1. This chapter discussed several factors that influence the choice of evaluation design. Which of these factors would have the greatest influence on your choice of an evaluation design? Which would have the smallest influence? Explain your choices.
The greatest influence would be importance because if the training is ineffective, you have to take into account all that it will affect. Customer service, relationships in the workplace, or even the development of production. The factor with the smallest influence is expertise because a complex study may not always be needed, also time constraints may prevent it from being very complex.
2. How might you estimate the benefits from a training program designed to teach employees how to use the World Wide Web to monitor stock prices?
I would implement the pretest with a comparison group. I would do this because I would want to know how many people knew simple comptuter protocols and procedures, also if they knew anything pertaining to stock vocabulary.
3. What practical considerations need to be taken into account when calculating a training program's ROI?
Cost and benefits are important. These include paid hours for training, materials, and market gains. Also important are success cases which show how learning leads to results. If you can't be sure that your method of training has been proven to work, you will be a bit reluctant to expect a good return on investment. Another practical consideration is the idea that employees will benefit from the training.
Tuesday, April 17, 2007
Tuesday, April 3, 2007
Chapter 10 Homework Assignment
1. Discuss the steps in preparing a manager to go overseas.
In preparing a manager to go overseas, they must go through some phases. The predeparture phase is when the manager will receive language training and orientation in the country's culutre and customs. The training program must have rigor, or a high degree of knowledge about the culture as well as behavior and skills needed. The next phase, on-site, involves continued orientation to the host country and its customs. Often the manager would be paired with a mentor from the host country who helps them understand the new work environment. The
2. List the five dimensions of culture. How does each of the dimensions affect employee behavior?
The first dimenstion is individual collecitivism, which means that employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. Next is uncertainty avoidance, which means that employees would prefer a structured enviornment rather than being unstructured. Next is masculinty-femininity, which refers to the extent to which a culture values feminine and masculine behavior. Employees will tend to see males as more competitive and assertive, and view females as helpful. Power distance the expectation for the unequal distribution of power in a hierarchy. Employees will tend to address each other with titles as a sign of respect. Last is time-oriented, which is how much emphasis a culture puts on the future rather than the past and present. Employees will work towards achieving something else, rather than relishing on past accomplishments.
3. What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
To me, managing diversity means giving every employee within the organization a chance to show other employees that even thought they may be different, there are things that they can contribute to the overall growth of the organization. It also means that all employees would be treated the same regardless of who they are. If I was in charge of a diversity training program,
I would involve everybody, not just a select group of people. If at all possible, I would try to make sure that groups were made up of people from different backgrounds to show them that everybody, even though different, probably have a lot of the same qualities. I would include stereotypes in the workplace, along with biases between american business culture and the rest of the world.
4. What are school-to-work transition programs? Why are they needed? How do they benefit companies?
School to work transition programs combine classroom experiences with work experiences to prepare high school grads for employment. They are needed because graduates that are not going to college have no job experience that is relative to what they may want to do, this gives them an opportunity to choose a career in which they can actually study for. They benefit companies because more employees will be knowledgable about their job and have the necessary skills to complete the day to day tasks that are required.
5. How can companies ensure that talented women have access to development programs?
Make sure that everyone woman knows about the development program first and foremost. Do not offer training on biased attitudes, meaning that women and men alike are capable of completing training and managing their knowledge effectively aftwards. Anothe way is to make training mandatory for everyone, this way all will have an equal opportunity to receive the skills they need to succeed in the workplace.
In preparing a manager to go overseas, they must go through some phases. The predeparture phase is when the manager will receive language training and orientation in the country's culutre and customs. The training program must have rigor, or a high degree of knowledge about the culture as well as behavior and skills needed. The next phase, on-site, involves continued orientation to the host country and its customs. Often the manager would be paired with a mentor from the host country who helps them understand the new work environment. The
2. List the five dimensions of culture. How does each of the dimensions affect employee behavior?
The first dimenstion is individual collecitivism, which means that employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. Next is uncertainty avoidance, which means that employees would prefer a structured enviornment rather than being unstructured. Next is masculinty-femininity, which refers to the extent to which a culture values feminine and masculine behavior. Employees will tend to see males as more competitive and assertive, and view females as helpful. Power distance the expectation for the unequal distribution of power in a hierarchy. Employees will tend to address each other with titles as a sign of respect. Last is time-oriented, which is how much emphasis a culture puts on the future rather than the past and present. Employees will work towards achieving something else, rather than relishing on past accomplishments.
