noe, 2017). Knowing the strength and weakness of your organization is a motivation to evaluate the training, so you can see if the trainings are meetings the goals and objectives of the company. The feedback given can help with any improvements that needs to be made. As well as to see who the employees as well as the overall of the company responds to it. With for formative evaluation ask customer, employees, managers, and subject matter experts (SMES their opinions on the description of the training content and objectives and the program designs (Noe, 2017). The method can be improvement for the program and to motivate the understanding of the helping of customers and the goods and services.

Chapter 7 is about training methods. After reading chapter 7, answer this question: What are some reasons why on-the-job training can prove ineffective?

Discuss two reasons. After that, answer: Discuss two options and provides examples. Some disadvantages for on-the-job training can consist of; managers and peers may not use the same process to complete a task, unstructured OTJ can result in poorly trained employees, employees who use ineffective or dangerous methods to produce a product or provide a service, and products or services that vary in quality (Noe, 2017). Not using the same process to complete a task, this happens to me when an employee that’s been the from years teach me a new employee how to complete a task but skip steps from the main training. This became a problem when I was audited in person from not following step by step but doing as my coworker had taught me hands on. And this ties along with the OTJ with poorly trained employees, we learn the shortcuts or what is easy and that can hurt the companies over goals and objectives.

Chapter 7

is about performance management. After reading chapter 8, answer this question: Think of the last time you had a conflict with another person (e.g. at work, at school, etc). Using the guidelines for performance feedback, how would provide effective performance feedback to that person? Discuss This question requires you to give some background of the situation so that the class can understand your points of view. (Note: of you do not feel comfortable sharing that experience, then you can create a situation (hypothetical) to answer the question). A conflict that I had with a coworker was not working all the way through the work day and conversating as others work. She would always do the bare minimum and feel the need to have conversations and bother everyone else as we continued to work. I approached my coworker as nice as possible an older lady for her to try to keep it down a little as others are still working, on the phones, and are working. She did not agree and became negative about the situation.

Focus feedback on behavior and results, and not on person, instead of focusing on the person her I should have understood that her work meets the requirements by how many we should do an hour, although quality performance was low she still meet her goals which is why she turns around and socialize. Minimize criticism I am not the supervisor and should not worry about her task and what she was not doing. To not assume that she was being lazy or slacking off but to focus in on how it not only affects me but other coworkers as well. And lastly focus on solving the problem instead of confronting I could have suggest maybe when she is finished, or anyone is finished move down the aisle and let others continue working.

Explanation / Answer

Training

Training and learning is one of competitive advantage of the organization. An Organization which is learning can create a conducive environment for innovation and creativity.

So when can a Organization can be driven in learning paths? To answer this we need to know what is learning. Learning means equipping employees about knowledge of business, Industry, competitive forces, latest advancements & best practices.

An employee who has a very good knowledge of his own companies environment can take proactive steps to avoid future problems rather than fire fighting the existing problems.

Training & development is thus changes employee cost from being an expense into investments for future.

SWOT

SWOT means strength weakness opportunity threat.

This is a analysis which is performed by strategy makers of organization to analyze internal and external environment. Internal environment refers to the inside of the organization whereas external refers to external environment.

Internal analysis focus on identifying the strength & weakness and external analysis focusses on Opportunity and threats. An Organization will be succeessfull when strength meets Opportunities, for example when Organization has very strong cash position they can grab opportunity of business putforth by the environment in very less time compared to competitors. the competitors have to resort to external sources of funding whereas we can use the internal resources and grab the earlybird advantage putforth by the market.

The real dis-advantage to organization is when weakness meets threat. Threat is an unforeseen event which we have projected in advance but the effect of such event is not planned conservatively. usually the effect of such event is very worse compared to what we have planned and when we are weak to face such unforeseen event, the organization fail.

Learning, Training and development of employees can make them plot these threats in advance and hence save organization from failing. This SWOT analysis coupled with training and development makes a perfect learning and safe organization.

Types of training

Trainings can be of different types few of such are On the Job training, Technical training for non technical staffs, finance for non finance staffs.

on the job training refers to making each employee multitalented by directly making him or her work on the job. This can limit the booking knowledge and grow them practically. Also training on Finance is very much important to all employees as finally everything boils down to profit we make, hence employees should be concious about cost and profit. finally technical training for administration staff is required to be well versed with product and its characteristics. This can make a conducive environment for learning thereby cultivating creativity and innovation.

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