HRM326 Week-1 Wal-Mart focus, goals, and Training need
Select your current organization or an organization you are familiar with to complete the following assignment. You have been hired as an outside consultant to help an organization strengthen employee development.
Write an executive summary of no more than 700 words that answers the following questions:
- What is the organization's current focus? What are the organization's overarching goals?
- What are the organization's training needs? How do they relate to the overarching goals?
- What effect does the organization's focus and goals have on prioritizing the type and amount of training?
- How would you prioritize specific training needs based on the organization's needs and current focus?
- Why must you consider the organization's overarching goals when prioritizing training?
HRM326 Week-2 Importance of Training for Employees
Write a 950- to 1,250-word paper in which you explain the importance of training in these areas, pertaining to the organization and individual. You, as an outside consultant, have been asked to explain the importance of training in three areas. Incorporate employee and organization motivation and information on offering training in these areas:
- Legal requirements
- Diversity
- Employee growth
Address what the organization will gain in offering the training and how programs meet professional or personal employee needs. You must clearly show how the programs answer the organization's and employee motivational needs.
HRM326 Week-3 Team Paper- Need Analysis - Ford Motor
Write a paper using your chosen organization, conduct a needs analysis that identifies training objectives and define a measuring system that identifies those objectives' effectiveness. Your paper must be no more than 1,500 words and must include the following:
- The needs analysis, which must include an organizational analysis, a team analysis, and a task analysis
- The evaluation system must include measurable results for the appropriate outcome—cognitive, skill-based, affective, or return on investment—necessary to meet identified needs. Needs vary from organization to organization, so teams must approach this portion with critical thinking skills. The evaluation criteria must be specific, measurable, time-bound, and include a plan regarding what method—survey, test, or performance evaluation—will gather data.
HRM326 Week-3 Training evaluation system – Ford Motor
The evaluation system must include measurable results for the appropriate outcome—cognitive, skill-based, affective, or return on investment—necessary to meet identified needs. Needs vary from organization to organization, so teams must approach this portion with critical thinking skills. The evaluation criteria must be specific, measurable, time-bound, and include a plan regarding what method—survey, test, or performance evaluation—will gather data.
HRM326 Week-4 Delivery Method – Webinar
Format a 5- to 10-slide Microsoft® PowerPoint® presentation using information from the Needs Analysis. You will recommend a delivery methodology for the final project. Your presentation must include the following:
A definition of a delivery method and how it would be applied for the project
Pros and cons of a different delivery method
A recommendation of the delivery method you chose
Coordinate prior to working individually, so different delivery methods are discussed. One team member, for example, might present a classroom delivery method, whereas another team member may present a Webinar, and a third member may present a Podcast. After the due date for the individual assignment passes, share your presentation with your Learning Team, so the team may hear your pitch or reasons why not to use a particular delivery method. If this is an online class, the presentation must include speaker's notes for each slide, showing what you would say if you were delivering a 10-minute presentation
9 slides with title slide and reference slide.
HRM326 Week-5 Professional Development Plan
Write a professional development plan based on the information learned in all weeks of this course. This plan must incorporate the Needs Analysis, evaluation criteria, and a delivery method. Your plan must not exceed 2,500 words and must include the following:
- Needs Analysis
- Organizational analysis
- Team analysis
- Task analysis
- Learning objectives outlining what material is covered
- Appropriate delivery method
- Examples might include but are not limited to classroom, video conference, conference call, Web-based, or podcasts.
- Your plan must be focused on one delivery method but may include up to two.
- Evaluation criteria
- Measures and collection points
- Timeframe
- Expected results quantifying success, failure, and the in-between
HRM326 Final Exam - Week 5 (Score 100%)
HRM 326
Final Exam
Instructor: Rick Lab
Select the BEST answer. Each question is worth .4 point for a total of 10% of your final grade.
1. A business that interacts with its environment is referred to as a(an)
a. open systems model.
b. external systems model.
c. dynamic systems model.
2. The first phase of the 5 step training model is the Training Needs Analysis (TNA) step. In this step both training and non-training needs are identified. These needs will create
a. training objectives.
b. a performance gap.
c. Instructional strategies.
3. The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment, based on a particular group of workers, or the protected class, is known as the:
a. Civil Rights Act of 1964.
b. Equal Employment Act of 1972.
c. Employment Discrimination Act.
4. Knowledge is an organized body of facts, principles, procedures, and information acquired over time. The three categories of knowledge is declarative, procedural and strategic. A person's understanding about how and when to apply the facts is known as
a. declarative knowledge.
b. procedural knowledge.
c. strategic knowledge.