3. What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
To me, managing diversity means giving every employee within the organization a chance to show other employees that even thought they may be different, there are things that they can contribute to the overall growth of the organization. It also means that all employees would be treated the same regardless of who they are. If I was in charge of a diversity training program,
I would involve everybody, not just a select group of people. If at all possible, I would try to make sure that groups were made up of people from different backgrounds to show them that everybody, even though different, probably have a lot of the same qualities. I would include stereotypes in the workplace, along with biases between american business culture and the rest of the world.
4. What are school-to-work transition programs? Why are they needed? How do they benefit companies?
School to work transition programs combine classroom experiences with work experiences to prepare high school grads for employment. They are needed because graduates that are not going to college have no job experience that is relative to what they may want to do, this gives them an opportunity to choose a career in which they can actually study for. They benefit companies because more employees will be knowledgable about their job and have the necessary skills to complete the day to day tasks that are required.
5. How can companies ensure that talented women have access to development programs?
Make sure that everyone woman knows about the development program first and foremost. Do not offer training on biased attitudes, meaning that women and men alike are capable of completing training and managing their knowledge effectively aftwards. Anothe way is to make training mandatory for everyone, this way all will have an equal opportunity to receive the skills they need to succeed in the workplace.
Wednesday, March 21, 2007
Chapter 8 Homework Assignment
- Explain how technology has changed the learning environment.
New technology has changed the learning enviornment in many different ways including the costs associated with training and the effectives of the learning environment. Employees can now access training materials from anywhere via the web and also choose the type of material they want to study. Because of digital collaboration, training can given to employees in different geographic locations instead of everyone coming to a central location. New technology also allows for better communication between trainer and trainee. - What are some advantages and disadvantages of multimedia training?
Advantages of multimedia training are that it is self-paced, it offers unlimited accessibility, it provides privacy and also gives immediate feedback. Disadvantages of mulitmedia training are that it is very expensive, trainees may not know how to utilized the multimedia being presented, and can be ineffective for certain content. - Why would a company use a combination of face-to-face instruction and Web-based training?
A company would use a combination like this to give their employees social interaction with others, developing better face-to-face communication; while at the same time it allows for self-directed learning and simulations of real life expriences. - Using the Web, further investigate any new technology discussed in Chapter 8. Find information describing the technology, hints for developing and purchasing the technology, and examples of companies marketing and/or using the technology. Include Web addresses in your summary.
Ipod's are digital media players that can trainees can use to take information with them wherever they go. One company using the ipod is Trinity Workplace Learning, which will offer training and education content. The PDA School offers live training with PDA's and offers many businesses the chance to train employees on Palm, Blackberry, and PocketPC. TeamSpace is marketing their vitual online office to businesses around the globe for project planning and coordination, connection of mobile employees, and support for work groups.
http://www.internetnews.com/ent-news/article.php/3571426
http://www.thepdaschool.com/Business.htm
http://www.teamspace.com/groupware-examples.html
Chapter 7 Homework Assignment
- What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
For lectures, strengths include that is is least expensive, least time consuming and presents large amounts of information efficiently. Weaknesses of the lecture are a lack of participating, feedback and connection to trainees work environment. It also inhibits the trainers ability to judge the trainees level of understanding. Strengths of the case study are that it provides trainees with the opportunity to analyze certain job related situations and serves for better communicationbetween employees. Weaknesses of the case study would be that any preexisting cases may not directly relate to work experience, negating the purpose of case studies. Strengths of self-directed learning are the the trainee is responsible for all aspects of learning, and move at their own pace which means less money spent on trainers. The disadvantages of self-directed learning are that the trainee must be willing ot learn the material, and must learn it correctly. Some strengths of simulations are the real life situations that can be presented to trainees, which allows for fewer errors in the workplace. The weakness of simulations are the costs of creating real life equipment to simulate the workplace, and constant updates to the equipment. - What are the components of effective team performance? How might training strengthen these components?
