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    Case Assignment - HRM

    Uploaded by

    Chris Entoma
    JoAnn asked for advice on developing a training program for her employees based on survey results. The following topics should be prioritized: [1] safety training, soft skills training, and quality training. [2] To develop an engaging program, the training should focus on filling gaps in knowledge and skills, be short, allow feedback, and provide incentives. [3] Employees should be informed through multiple methods like email, phone calls, and fliers since learning styles vary, and training could include hands-on experience and web-based instruction.

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    Case Assignment - HRM

    Uploaded by

    Chris Entoma
    274 views2 pages
    JoAnn asked for advice on developing a training program for her employees based on survey results. The following topics should be prioritized: [1] safety training, soft skills training, and quality training. [2] To develop an engaging program, the training should focus on filling gaps in knowledge and skills, be short, allow feedback, and provide incentives. [3] Employees should be informed through multiple methods like email, phone calls, and fliers since learning styles vary, and training could include hands-on experience and web-based instruction.

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    JoAnn asked for advice on developing a training program for her employees based on survey results. The following topics should be prioritized: [1] safety training, soft skills training, and quality training. [2] To develop an engaging program, the training should focus on filling gaps in knowledge and skills, be short, allow feedback, and provide incentives. [3] Employees should be informed through multiple methods like email, phone calls, and fliers since learning styles vary, and training could include hands-on experience and web-based instruction.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    274 views2 pages

    Case Assignment - HRM

    Uploaded by

    Chris Entoma
    JoAnn asked for advice on developing a training program for her employees based on survey results. The following topics should be prioritized: [1] safety training, soft skills training, and quality training. [2] To develop an engaging program, the training should focus on filling gaps in knowledge and skills, be short, allow feedback, and provide incentives. [3] Employees should be informed through multiple methods like email, phone calls, and fliers since learning styles vary, and training could include hands-on experience and web-based instruction.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    of 2

    ENTOMA, Christian Dave E.

    FOA 28 – HRM
    Case Assignment

    Based on the information JoAnn received from her survey, she decided some changes need to be made.
    JoAnn asks you to meet for coffee and take a look at the results. After you review them, JoAnn asks you
    the following questions. How would you respond to each?

    1. “Obviously, I need to start working on some training programs. Which topics do you think I should
    start with?”

    Accidents and emergency situations can occur at any time. I believe that safety training should be
    prioritized. The ratings were just above average, indicating that if an incident occurred, we may have a
    significant problem. Soft skills training should also be included. Because this is a retail business, these
    abilities are required while dealing with customers. To guarantee that the products are the finest they can
    be, quality training should be provided. The company's added value is its human resources. If the company's
    human resources are efficient and skilled, the vision can be accomplished in less time and with more
    resources. The efficacy of the company is also judged by the capabilities of its workforce in production or
    other divisions. As a result, the human resource department must hire the best personnel with a diverse
    range of working experience and knowledge.

    2. “How do I go about developing a training program that will be really useful and make people excited?
    What are the steps I need to take?”

    Determine the information/skills that individuals lack and improve on that. Getting individuals interested
    in the training would be beneficial. Allow them to communicate their worries and concerns throughout the
    session. Remove any unnecessary information. Keep the sessions short and sweet. Provide incentives to
    encourage involvement. There are actions that must be taken in order for this to be a success. Determine
    the information required, who it is for, and how you will offer it. Make a budget for yourself. Make it useful
    for all job titles. Spread the word about the training so that everyone is aware that it is accessible. Identify
    what people lack in terms of knowledge and talents, and then attempt to fill those gaps. Assess the
    information/skills that individuals lack and improve on that. Getting individuals interested in the training
    would be beneficial. Allow them to communicate their worries and concerns throughout the session.
    Remove any unnecessary information. Keep the sessions short and sweet. Provide incentives to encourage
    involvement. There are actions that must be taken in order for this to be a success. Determine the
    information required, who it is for, and how you will offer it. Make a budget for yourself. Make it helpful
    for all job titles. Spread the word about the training so that everyone is aware that it is accessible. Identify
    what people lack in terms of knowledge and talents, and then attempt to fill those gaps.

    3. “How should I communicate the training program to the corporate and retail employees? Should the
    new training I develop be communicated in the same way?”

    You can notify them by business email, phone calls, fliers, or individually. I believe you can practice in
    more than one method. Everyone does not learn in the same way. Perhaps some web-based instruction or
    in-person training with hands-on experience. I would make certain that everyone is informed about the
    training. You might also include the managers and corporate in informing everyone about the training.
    Make it a requirement. It trains trainees to be interactive by educating them to talk and listen, as well as
    empathize with the sentiments and perspectives of others. Employees that undergo communication skills
    training learn to regulate their emotions and consider the needs of others. After undergoing communications
    training, employees will understand what the brand stands for and how to interact with coworkers and
    consumers in a range of settings. Individual communication is also essential in developing each employee's
    unique brand.

    4. “Do you think that we should look at changing pay and benefits? Why or why not?”

    Yes, I most certainly do. I believe that the advantages and income given may be the reason why employees
    do not see themselves remaining and advancing with the organization. It would be investigated. Retention,
    particularly of good staff, is what we seek. If we can help, we should check into it. Offering benefits to your
    employees is important since it shows that you care about their overall health as well as their future. A
    robust employee benefits package can help to recruit and retain top talent. Benefits might help you
    differentiate your organization from the competition.

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