5. Effective training practices involves the use of a training design process. Needs analysis refers to the process. ____________ analysis involves determining whether performance deficiencies result from a lack of knowledge, skill, or ability.
a. Task
b. Person
c. Organizational
6. Learning refers to the acquisition of knowledge by individuals who are willing to apply that knowledge in making decisions or accomplishing tasks. Personal knowledge is based on individual experience that is difficult to explain to others is referred to as:
a. tacit knowledge.
b. shared knowledge.
c. explicit knowledge.
7. If a company is analyzing its percentage of new and returning customers, development of its employees and employee issues such as rewards and training then the company is using a measurement to ensure strategic alignment known as the
a. Balanced Scorecard.
b. Benchmarking Metrics.
c. Markov analysis tracking system.
8. There are many different training needs and four business strategies in meeting these training needs. If a company is placing emphasis on creating or maintaining a market niche the strategy best used would be:
a. internal growth strategy.
b. disinvestment strategy.
c. strategy concentration.
9. The belief that a person can successfully perform their job or learn the content of the training program is defined as:
a. self-efficacy
b. self-concept.
c. self- discipline
10. A competency model identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics. According to the competency model for a systems engineer, the proficiency rating of a 2 for the data migration cluster means the systems engineer is able to
a. perform tasks with assistance and direction.
b. work with minimal supervision.
c. coach others.
11. If an employee is disabled according to the American Disabilities Act (ADA), reasonable accommodations are not required for training purposes when
a. it does not cause an undue hardship.
b. the employee asks for the accommodations.
c. the employee is not qualified to participate in training programs.
12. Research conducted by G. Hofsetede identified five dimensions of national culture. Below BEST describes a comparison between the United States and Japan.
a. Japan is high collectivism and high avoidance and the US is high individualism and high masculinity.
b. US is low power distance and low long term orientation and Japan is high power distance and low long-term orientation.
c. Japan is low long-term orientation and high femininity and US is high femininity and high long-term orientation.
13. Eliminating values, stereotypes, and managerial practices that inhibit employees' personal development is a goal of
a. diversity training.
b. attitude awareness.
c. behavior-based programs.
14. The federal government program intended to be customer focused, to help Americans manage their careers through information and high-quality services and to help US companies find skilled workers is the
a. Worforce Investment Act.
b. Occupational Information Act.
c. Public-Private Sector Program Act.
15. _______________________________ is a training method that is primarily based on the reinforcement theory.
a. Modeling
b. Social learning theory
c. Behavior modification
16. The Expectancy Theory suggests that a person's behavior is based on three factors, expectancy, instrumentality, and valence. If a person believes that performing a given behavior is associated with a particular outcome this is referred to as
a. valence.
b. expectancy.
c. instrumentality.
17. A lesson plan must have lesson objectives. Objectives refers to the purpose and expected outcome of training activities. An objective must be observed such as "understand" or "know". The lowest domain in the "Taxonomy of Learning" is knowledge (recall of information). If I want my students to compare, categorize or test one process with another at the end of the training session, action words in my objective would be:
a. analyze.
b. evaluate.
18. Below are all disadvantages of self-directed training EXCEPT:
a. higher development costs are incurred.
b. it allows trainees to learn at their own pace.
c. trainees must be willing to learn on their own.
19. As a trainer you will likely be asked to choose a training method. You want to choose the training model that will best meet the learning outcome. If you want students to display cognitive strategies the best training method to use would be
a. a video.
b. to use a case study.
c. the apprenticeship method.
20. New technologies have made it possible to reduce the costs associated with delivering training. Synchronous communication is a type of
a. e-learning.
b. digital collaboration.
c. intelligent tutoring systems.
21. Below are all approaches to employee development EXCEPT:
a. formal education.
b. job experiences.
c. testing.
22. The MBTI is used for understanding such things as communication, motivation, teamwork, work styles and leadership. It should not be used to
a. evaluate employees promotion potential.
b. learn how people are perceived by others.
c. see how people prefer to interact with others.
23. The MBTI can help a company develop teams by matching team members with assignments that allow them to capitalize on their preferences. An employee with a judging preference can be valuable to the other team members because she can
a. help establish deadlines.
b. be very objective in making decisions
c. evaluate the impact of decisions on others.
24. Career motivation refers to employee's energy to invest in their careers. There are three aspects to career motivation. The awareness of how perceptions relate to their career goals is known as career
a. insight
b. identity.
c. resilience.
25. Understanding generations of employees likely have different career needs and interests. If a company wants to learn how to motivate their work force, they have to have a good understanding of the different generational characteristics. The generation that appear to want meaningful work rather than flexibility in work scheduling is the
a. Gen Xer's.
b. Millenniums.
c. Baby Boomers.