The three components of effective team performance are behavior, knowledge, and attitude. Training can strengthen the behavior component by allowing trainees to communicate wiht others and adapt to tough situations. Knowledge can be strengthened by training because trainees must have the required knowledge in order to complete tasks. Attitudes can be improved as a result of training because it allows trainees to work as teams, coordinating their efforts. - Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
The steps of an action learning program are identifying sponsors, the problem or issue, the group who can address the problem, and coaches can help the problem solving by offering feed back. Then, there is the presentation of the problem to the group, followed by group discussion, data gathering and analysis as a group, group presentation on how to solve the problem, and lastly self-reflection and debriefing.
Friday, March 2, 2007
Chapter 5 Homework Assignment
1. Consider three time periods (pre-training, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period.
Pre-training:
Manager
- emphasize the importance of the training program
- stress the application of training content to the job
Trainer
- establish goals for training
Trainee
- help in the design of the training process
- set up a peer network
During Training:
Manager
- allows trainees to practice
- participate as a trainer
- discuss progress with trainees
Trainer
- give employees real-life, meaningful examples
Trainee
- pay attention
- participate in the process
After Training:
Manager
- keep encouraging employees to perform based on learning
Trainer
- follow up on employee performance
Trainee
- share learned knowledge with other employees
- implement the learned skills into daily tasks
2. What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed?
You could try to implement training that will not rely on the current work environment to succeed. If there is no way for managers to effectively communicate the benefits of training, allow experienced employees to communicate these benefits throughout the workplace. If finding the time to train employees is an issue, allow employees to make their own time.
3. Discuss how trainees can support each other so that transfer of training occurs.
They can form a support network and discuss their progress with the training program. They can offer advice on how to be successful in the training process, or provide other trainees experience in coping with interference in the work environment.
4. What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used.
A blog/wiki within a company might be very useful in that it would facilitate the transfer of training by allowing trainers or trainees to post information about the training process, what they learned, and what benefited them the most. E-mail is also a useful tool in that employees can communicate with the trainer or manager about the training process. This could keep employees up to speed on training and make them feel as if they are a part of the process.
5. What is knowledge? Why is knowledge important? How can companies manage knowledge?
Knowledge is what employees know or know how to do. Knowledge is important because the knowledge of employees allows them to successfully or unsuccessfully perform tasks on the job. Companies can manage knowledge by allowing employees to reference directories that list what employees do and how they can be contacted. Also, they can let employees give presentations to other employees about what they have learned from training programs. They can also allow employees to receive time off of work to attend training.
Wednesday, February 28, 2007
Web 2.0
I am increasingly hearing the term, "Web 2.0" to describe activities and applications. What is Web 2.0? Are we using any Web 2.0 applications in class? How do you feel about using these Web 2.0 applications? Which 3 Web 2.0 applications do you think will be the killer apps of 2007? Why?
Web 2.0 has not been concretely defined by anyone, however Web 2.0 identifies the web as a platform offering services, collective intelligence and users managing their own data. Web 2.0 includes things such as blogging sites, wikis, and social networking sites. Web 2.0 applications that we are using in class are, suprise, blogger.com and wikispaces.com. These applications are a great tool to get information out on the web, however I feel that a lot of data that is managed by the users themselves can be inaccurate, and cause a lot of problems. The three Web 2.0 Applications of 2007 are going to be Google's Apps Premier, mainly because the free version is easy to use and has enough features for the average user. Fluxiom, because more and more people are looking for a place to store files, and not having to manage it yourself is a big plus in my book. Just upload, and its there. Although fairly popular right now, I believe YouTube is going to continue to be popular just because it was bought by Google this year and still has some potential for growth.
Web 2.0 has not been concretely defined by anyone, however Web 2.0 identifies the web as a platform offering services, collective intelligence and users managing their own data. Web 2.0 includes things such as blogging sites, wikis, and social networking sites. Web 2.0 applications that we are using in class are, suprise, blogger.com and wikispaces.com. These applications are a great tool to get information out on the web, however I feel that a lot of data that is managed by the users themselves can be inaccurate, and cause a lot of problems. The three Web 2.0 Applications of 2007 are going to be Google's Apps Premier, mainly because the free version is easy to use and has enough features for the average user. Fluxiom, because more and more people are looking for a place to store files, and not having to manage it yourself is a big plus in my book. Just upload, and its there. Although fairly popular right now, I believe YouTube is going to continue to be popular just because it was bought by Google this year and still has some potential for growth.
