HRM Quiz 5

QUIZ #5: ESSAY WRITING
1. Briefly explain the role of the manager in identifying training needs and support in training
on the job.
A manager plays an essential role in designing a training process which will lead to
a systematic approach for developing training programs, such types of training design
process are the Instructional System Design (ISD) and the ADDIE model (analysis, design,
development, implementation, and evaluation). There are numerous matters that should
be considered before conducting a training. A manager is one of the main key in designing a
training program involves a number of considerations such as needs assessment and
learning objectives, consideration of learning objectives, delivery mode, budget, delivery
style, audience, content, timelines, communication, and measuring the effective of training.
Hence, training must be planned and developed in advance by managers and other
responsible officers to guarantee the effectivity of the training that will be conducted.
2. Determine the steps in conducting needs assessment. Briefly explain each.
Conducting needs assessment is the first step in instructional design process which
refers to the process being used by organizations to know if they should conduct a training
for their potential employees. This process typically involves organizational analysis,
personal analysis, and task analysis. For the organizational analysis, there are three factors
being considered by an organization before choosing to conduct a training such as the
support of managers and peers for training activities, the company’s strategy, and the
training resources available. Whereas in personal analysis, it makes the responsible
manager identify if training is appropriate and which specific employees should undergo
training. On the other hand, in task analysis, it is being done to identify the conditions in
which tasks are performed. These conditions include identifying equipment and the
environment where the employee works, time constraints, safety considerations, and
performance standards.
3. How do you ensure that employees are ready for training?
Readiness for training refers to employee characteristics that gives the employee
the aspiration, motivation, and focus which are necessary to learn from training. It is
important for an organization to ensure that employees are indeed motivated and ready
for training as it influences the employee’s mastery of all types of training contents such as
knowledge, behavior, and skills that’s why responsible managers should ensure that there
is a high level of motivation and readiness of all of their employees who will undergo
training. To ensure that employees are ready for training, the responsible manager should
motivate and increase the self-efficacy level of the employees in ways such as letting the
employees know that the purpose of the training is to improve their performances,
providing information about the training program prior to the actual training itself, showing
the employees their peers’ training success, and providing the employees such positive
feedbacks.
4. Discuss the strengths and weaknesses of presentation, hands-on, and group training
methods
Selection of training methods is an essential part of conducting training as it will

