Identify two specific training techniques/ methods that you would use to train employee(s) in the following situations. Ensure the answer identifies a specific training method/ technique that is appropriate to each situation/job.
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Identify two specific training techniques/ methods that you would use to train employee(s) in the following situations.
Ensure the answer identifies a specific training method/ technique that is appropriate to each situation/job.
a. A group of newly hired managers who will be trained in how to conduct selection interviews.
b. A sales clerk at a local retail location.
c. An assembly line worker at Ford Motor Company.
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- A competency-based job analysis may contain all of the following except: a.using innovative technologies b. being able to work with teams c. utilizing data analysis tools d. being able to lift 30 pounds11. Which of the following four basic dimensions does the KirikPatrick model measure to evaluate the training program A. Learning, reactions, behavior, and productivity B. Reactions, learning, behavior, and information C. Behavior, reactions, attitudes, and results d. Learning, reactions, behavior, results, and behavior 8. Which of the following is not including in the staffing plan? * potential internal and external sources for these positions. * the required training, development, and promotional activities moving people into the position will entail. * operational activities * the positions to be filledIn accomplishing the task of job design, which would you use? a. Environmental and organisational approaches b. Environmental and behavioural approaches c. Rational and behavioural approaches d. Rational and environmental approaches
- The five steps of the training process are needs assessment, develop the training objectives, develop the curriculum, deliver the training, and evaluate the training. How would you explain of each step with instances when each can be applied, please? Thank you.You are chosen as one of the members of the human resource committee in the company and tasked to Craft a hiring policy for IT staff and also create a flowchart of the hiring procedure.Select a job that is familiar to you e.g., secretary, server, cashier,HR manager etc and conduct a task analysis for this job. , which method or methods make the most sense for analyzing this job Why? What are the major tasks or responsibilities that you identified for this job What knowledge, skill, ability, or other characteristics are needed to perform each of these major tasks? Write out your findings in the form of a job description including a job specification.
- Which of the following terms is NOT associated with job analysis? Select one: a. Duty O b. competitor c. Position O d. TaskJoAnn Michaels just started her job as human resources manager at In the Dog House, a retail chain specializing in dog apparel and accessories. She is a good friend of yours you met in college. The organization has 35 stores with 250 employees in Washington, Idaho, and Oregon. As the chain has grown, the training programs have been conducted somewhat piecemeal. Upon visiting some of the stores in a three-week tour, JoAnn has realized that all the stores seem to have different ways of training their in-store employees. When she digs further, she realizes even the corporate offices, which employ seventy-five people, have no formal training program. In the past, they have done informal and optional brown bag lunch training to keep employees up to date. As a result, JoAnn develops a survey using SurveyMonkey and sends it to all seventy-five corporate employees. She created a rating system, with 1 meaning strongly disagree and 5 meaning strongly agree. Employees were not required to answer…Analyze training programs and development strategies to ensure they align with the mission, vision, and values of the organization, including appropriate return on investment. please demonstate your knowledge and how can you use professionally and personally
- You have been asked to be part of the strategic team looking at the Managed by Q expansion into the Boston Market. You are the Director of HR have been asked to create an analysis of labor costs and the potential of supporting this new market. In particular, you have been asked to: Compute the number of client hours needed to break even Design a recruitment strategy for these employees Given the current market, determine the projected time to fill the number of roles you have identified You can assumptions listed in the case where they indicate the average change per hour is $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…What are the advantages and disadvantages of using the ADDIE 5 Step Training Process. How you would implement the ADDIE model in a training department.What have trainability tests most often been used for?Select an answer and submit. For keyboard navigation, use the up/down arrow keys to select an answer. amotor skills bnon-technical skills ctechnical skills dpsychomotor skills