Friday, February 16, 2007
Chapter 4 Homework Assignment
1 What learning condition do you think is most necessary for learning to occur? Which is least critical? Why?
The learning condition that is most necessary for learning to occur is the external condition of repeated practice because like many say, 'practice makes perfect.' Employees will be better trained if they are well practiced. The learning condition that is least necessary is the external condition strong message from a credible source. This is because no matter how credible the source is, if that person does not appeal to the trainee it does not help very much.
2. What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How?
Knowing the age of the persons to be trained is very valuable because all age groups tend to to learn differently. The age group from 20 to 35 would make me want to teach using web-based training, possible more hands on experimentation, and make it more interactinve.
3. How do instructional objectives help learning to occur?
Instructional objectives help learning to occur because objectives state what the employee is expected to do, the quality or level of performance that is acceptable, and the conditions under which the trainee is expected to perform.
4. Can allowing trainees to make errors in training be useful? Explain.
Allowing trainees to make errors in training is very useful in a training program. Allowing trainees to experiment and fail shows them exactly what not to do, preparing them for real situations in which they will be able to perform flawlessly becuase they know what to do and how to do it.
5. Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning.
Information found in a lesson plan includes learning objectives, which state what the lesson is designed to accomlish and the lesson standards for success. The target audience explains who is in the audience and the characteristics of that audience. Time states the time devoted to each lesson, the lesson outline details the topics to be covered, and activity discusses the trainees and instructors roles. Support materials are those materials needed for effective delivery of training, and the physical environment details the arrangemnt or size of the training area. Also included is preparation, which is important because it addresses trainees readiness for training, the lesson topic covers what will actually be taught. The evaluation part is important as well because it covers how learning will be evaluated, for instance with test or role plays. The transfer and retention portion details what will be done to ensure that training content is used on the job.
The learning condition that is most necessary for learning to occur is the external condition of repeated practice because like many say, 'practice makes perfect.' Employees will be better trained if they are well practiced. The learning condition that is least necessary is the external condition strong message from a credible source. This is because no matter how credible the source is, if that person does not appeal to the trainee it does not help very much.
2. What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How?
Knowing the age of the persons to be trained is very valuable because all age groups tend to to learn differently. The age group from 20 to 35 would make me want to teach using web-based training, possible more hands on experimentation, and make it more interactinve.
3. How do instructional objectives help learning to occur?
Instructional objectives help learning to occur because objectives state what the employee is expected to do, the quality or level of performance that is acceptable, and the conditions under which the trainee is expected to perform.
4. Can allowing trainees to make errors in training be useful? Explain.
Allowing trainees to make errors in training is very useful in a training program. Allowing trainees to experiment and fail shows them exactly what not to do, preparing them for real situations in which they will be able to perform flawlessly becuase they know what to do and how to do it.
5. Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning.
Information found in a lesson plan includes learning objectives, which state what the lesson is designed to accomlish and the lesson standards for success. The target audience explains who is in the audience and the characteristics of that audience. Time states the time devoted to each lesson, the lesson outline details the topics to be covered, and activity discusses the trainees and instructors roles. Support materials are those materials needed for effective delivery of training, and the physical environment details the arrangemnt or size of the training area. Also included is preparation, which is important because it addresses trainees readiness for training, the lesson topic covers what will actually be taught. The evaluation part is important as well because it covers how learning will be evaluated, for instance with test or role plays. The transfer and retention portion details what will be done to ensure that training content is used on the job.
Friday, February 2, 2007
Chapter 3 Homework Assignment
1. If you were going to use online technology to identify training needs for customer service representatives for a web-based clothing company, what steps would you take to ensure that the technology was not threatening to employees?
First and foremost I would make sure that all of the customer service representatives knew how to actually use the website they work for. Secondly, if I were conducting an online assessment, I would make it very plain and easy to use. Precise directions would be included, and also make it clear to those using it that it's for their benefit only.