determine if the mode of the training being conducted is really effective to the employees.
There are different methods that can help employees acquire new knowledge, skills, and
behaviors.
The first one is the presentation methods – it refers to methods in which trainees
are passive recipients of information. Under this method, first, we have the instructor-led
classroom instruction which is relatively inexpensive and efficient for large groups and
useful when the instructor is the main knowledge holder. On the other hand, its
disadvantage is it is passive and has a potentially weak connection to the work
environment. Also under this method is the audiovisual training which can demonstrate
content that cannot be easily demonstrated live, can also provide consistency, and has a
useful complement to other methods. But, its creative approach may be weak, obsolete,
and passive.
Another method is hands-on method – it refers to methods that require the
trainee to be actively involved in learning. Under this method, first, we have the on-the-job
training (OJT) which requires less time and cost than formal training, it is also customized
and offered at any time, and also, it focuses on actual job content. On the contrary, it may
be inconsistent and bad habits may be passed on by using this. The second one is the
simulation which is highly realistic hands-on practice and allows trainees to make mistakes.
But using this method is expensive and may be difficult to incorporate identical elements.
Another training method under this is the business games and case studies – wherein there
are situations that trainees study and discuss (case studies) and business games in which
trainees must gather information, analyze it, and make decisions are used primarily for
management skill development. This method is useful for developing skills, and can be used
for training that would otherwise involve risk of accident or high cost, but, to be able to do
this method, trainees must first be highly motivated and have a degree of expertise. The
next method is the behavior modeling – it is one of the most effective techniques for
teaching interpersonal skills. The advantage of using it is it allows hands-on practice and it
is highly effective in promoting transfer. On the contrary, it is potentially time-consuming to
implement. The last method under the hands-on method is the web-based training – it
refers to instruction and delivery of training by computer through the Internet or the web.
Using this method is beneficial as it has an easy access, helps with the use of personalized
study materials as well as interactive formats that are provided by the trainee, it ensures
instant connectivity within teams from various geographies, it can reduce costs as all the
requirements for training are in the electronic format, and lastly, it gives the employee a
better access to subjects which they are interested in. On the other hand, usage of this
method leads to less face-to-face interaction, it will also involve more work as it will lead to
greater amount of reading and assignment to prove that they mastered the material, lastly,
most online courses and training are not accredited to offer the relevant training they claim
to offer and this lead to offering a low-quality training which may not help the trainee that
much.
We also have the group or team-building methods which will help trainees share
ideas and experiences, build group identity, understand the dynamics of interpersonal
relationships, and get to know their own strengths and weaknesses and those of their co-
workers. Under this method, first, we have the adventure learning – it aims to develop
teamwork, leadership skills, and self-awareness. Using this method will result to more
interactions and will also build relation among the trainees and it can also be self-
enlightening and invigorating. On the other hand, it has a potential physical harm, costly,
and has no guarantee that all trainees will be motivated. Another method under the group
methods is the team training – which coordinates the performance of individuals who work
together to achieve a common goal. When properly designed, team training generally
results in more effective teams, but it is potentially costly and time consuming. Lastly, we
have the action learning – wherein it involves assigning teams an actual problem,
committing to an action plan, and holding them accountable. Using this method is
advantageous as it is highly interactive and engaging, and highly effective in developing the
target skills and promoting transfer, but, it requires trainees with a high level of ability.
5. Explain the potential advantages of e-learning for training.
E-learning, also known as computer-based training (CBT), online learning, and

web-based training, refer to instruction and delivery of training by computer through the
Internet or the web. Online learning, e-learning, and web-based training all include delivery
of instruction using the Internet or web. The training program can be accessed using a
password through the public Internet or the company‘s private intranet. Using this type of
learning results to various potential advantages. First, e-learning provides online training
materials which are accessible by the trainees. It makes it very possible for the trainees to
understand the subject which they intend to learn. Another one is it enhances retention
and learner engagement, it helps with the use of personalized study materials and
interactive formats that are provided by the trainees. E-learning also ensures instant
connectivity within teams from various geographies. It can also reduce costs as all the
requirements for this type of training are in the electronic format. Lastly, it also gives the
employee a better access to subjects which they are interested in.
6. In order to maximize learning, how will you design a training session?
In order to maximize learning from a training session, designing it must undergo a
step-by-step process and scrutinized to the most little detail to ensure its effectivity.
Designing a training session must start from identifying the need for training to know the
main goal why the training must be conducted. Second, assessing the need for instructor-
led training is also a must to determine whether if it is the best strategy to address the
trainee’s needs, other options could be web-based training, reading assignments,
performance counseling, and many more. Third, it is also important to know the training
objectives beforehand specifically what are the knowledge a trainee must get after the
training. Fourth, use the existing systematic approaches that are proven to be effective and
efficient in designing a training session, specifically the Instructional System Design and
ADDIE model. Fifth, develop the training by creating any support materials and lessons
needed for an effective training session. And lastly, feedbacks are really important that’s
why evaluating the training is also a must by asking for feedbacks from the trainees itself.

HRM Quiz 5

Uploaded by

Copyright:

Available Formats

HRM Quiz 5

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

HRM Quiz 5

Uploaded by

Copyright:

Available Formats

QUIZ #5: ESSAY WRITING

2. Determine the steps in conducting needs assessment. Briefly explain each.

3. How do you ensure that employees are ready for training?

Selection of training methods is an essential part of conducting training as it will

5. Explain the potential advantages of e-learning for training.

E-learning, also known as computer-based training (CBT), online learning, and

You might also like