“Computers Are Key.”

Hello everyone,

You have just been named the new Training Director for “Computers Are Key.” It is a distributor of computers and computer-related items. “CAK” employs 5,000 employees, and positions range from warehouse supervisor to hi-lo driver, to picker/packer to office positions.

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Susan Hughes, the VP of HR has been reviewing workers’ compensation claims and realizes she has a problem. Three out of five employees complain of work-related accidents and incidents, ranging from back injuries to neck strains.

Dr. Hughes has asked you to put together a training program for the warehouse personnel. In addition, she would like you to develop a training program for newly promoted managers.

What type of training will you recommend to her and why?

For the warehouse personnel, I would recommend “on-the-job” training using the coaching/understudy method. I think that since this position is mostly physical labor and since we’re trying to prevent on the job accidents from occurring it would be most appropriate for the workers to watch how best to perform the physical tasks by watching and then getting coached while performing those very tasks how best to perform them.

For the newly promoted manager, I would recommend “behavioral modeling”. Since management is much more than just physical labor I think it’s important for them to first get instructions on what’s expected of them, be able to practice what they learn, and receive feedback on how they did.

How will you decide what training will best service her needs?

By using the ADDIE training process:

1)Analyze the training need-in this instance we need to look at 2 different programs:

A) Warehouse personnel- training needed to stop work-related accidents and incidents.

B) Newly promoted managers- analyze the responsibilities and tasks of the new position and train employees in skills/knowledge needed for that new position.

2)Design the overall training program-planning the training program including training objectives, delivery methods, and program evaluations.

3)Develop the course- actually assembling the training program’s content and materials.

4)Implement the training-provide actual training

5)Evaluate course effectiveness-evaluate participant’s reactions, what was learned, and the end results from the training program. If their satisfactory then you know your training process is effective. If not, you might need to make changes accordingly.

What questions do you need to know the answers to before moving forward with her request?

The first thing I would need to know is the long-range training goals. Meaning, to identify the behavior needed to execute the company’s strategy and then figure out what skills and knowledge are needed by employees to complete the tasks they are assigned to do. Also, I would need to know the actual tasks they’re expected to do. Then after the ADDIE training process is complete and is satisfactory, we would be able to move forward.

Thank you for reading.

Example of reply

Hi Yecheskel,

I completely agree with your method of on the job training. I believe this is the best and most effective training method. As for new managers I think behavior modeling is an excellent idea. Behavior modeling plays a big role in helping managers understand there employees and is also a very common training method for managers. I think it is a great way to get managers exposed to certain situations and give them a chance to determine how to resolve or help the conflict. I also like how you said management is much more than physical labor because that is very true. Great post!

Dr. Hughes has asked you to put together a training program for the warehouse personnel. In addition, she would like you to develop a training program for newly promoted managers.

What type of training will you recommend to her and why?

I would recommend an outside seminar or inside training session about workplace safety for the newly promoted managers. A train the trainer type of session. This would educate them in workplace safety and enable them to coach workers on the job in the warehouse.

For the warehouse personnel I would recommend on the job training with the newly educated managers. The managers could demonstrate the correct way to perform tasks and enforce what they have learned about workplace safety. The workers could go to them at any time for assistance. The training would be specific to each employee based on the tasks performed. Management could evaluate the training by observing the behavior changes or the anticipated result of less injuries.

How will you decide what training will best service her needs?

I would analyze what training was needed based on the type of group. The new managers would all need to learn the same lessons so that they could train the employees. For the current warehouse workers, I would do a performance analysis to see what areas or tasks produced the injuries and determine the training needed. For new employees they could add a safety prevention segment in the new employee orientation and then continue with on the job safety training specific to their tasks.

What questions do you need to know the answers to before moving forward with her request?

To move forward with developing a program I would first need to know:

What are the types of injuries?

Are the injures among the new or current employees, or both?

What tasks are causing the injuries?

Are any of the injuries due to equipment use?

How can we prevent the injuries?

References

Dessler, G. (2020) Human Resource Management. (16th Edition). Chapter 7. Pearson.

US Department of Labor. OSHA https://www.osha.gov/safety-management/education-training (Links to an external site.)

Example of reply

Hi Lisa,

I like how you mentioned train-the-trainer as I am currently learning about this kind of training method in my Training & Staff Development course. According to Noe, “Train-the-trainer programs are necessary for managers, employees, and “experts” who may have content knowledge but need to improve presentation and communication skills, gain an understanding of the key components of the learning process (e.g., feedback, practice), or learn to develop lesson plans” (Noe, 2017). For the situation mentioned in this discussion I think this would be appropriate for the managers at CAK to take part in as well.

Reference

Noe, R. A. (2017). Employee Training & Development (7th ed.). McGraw-Hill.

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