2. Needs assessment involves organization, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
I believe that the organizational analysis is the most important because organizational analysis will determine whether or not the training will support the goals and strategic direction of the company. This analysis will determine how much money will be spent on training, as well as if employees will support it and become active in it. The least important is task analyses because most people are aware of their daily job activities, in other words, most people know what to do, but many may not know what level of performance they should be reaching.
3. Assume you have to prepare older employees with little computer experience to attend a training course on how to use the World Wide Web. How will you ensure that they have high levels of readiness for training? How will you determine their readiness for training?
I would determine their readiness for training by assessing needs such as experience with the Internet, or if they use computers daily, even if they had computers at home. More than likely, I would also ask something like, how often do you check email, things such as these would give me a good estimate as to what my employees would need to prepare for training.
First and foremost I would make sure that all of the customer service representatives knew how to actually use the website they work for. Secondly, if I were conducting an online assessment, I would make it very plain and easy to use. Precise directions would be included, and also make it clear to those using it that it's for their benefit only.
2. Needs assessment involves organization, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
I believe that the organizational analysis is the most important because organizational analysis will determine whether or not the training will support the goals and strategic direction of the company. This analysis will determine how much money will be spent on training, as well as if employees will support it and become active in it. The least important is task analyses because most people are aware of their daily job activities, in other words, most people know what to do, but many may not know what level of performance they should be reaching.
3. Assume you have to prepare older employees with little computer experience to attend a training course on how to use the World Wide Web. How will you ensure that they have high levels of readiness for training? How will you determine their readiness for training?
I would determine their readiness for training by assessing needs such as experience with the Internet, or if they use computers daily, even if they had computers at home. More than likely, I would also ask something like, how often do you check email, things such as these would give me a good estimate as to what my employees would need to prepare for training.
Chapter 2 Homework Assignment
1. What do you think is the most important organizational characteristic that influences training? Why?
The most important organizational characteristic that influences training is staff involvement in training and development. If employees are allowed to be a part of the design process for a training program then they are more likely to become active in the program. Also, allowing your employees to be involved in the training and development process will allow the company to better assess needs.
2. What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge?
Human capital is a persons' knowledge, skill, understanding and creativity. Human capital is influencing role knowledge because it seems the knowledge that employees gain from years of personal experience is becoming more valuable than what a training program can offer. For instance, a training program cannot explain to you how to interact with a different department in your company, however a veteran employee maybe able to explain ways in which to communicate that will be effective.
3. What are the advantages and disadvantages of a centralized training function?
The advantages of a centralized training function would be that all of your programs, resources, and investments are centralized in one location. This would reduce the amount of various programs being duplicated over vast geographical areas. It also allows companies to train managers at one time as changes come along. The disadvantage to centralized training is that it would be impossible to assess the needs of all the locations and integrate it so that everyone will benefit from the training program.
The most important organizational characteristic that influences training is staff involvement in training and development. If employees are allowed to be a part of the design process for a training program then they are more likely to become active in the program. Also, allowing your employees to be involved in the training and development process will allow the company to better assess needs.
2. What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge?
Human capital is a persons' knowledge, skill, understanding and creativity. Human capital is influencing role knowledge because it seems the knowledge that employees gain from years of personal experience is becoming more valuable than what a training program can offer. For instance, a training program cannot explain to you how to interact with a different department in your company, however a veteran employee maybe able to explain ways in which to communicate that will be effective.
3. What are the advantages and disadvantages of a centralized training function?
The advantages of a centralized training function would be that all of your programs, resources, and investments are centralized in one location. This would reduce the amount of various programs being duplicated over vast geographical areas. It also allows companies to train managers at one time as changes come along. The disadvantage to centralized training is that it would be impossible to assess the needs of all the locations and integrate it so that everyone will benefit from the training program.
Saturday, January 20, 2007
Chapter 1 Homewok Assignment
1. Describe the forces affecting the workplace and learning. How can training help companies deal with these forces?
The forces that affect the workplace and learning include globalization, which means that many businesses are dealing with other businesses worldwide. This means many exports to to other countries, as well as employees from other countries, not just the U.S. Other factors are the increased value placed on intangible assets and human capital. this means that knowledge and the ability to form relationships with others is becoming ideal in the workplace. A big influence on the workplace and learning is new technology, especially the Internet which has allowed e-commerce to form, as well as changing the way companies manage there environment.
