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AEREN FOUNDATION’S Maharashtra Govt. Reg. No.: F-11724
| AN ISO 9001 : 2008 CERTIFIED INTERNATIONAL B-SCHOOL |
SUBJECT -CORPORATE TRAINING MANAGEMENT
CASE STUDY : 1
Evaluation is the systematic collection of descriptive and judgemental information necessary to make effective training decisions related to the selection, adoption, value and modification of various training activities. The objectives of training programs reflect numerous goals ranging from trainee progress to organizational goals. From this perspective, evaluation is an information gathering technique that cannot possible result in decisions that categorize programs as good or bad.
The history of evaluation of training programmes indicates that much more effort is necessary to acquire the information needed for the decision making process.
Q1) Explain the barriers in the Evaluation process?
Answer:Barriers: Program evaluations require funding, time and technical skills: requirements that are often perceived as diverting limited program resources from clients. Program staff are often concerned that evaluation activities will inhibit timely accessibility to services or compromise the safety of clients. Evaluation can necessitate alliances between historically separate community groups (e.g. academia, advocacy groups, service providers; Short, Hennessy, & Campbell, 1996). Mutual misperceptions regarding the goals and process of evaluation can result in adverse attitudes.
Overcoming Barriers: Collaboration is the key to successful program evaluation. In evaluation terminology, stakeholders are defined as entities or
Q2) What are the ways in which training Evaluation can make a contribution in process ofimproving training?
Answer:Evaluation is the systematic application of scientific methods to assess the design, implementation, improvement or outcomes of a program. The term “program” may include any organized action such as media campaigns, service provision, educational services, public policies, research projects, etc. Purposes for Program Evaluation
- Demonstrate program effectiveness to funders
- Improve the implementation and effectiveness of programs
- Better manage limited resources
Q3) Explain the Evaluation models?
Answer:Evaluation Standards and Designs: Evaluation should be incorporated during the initial stages of program development. An initial step of the evaluation process is to describe the program in detail. This collaborative activity can create a mutual understanding of the program, the evaluation process, and program and evaluation terminology. Developing a program description also helps ensure that program activities and objectives are clearly defined and that the objectives can be measured. In general, the evaluation should be feasible, useful, culturally competent, ethical and accurate. Data should be collected over time using multiple
Q4) Explain the strategies of the Evaluation process?
Answer: Various types of evaluation can be used to assess different aspects or stages of program development. As terminology and definitions of evaluation types are not uniform, an effort has been made to briefly introduce a number of types here.
- Context Evaluation:Investigating how the program operates or will operate in a particular social, political, physical and economic environment. This type of evaluation could include a community needs or organizational assessment. Sample question: What are the environmental barriers to accessing program services?
- Formative Evaluation:Assessing needs that a new program should fulfill (Short, Hennessy, & Campbell, 1996), examining the early
CASE STUDY : 2
Work place training is a systematic approach to learning and development to improveindividual, team or organizational effectiveness. A systematic approach refers to the ideathat the training is intentional. It is being conducted to meet a perceived need. Learningand development concerns the building of expertise as a function of these systematictraining efforts. Learning outcomes can include changes in knowledge, skills or attitudes(KSA).
AN ISO 9001 : 2008 CERTIFIED INTERNATIONAL B-SCHOOL
One well established framework for organizing the important steps of training is theinstructional design model based in the instructional technology area.
Q1) Explain the term Training?
Answer:Implementation of formal training and development programs offers several potential advantages to small businesses. For example, training helps companies create pools of qualified replacements for employees who may leave or be promoted to positions of greater responsibility. It also helps ensure that companies will have the human resources needed to support business growth and expansion. Furthermore, training can enable a
Q2) Explain the term technology and instructional technology?
Answer:Technology is often a consequence of science and engineering — although technology as a human activity precedes the two fields. For example, science might study the flow of electrons in electrical conductors, by using already-existing tools and knowledge. This new-found knowledge may then be used by engineers to create new tools and machines, such as semiconductors, computers, and other forms of advanced technology. In this sense, scientists and engineers may both be considered technologists; the three fields are often considered
Q3) Explain the characteristics of instructional technology?
Answer:The instruction has significant role in human learning. The systematic actions which induce learning is known as instruction. The instruction stands for development of knowledge and beliefs.Instructional technology means a net work of techniques or devices employed to accomplish certain defined set of learning objectives. It implies the application of psychological and scientific principles and knowledge to instruction for
Q4) What is the importance of skill and attitude explain?
Answer:For a highly technical position, skills and experience are paramount. If you need someone who has attained a high degree of skill in a narrow, specialized area, attitude may have to take second place. For other positions, however, attitude is certainly a major deciding factor.If highly experienced applicants are scarce, but you absolutely have to have someone with their skills, you may have to live with some minor attitude quirks. If the choice is between leaving the position vacant, or employing someone you have to manage more closely, you
CASE STUDY : 3
The learning environment refers to the dynamics of the training process with particularemphasis on those components that support learning in the training setting and then onceback on the job. The basic foundation for instructional training programs is learning.Training procedures are based on the belief that it is possible to design an environment inwhich learning can take place. Learning is an inferred process that is not directlyobservable.Learning is an important aspect in every training.
Q1) Explain the term learning?