2. What steps are included in the training design model? What step do you think is most important? Why?
The steps in the training design model include (1) conducting a needs assessment, (2) ensuring employees have motivation and basic skills necessary to master content, (3) to create a learning environment that has the features necessary for learning to occur, (4) to ensure that trainees apply the training content to their jobs, (5) develop an evaluation plan, (6) choose the training method, (7) evaluate the program and make changes. The most important step is step 3 to create a learning environment that has the features necessary for learning to occur; because if you can make a good assessment and see that your employees have basic skills, but if the environment is not conducive to learning you will produce nothing.
3. What are intangible assets? How do they relate to training and development?
Intangible assets are assets that cannot be bought or touched or kept somewhere for storage. Intangible assets relate to training and development because they include human capital, customer capital, social capital and intellectual capital, all of which come from employees experiences.
4. Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest?
The most difficult would be the learning strategist because they must determine how learning can be used to meet the company's business strategy. The easiest would have to be the project manager because they must monitor effective delivery of learning.
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?
Technology influences these roles in a sense that training professionals have become very important and must maintain flexibility when training a group of individuals. New technology requires the professional to learn and know the latest technology because they will more than likely be using it. It could reduce the roles however; for instance web-conferencing has enable one training professional to train multiple sites of people instead of hiring one for each company location. It can also result in additional roles as well because you will need more people to manage data being transferred due to technology.
6. Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
I have not taken any real training courses, however in high school I took two classes on Integrated Business Applications, and they taught me a lot about Microsoft Office and more popular software applications. To improve the course I would have had more hands on applications, and even used my skills in a real world setting.
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?
Some implications of the aging work force would be that they have a lack of knowledge of new and upcoming technology, maybe physically they aren't able to do the things they used t0, or aren't mentally as sharp either. Strategies could include asking them to work part time, helping them transition into retirement.
The forces that affect the workplace and learning include globalization, which means that many businesses are dealing with other businesses worldwide. This means many exports to to other countries, as well as employees from other countries, not just the U.S. Other factors are the increased value placed on intangible assets and human capital. this means that knowledge and the ability to form relationships with others is becoming ideal in the workplace. A big influence on the workplace and learning is new technology, especially the Internet which has allowed e-commerce to form, as well as changing the way companies manage there environment.
2. What steps are included in the training design model? What step do you think is most important? Why?
The steps in the training design model include (1) conducting a needs assessment, (2) ensuring employees have motivation and basic skills necessary to master content, (3) to create a learning environment that has the features necessary for learning to occur, (4) to ensure that trainees apply the training content to their jobs, (5) develop an evaluation plan, (6) choose the training method, (7) evaluate the program and make changes. The most important step is step 3 to create a learning environment that has the features necessary for learning to occur; because if you can make a good assessment and see that your employees have basic skills, but if the environment is not conducive to learning you will produce nothing.
3. What are intangible assets? How do they relate to training and development?
Intangible assets are assets that cannot be bought or touched or kept somewhere for storage. Intangible assets relate to training and development because they include human capital, customer capital, social capital and intellectual capital, all of which come from employees experiences.
4. Which of the training professionals' roles do you believe is most difficult to learn? Which is easiest?
The most difficult would be the learning strategist because they must determine how learning can be used to meet the company's business strategy. The easiest would have to be the project manager because they must monitor effective delivery of learning.
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?
Technology influences these roles in a sense that training professionals have become very important and must maintain flexibility when training a group of individuals. New technology requires the professional to learn and know the latest technology because they will more than likely be using it. It could reduce the roles however; for instance web-conferencing has enable one training professional to train multiple sites of people instead of hiring one for each company location. It can also result in additional roles as well because you will need more people to manage data being transferred due to technology.
6. Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
I have not taken any real training courses, however in high school I took two classes on Integrated Business Applications, and they taught me a lot about Microsoft Office and more popular software applications. To improve the course I would have had more hands on applications, and even used my skills in a real world setting.
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?
Some implications of the aging work force would be that they have a lack of knowledge of new and upcoming technology, maybe physically they aren't able to do the things they used t0, or aren't mentally as sharp either. Strategies could include asking them to work part time, helping them transition into retirement.
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