Answer: The ability to learn is one of the most outstanding human characteristics. Learning occurs continuously throughout a person’s lifetime. To define learning, it is necessary to analyze what happens to the individual. For example, an individual’s way of perceiving, thinking, feeling, and doing may change as a result of a learning experience. Thus, learning can be defined as a change in behavior as a result of experience. This can be physical and overt, or it
Q2) Discuss the learning outcomes in brief?
Answer:Besides the four basic levels of learning, educational psychologists have developed several additional levels. These classifications consider what is to be learned. Is it knowledge only, a change in attitude, a physical skill, or a combination of knowledge and skill? One of the more useful categorizations of learning objectives includes three domains: cognitive domain (knowledge), affective domain (attitudes, beliefs, and values), and psychomotor domain (physical skills). Each of the domains has a hierarchy of educational objectives.
The listing of the hierarchy of objectives is often
Q3) Explain the stages of learning?
Answer:Each student sees a learning situation from a different viewpoint. Each student is a unique individual whose past experiences affect readiness to learn and understanding of the requirements involved. For example, an instructor may give two aviation maintenance students the assignment of learning certain inspection procedures. One student may learn quickly and be able to competently present the assigned material. The combination of an aviation background and future goals may enable that student to realize the need and value of learning the procedures. A second student’s goal may only be to comply with the instructor’s assignment
Q4) Point out the Trainee Motivation to learn meaning and explain the term self-efficacy?
Answer:Trainee Motivation: Why are your trainees in training? What is it they are trying to achieve? These motivations have a great degree of influence over how the trainee will approach their training and, therefore, how effective their training is going to be. Yet how many of us actually consider trainee motivation and work to address it, channel it, and increase it? We may spend a lot of time optimizing our training, but what about the motivation to learn? If we provide the tools and means to learn, but ignore the motivation, then we are missing half of the
CASE STUDY : 4
Training Methods have traditionally been developed as a necessary part of bringing newhires up to speed in the organization, ensuring that individuals are technically competent intheir individual jobs, training and first line supervisors on how to manage and developingindividuals identified as having high potential for future leadership positions in theorganizations. The focus of these training efforts has been to enhance the effectiveness ofindividuals in particular jobs in an organization.
Q1) What are three different dimensions to build employee capabilities?
Answer: The three dimensions to build employee capabilities are:-
1) Moving up in the hierarchy in an organisation.
2) Moving laterally across various subfields of an occupation or functional group.
3) Moving toward the centers of influence and
Q2) Explain the term Employee Orientation in brief?
Answer: Employee orientations are a time to welcome new employees to your company. According to the University of Minnesota, employee orientation is the first step toward building a bright future and successful relationship with those beginning their employment.
Function: During an orientation, employees are presented with information about their new company. They have the chance to meet co-workers and managers, ask questions and familiarize themselves with how things get done in the organization.
Features: Orientations vary in size, depending on how many new employees there are. Employees may be asked to watch a welcome video from the
Q4) Discuss the term ‘Cross Training’?
Answer:Cross-training involves teaching an employee who was hired to perform one job function the skills required to perform other job functions. In the world of sports, the benefits of cross training are clear. By mixing different activities into a regular workout routine one can avoid overuse injuries, balance the development between muscle groups, and prevent boredom. The same may be said of cross-training in the workplace. Employees involved in cross-training programs become skilled at tasks outside the usual parameters of their jobs and thus become greater assets for the company while gaining knowledge and skills that benefit them personally.
Many small businesses use cross-training practices regularly, although in a less formal manner than is usually written about in business journals. When an entrepreneur starts a business and makes those first hiring decisions, he or she will naturally look for candidates who appear to possess the flexibility to handle multiple and often unrelated jobs. A welder, for example, who has taken college courses in engineering or a bookkeeper with people skills who is willing to help with human resource tasks. In a small business it is often the norm to wear more than one hat.
Cross-training programs are a way to more formally organize the process of getting employees prepared to be able to do more than a single job. These programs offer a wide variety of benefits for businesses. For example, a well-designed program can help reduce costs, improve employee morale, reduce turnover, and increase productivity. It can also give a company greater scheduling flexibility, and may even lead to operational improvements. Perhaps the most important benefit that accrues to companies that implement cross-training programs, however, is greater job satisfaction among employees. Cross-training demonstrates that the company has faith in employees’ abilities and wants to provide them with opportunities for career growth. In an age when companies are always trying to accomplish more work with fewer workers, anything that helps to motivate and retain employees can be worthwhile. Cross-trained employees often feel that their jobs have been enriched, and they are often able to contribute more to a firm by coming up with creative solutions based on drawing upon their knowledge of different company systems.
Another benefit of cross-training is increased workforce flexibility. The ability of cross-trained employees to fill in during absences, vacations, and peak demand periods can reduce the costs involved in hiring and training temporary workers or new employees.Cross-training programs may also improve the overall work atmosphere in a business, which may in turn improve the bottom line. Employees are a valuable asset in small businesses, which often must maintain only a bare bones staff in order to remain competitive. This makes it even more important to make maximum use of employees’ skills and talents. Investing in on-the-job training shows all those involved that individual career growth is a valuable and necessary part of the company’s overall growth. If employees believe they have the potential to improve within the company, they will be generally happier with their jobs and more willing to go the extra mile when needed. Employees will be more productive and feel more a part of the overall mission of the company. This usually leads to a high overall morale.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )