Running Head: Case Study Assignment I

EHRD 603
Group D

Case Study Assignment - I
Case Study #1
TRW Inc. is a major global manufacturer that sells automotive and aerospace products.
The global company had a current executive leadership development program in place that was
established to develop the company’s high potential employees. An assessment that was made
by TRW’s senior managers was that the organization did not have the global competency that the
organization needed to compete in the current global economy.
The main global or international issues we would like to emphasize are the cultural and
language barriers that exist within TRW. We would like to see the language and cultural gaps
shrink in the new GLP. “The workforce must learn cultural sensitivity to better communicate
and conduct business among different cultures and in other countries” (Werner, J., & DeSimone,
R., 2009). We feel this is essential for the leadership of the organization. Leaders who are more
globally minded usually hold an advanced degree and should able to speak the language of the
employees they oversee. At the very least, the organization should have a determined language
that it should use to communicate with its leaders in the different locations. Either of these
options would ensure effective communication. They should also understand the work cultures
and personal cultures of the employees. A work culture could be developed that is more
consistent throughout the various locations of TRW. These understandings will bridge
communication and sensitize the leaders to what motivates the employees.
Another focus we would recommend is to implement the Four C approach to global
training in a multinational environment. “The Four C approach facilitates employees’ learning
the necessary skills to meet the challenge of a global workforce” (Petranek, 2004). The Four C’s
are collaboration, communication, cooperation, and culture. Petranek gives a definition of each
of the Four C’s. Collaboration is about working jointly on a project. Communication is about

They also have a senior manager who gives them support while they are there (Werner. Culture is about the development and implementation of programs that focus on the customs.I establishing a regional language and using it in order to communicate regional objectives effectively to all. We believe following 3M’s model would be appropriate for TRW.Case Study Assignment . overseas mentorships. Other training methods that may be used for top managers and executives may include distance learning.. distance learning techniques such as video conferencing and online courses will offer a location for global training on cultural studies. They spend three to five years in the assigned position. “management development should be seen as a long-term process”..S. and achievements of the group. As Werner and DeSimone (2009) mentions. computer-based language programs. Overseas assignments in conjunction with mentoring may also be helpful once the employee has attained enough basic skills. 2000). Using the Four C approach to training would be appropriate in developing the needs of TRW because it would provide a foundation of a globalized culture within the organization. & DeSimone. 3M uses global assignments as a requirement for promotion to senior management positions. They could look at both external and internal alignment. may be used to aid in language acquisition. J. Since more than half of TRW’s employees are not located in the U. such as Rosetta Stone. R.. institutions. Courses should include business models of successful organizations in the same locations as TRW’s locations. . thus using a gradual release model of learning. Computer-based language programs. 2009). and action learning. This will allow the employee to be submerged in the environment and to acquire skills from a mentor. Cooperation is about working on a common goal. Training programs prior to relocation should include teachings on cultural diversity of the new location and awareness of ethnocentrism on the leader’s part (Arthur.

it is clear that employees must continue the learning process throughout their careers in order to meet these challenges” (Werner. This makes it imperative for the global leader to work effectively even if it is not within the norms of the person’s expectations. Global leaders must be able to learn and adapt to the changes around them in order to compete and act as effective leaders. It is imperative for a global leader to have the capacity to work outside of his or her comfort zone because of the evolutionary nature of a global culture. There are sure to be many unanticipated encounters when working with a diverse group of cultures and countries. While his theory is aimed at children. they implement the solutions they created. “Given the rapid changes that all organizations face. and overseas assignments also offer the supports that they need. Strong global leaders must be lifelong learners. R.Case Study Assignment . this method of learning encourages participants to “seek additional development (e. & DeSimone. mentors. J. In action learning. Adults already have some structures in place that will scaffold them into transitioning into a global leader. 2009). the ideas can be applied to adults when thinking about working globally. they will become comfortable with their new work environment.. participants look at a problem in the organization and solve it. Eventually. TRW already has experience with action learning and should be able to continue using it as a tool in the new GLP.I Another form of learning that may be beneficial to their leadership teams is action learning. Case Study # 2 . Additionally.. According to Werner and DeSimone (2009). trainings. Additionally. Then. Vygotsky’s Zone of Proximal Development identifies working outside of one’s comfort zone as part of the learning process. negotiation skills) that will help them resolve the type of problem discussed”..g.

p. 2009. By changing employee behavior. 2009. R. internal factors affect employee behavior.Case Study Assignment . & DeSimone. J. 37). the emphasis must continue to be placed on training and developing the workforce to ensure organizational effectiveness. It is apparent that external influences affect the organization and in turn... J. The question is how organizations deal with influences that affect the organization and its employees. R. The first question that was presented was: “What happens to employee training and development efforts in the midst of a downsizing of this magnitude?” An American Society for Training and Development survey found that organizations did best when they emphasized both organizational and individual performance” (Werner. However. Supervisors must remember that their leadership approach can affect employee performance and they must demonstrate and promote appropriate behavior. Human Resource Development’s (HRD) primary role during times of economic trouble is to change employee behavior. This training may include “training the survivors of downsizing on how to carry out their responsibilities after downsizing has occurred. & DeSimone. The reality is that most training and development programs are typically cut or scaled back during reductions.. Assisting the organization with redirecting training efforts is the responsibility of the HRD professional and . HRD professionals are challenged during times of downsizing to direct the organization to continue to improve performance both organizationally and individually..I The United Technologies Corporation (UTC) case study is an excellent example of how a large fortune 100 conglomerate responds by downsizing its workforce during slow economic times. but it can also include decisions to retrain rather than lay off employees” (Werner. p. 37). The organizational change UTC is going through poses many questions for management and employees of UTC. HRD can help employees understand their role during the organizational changes that are happening around them.

The organization can have affects on employee behavior as well through rewards structure. J. R. R. In turn. 41). & DeSimone. Managers must continue to monitor performance after training and it is important to ensure that employees are applying newly learned skills on the job.. p. & DeSimone. 2009. HRD must understand the expectancy theory to realize that employees’ perception of outcomes will affect their decision to participate in training. & DeSimone. if the employee believes that a particular program will add value and further develop their careers.. R. It is the responsibility of the manager to monitor employee performance and continually motivate employees to attend training.Case Study Assignment . J. If management expects employees to pursue ways to further develop themselves. 2009). Additionally. The second question posed was: “Will employees take advantage of such a tuition reimbursement program during restructuring?” The self-fulfilling prophecy illustrates that management’s expectations can influence an employee’s behavior (Werner. they will be more apt to participate in trainings and utilize learned skills on the job. J. ensuring employees understand the organization’s culture will help employees behave under the same values and beliefs. they will devote more effort towards participation in such programs. 2009). then it may unintentionally reinforce undesirable behavior in employees” (Werner. Additionally. According to the expectancy theory.. people perform behaviors that they perceive will bring valued outcomes (Werner. If employees believe attending training will add value. “If management does not carefully design and implement a reward system.I such efforts can have considerable impact on the effectiveness of the organization during downsizing initiatives. the organization and management must recognize and reward employees for their performance. Furthermore. The recognition and rewards will serve as continued motivation for the employee. the employee’s self-expectations will increase.. culture. and job design.. ..

R.. thus behaves differently and has continued motivation (Werner. & DeSimone.Case Study Assignment . & DeSimone. & DeSimone. Through this analysis they will realize that they need to continue developing their skill set by continuing taking classes. they will not be likely to continue taking college classes to improve performance. 2009). J. They will begin to rationalize why they were let go. . J.. Goal-setting theory is another cognitive theory of motivation where the employee is motivated to achieve a goal and thus directs their behavior until the goal is reached (Werner.I This is a clear example of the cognitive motivation theory where the employee received feedback. This is also an example of a needs based approach such as Herzberg’s two-factor theory which focuses on survival and personal growth (Werner. R. R. The goal is to keep employees motivated with high expectancy which will fuel their need to increase performance. The employee will begin to wonder what their rationale for rehire is.. On another hand.. J. if employees who are laid off have low self-efficacy expectations. By participating in the program. The final question that was raised was: “Can Pratt & Whitney (and UTC) maintain their commitment to tuition reimbursement in such an environment?” Pratt & Whitney certainly needs to continue their tuition reimbursement in order to maintain employee performance. Job enrichment gives employees the opportunity to broaden their range of skills.. The third question presented was: “What happens to employees who are laid off at the time they are taking college classes?” The emotional state of mind of an employee that was recently laid off may be extremely fragile. 2009). Employees want to feel valued and the organization providing educational assistance will aid in providing that feeling to their employees.. the employee is able to set goals and work towards job enrichment which is another motivating factor. This again is another example of the expectancy theory and the belief that there is a connection between performance and outcomes. 2009).

the program has doubled the retention rate among employees who participate” (UTC website. Training will have to remain a focus and the organization will have to ensure employees continue to receive support and motivation to increase performance. 51).. the organization is telling the employees that they are valued by the organization. With the appropriate HRD measures in place. 22). The organization can use the program as a retention strategy to retain the workforce they have. & DeSimone. Keeping the program is a plain example of the equity theory (Werner. J. & DeSimone. These statistics prove that the investment in employee educational assistance programs has added value to the organization.Case Study Assignment . J.000 employees to college. employees will expect that their employer will continually drive and support the need to improve performance. By retaining the program... Significantly. p. If the organization’s culture is set on learning and performance. 2009). p. Case Study # 3 The utility industry is going through major changes by switching from a strongly regulated industry to a more deregulated industry. the company has invested well over $250 million to send more than 14. R. The equity theory tells us that employees “develop beliefs about what is fair for them to receive in exchange for the contributions that they make to an organization” (Werner. 2009. R. employees may feel an inequity and that their performance is not valued by the organization. “Since the program began in 1996. The following specifics were found on the UTC company website as a 2001 annual review.I Continuing the program will indicate to the employee that the organization is willing to continue to invest in them. Wisconsin Public Service Corporation (WPSC) is experiencing a vital change in business practices due to the changes of the utility . organizations can overcome tough economic times by redirecting their focus to employee behavior and fostering high performance behavior. If the employee assistance benefit is taken away..

job commitment and satisfaction. computer. WPSC will be offering new products and services now that regulations are beginning to be cut back. A task analysis of the new products and services would help define the different components that are needed to comprehend in order to provide excellence for the customer. for example. It would be beneficial for WPSC to introduce training as a way to become a leader within the utility industry in their district. The second question that was proposed was: “What types of training media would be used to make these resources available to employees. Identifying the key learning outcomes needed in order to master the products would benefit the training programs that would be developed for the products. The case study proposes four questions that are relevant to creating and implementing the training program. or attitudes did employees need to develop further?” This can be deduced by understanding what KSA’s the new products and services require. knowledge. what skills. The task analysis will help determine the demands of the task. Another area that the learning team should focus on is the attitude employees have towards training and the business change. Sahinidis and Bouris (2008) researched the correlation between perceived training effectiveness and motivation. that is. video. print. WPSC should be able to identify each new product and service and the specific skills and knowledge needed to successfully provide them to the customers. The employee analysis will provide . If the employees are on board with changes then they will be more eager to learn and master the new products and services. It is also recommended to create and distribute a person analysis to employees who will be undergoing the training from the Learning Centers. The first question posed by the case study is: “What should be the primary areas of learning.I industry.Case Study Assignment . and/or classroom training?” Using the task analysis of the products WPSC will be able to see what types of learning are needed.

I information on demographics. Bringing in specialists would be a great way to get direct training from a product specialist but it may be a costly endeavor. 2009). department. outside providers. Depending on the product. . We would not recommend having every source of media tools and provide many classes to make sure that every employee is accommodated. Sierra. Multimedia trainings are able to reach a wider audience without having to designate training times between trainers and employees and the setup of facilities and resources. unless the company has the resources to do so. and preferred learning style. Diagrams and safety notices would be great resources to make available to the employees as reference within the workplace and out in the field of work. the company will be able to match different training options with the employees who connect with that mode of training. should this be done by WPSC staff. and safety associated with using the product. that is. Most adult learners are able to comprehend audio/video instructions that are not going to overload them with information or a difficult task (McLaughlin. or some combination of both?” If the product requires special knowledge then it would be wise to hire the services of that products provider to either train supervisors as specialists or teach training classes at the Learning Center. & Fisk. Classroom training would be beneficial for an entire department to be involved in so that they are all able to get the same information as well as grow team work during the learning process. the information needed to understand the makings of the product. Creating simple online training templates can help retention and understanding of the presented information (Austin. 2007). After using these to analysis tools. The third question in the case study asked: “Who should be involved in providing the training and educational assistance to employees.Case Study Assignment . we would suggest using instructional videos that clearly show how to operate the product. Rogers.

institution. either through a group or one-on-one meetings.Case Study Assignment . and organization that can be used within the workplace. critical thinking. supervisors meet with the employees.I Managers or specified personnel should research different avenues of educational services in order to find a cost efficient way of providing training for the employees. Employees can combine the education gained through these outside institutions and inside training from the company in order to improve their own output. Another way WPSC could utilize trainers is finding them at a local community. This would connect the employees with the organization even more so in order to combined shared goals and learning outcomes. Formal education can provide knowledge. Utilizing this form of education and training can highlight the educational background of current employees in order to gauge what level they are within the educational system. It is recommended that prior to training. This will keep the employees informed as well as give them opportunity to ask questions or express concerns. judgment. The last question asked: “What could be done to ensure that employees had the time and opportunity to take advantage of these Learning Centers once they were operating?” A major way to ensure that employees have the opportunity and time to participate in the training sessions is for their supervisors to be involved. This information will help provide learning and training needs for the employee so that the company is able to better provide services for the employees. This also provides employee . WPSC could create a certificate program that identifies individuals who have completed the training and are competent in completing tasks that require the new product or services. to discuss with the training program and the reasoning behind the trainings. this information can provide statistical information on the success of training based on the employee’s educational background to identify any areas that correlate in order to enhance and develop the training programs for those identified employees (Tesar. or educational system. 1981). Furthermore.

or providing an opportunity for discussion can help solidify the information as well as promote continuous learning within the organization. By creating mini booster training sessions. 2006). Another way to make sure that the employees are getting the required information and knowledge and applying it to their workplace is instituting post-training activities. relevant information in order for the trainer to mold the training programs to better fit with the culture and environment of the organization. supervisors are the key factor in these activities.I input by giving them an opportunity to share their feelings on training and possibly their preferred way of learning. . An incentive that can be implemented is a wage policy that takes in to account training and education completed by employees. If the company has resources.Case Study Assignment . buddy systems. The company can also reward certain business areas when they reach a certain threshold of completed trainings. Upward support will show that the company is truly invested in these training programs and the pursuit of personal and professional growth (Saks & Belcourt. have departments give incentives to participate in the trainings so that it is a winwin for the company and employees. This will provide the organization with valuable. Following through with implementing online learning and making it available to all employees is a way to ensure that all employees have access to the resources. The team can set up levels of training/education and when an employee reaches a new threshold then they are given a pay increase or a bonus. These activities will take place around the work area and keep the knowledge and skills learned applicable. Again. This gives employees more of an incentive to participate in trainings and education so that they are able to physically see a return on investment of their time.

enhance the overall functions of the company (Tesar.000 people work for the airline worldwide. 1981). If we were the training manager at the airline we would start with needs assessment approach. These training programs require the employee to take time off from the job in order to attend. There are a defined number of days where the employee can take paid leave in order to attend lectures. training. task analysis. Hence the airline reassessed its system in recruiting. and that would be on three levels: strategic/organizational analysis. trainings. Case Study # 4 Cathay Pacific Airways is an international airline located in Hong Kong. The company can therefore reimburse the employee for the time away from work because they are actively enhancing their own skills that will. The company can have an agreement establish with local institutions in order to create opportunities for employees to increase their knowledge base. in turn. One main alteration that airline made was in its in-flight department. and person analysis. In . and managing its employees. Off-the-job training programs focus on a specific field to enhance the current skills of the employee. The educational leave program encourages employees to apply and be accepted into programs that will better enhance their current knowledge and skill base. but not as customers wanted.Case Study Assignment . It also intended to implement more changes in order to raise customer preservation especially among business class. They said the service was robotic and lacked of warmness and friendliness.I More incentives that can assure that employees are taking advantage of training and educational options provided by institutions or the company itself is by creating a educational leave program and off-the-job training courses. In the 1990’s a survey showed that travelers said that the airline’s service was good. That is because each of this levels show different sides of the organization. More than 25. and exams in order to improve their skills.

Identifying the climate would let us know if the environment at the airline was conducive to learn or not. Secondly. and expertise would assist us to avoid any problem that may impact the training. we would conduct these three types of assessment in order to get a clear picture and complete view of the airline to ensure that training effort would be channeled to the correct position. Finally. In other word. organizational goals and objectives to know where training efforts should be direct. and strategies. efficiency indexes because the airline regularly monitors the data so the data should be reliable. Until here we had collected information that gave us a clear view of the airline’s goals.I other words. the organizational analysis would help us know where training/HRD efforts were needed and the conditions under which training would occur. Identifying the organizational goals would lead us to know which department at the airline not met its goals. Methods that we would use to collect information in this level are first. Identifying available resources at the airline such as the money. According to Irwin Goldstein. missions. facilities. First. Finally. missions.Case Study Assignment . and strategy plan. we would identify the organizational goals. organizational climate indexes because it shows “quality of working life” that would help us focus on problems that training components. This would lead us to study this department and determine the root problem. considering the environmental constraints before we design our training program at the airline would make us ensure that training efforts are in compliance and would not cause any problems. materials. available resources. any lack in these resources could affect the HRD efforts. . We would take into account to ensure that training efforts should be tied to the airline’s goals. climate. and the environmental constraints.

we would conduct a job analysis to identify its main components. and other characteristics that flight attendants need to meet the standards. At this level our aims were to know appropriate standards of performance.Task identification: in this step we would compare what was actually done in the task and what was should be done by using two methods. critical incident technique and job inventory questionnaire.Identifying the (KSAOs) needs to do the job: we already know the necessary (KSAOs) to do the job efficiently by asking the supervisors as mentioned in step #2. then we would give the list to the supervisors to evaluate each task in terms of its importance and the time spent acting. According to Gael and Gatewood. However.Case Study Assignment .(KSAOs). Step #3. At this level we would conduct five steps in order to have inclusive information about the job: Step #1. abilities.Describing the job: the job description was available at airline and it updated regularly. and the knowledge. how task should be done to meet these standards. skills. So we would not have to develop one. . Also we would ask the supervisors to identify the require (KSAOs) to do each task perfectly. Using the critical incident technique we would choose one of the best flight attendants to record good and poor behaviors that he/she have seen during a period of time.I The second analysis was task analysis. but we would ask some experts and review some relevant literature just for more sureness. and Barrick we would conduct a job analysis by:     Observing a job as it done Asking supervisors questions about the job tasks. Using the job inventory questionnaire we would develop a questionnaire asking the flight attendants about the job tasks. and suggest why the behavior was effective or ineffective. This would help us understand the causes of both effective and ineffective performance. Field. and working environment Measuring customer satisfaction Reviewing relevant literature about the job Step # 2 . describe each incident.

(2) interviews: because it shows what individuals believe to learn or need. motivation. and individuals needs. and satisfaction. Methods that we used in need assessment process gave us some information about customers’ opinions regarding the services that provided. However. job. we had gathered much information that gave us a clear view of the organization. for more information we would develop a questionnaire asking the customers about their views of the services that actually provided and the services that they desire or suit with their expectations. (3) not all problems can be addressed with training. We would take . time spent acting. and difficulty of learning. ease of acquisition. 3. We would take into account the following: (1) task or (KSAOs) getting the highest rating would be included in the training. Thus. We would use three methods to collect information we need: (1) 306-degree performance appraisal: because it uses multiple sources to collect performance information. and 4 we would determine which task or (KSAOs) should be addressed first. we could get a complete picture of an employees’ performance. we would establish an HRD advisory committee which is composed of members throughout the airline. Our goals were to get different perspectives and create a wider level of support from all part of the organization. and ease of acquisition.Case Study Assignment . Also we would exam the (KSAOs) in terms of importance. This would lead us to decide which task and (KSAOs) should include in the training. Finally. (2) balancing between the concerns raised in these rating. In other words. Until here.Prioritize training needs: based on information we had gotten from step 2.I Step #4 . the person analysis: this would help us know which individuals within airline should have trained and what kind of training they need. Step #5. (3) attitude survey: because it illustrates employees’ morale.Identifying areas that can benefit from training: in this step we would test each task in terms of importance.

These criteria like:      Credibility during the service Safety during the service Emotion during the service Responsiveness in service delivery Efficiency and excellence in service delivery All this information would be studied. To guarantee that the questionnaire would reach the customers we would place it in the airline’s website. evaluated. The intensive theoretical training would include courses and training programs which provide the trainees with:       Effective customer service skills The ability to communicate effectively and efficiently with the customer Key skills for quality customer service Addressing customers different behavior style Ways to satisfy customers(focusing more on first class and business class customers) The duties and responsibilities of flight attendants . So we worked hard to train flight attendants at the airline in order to make them qualified and able to provide the highest level of customer service. So we would recommend two types of training for the flight attendants to reach the exceptional service to our customers (1) intensive theoretical training and (2) practical training. As training managers we believe that customers’ satisfaction is very important.I into account the criteria or indicators upon which the customers assess the quality of services that provided during the preparation of the questionnaire. send it to the customers via emails. and connect with the information that has been reached via need assessment process and based on the result we would design appropriate training program that emphasized exceptional customers services. because any lack in customer service can cause significant financial lasses or destruction the organization.Case Study Assignment . and provide it as a hard copy in the plane. As an airline our reputation is very important among our customers.

The trainees would be evaluated by the trainer and the supervisor and getting the feedback immediately. and (3) communication skills. and how to control difficult situations.I In other words. role-playing exercises. presenting a training program in the form of a lecture without including any . and virtual reality training. (2) distinguished service. technology.Case Study Assignment . the training programs that never change or adjust in line with the rhythm of the present time in terms of content. In addition. The methods used to deliver these programs must be in parallel with today’s technology. We assume that the intensive theoretical training and the practical training would help the flight attendants to perform their job effectively and provide high level of customer service. For example. first aid. interactive multimedia training. The training would be provided by qualified trainers at the airline by using different methods such as: self-based learning. In other words. the theoretical training would include three aspects: (1) psychological behavior. The practical training would take place in aircraft mock-up in order to let the trainees feel as they if in the real environment work. and methods cannot stimulate any creativity among the trainees or trainers. We urge the trainers in the airline to take this issue into account. That could be possible if it has been codified and related to the requirements of modern times. In the practical training the trainees would apply all the information and knowledge that they had taken in the courses and programs. Training program plays a significant role in promoting innovation and collaboration among trainees and trainers themselves. coaching. we would recommend providing the flight attendants with information concerning: security and safety. decision making. the content of the training programs provided to flight attendants should be in line with the customer’s requirements in modern times if the goal is to raise the customer service. For example.

In addition to how the training program should be presented. To address this situation the Learning and development group at Rockwell Collin decided to offer more training to greater numbers of employees by using outside training vendors and changing the training methods. 7. and has more than 19. It is located in Cedar Rapids. we take into account that the theoretical part of the programs should be held in a particular location such as class rooms or computer labs. and Mexico. Texas.000 employees.I technology based methods would be rather boring and does not encourage both the trainees and the trainers to be creative. . 28% of employees in the main branch were unable to attend the training program because of work demands. the company faced some difficulties and challenges such as:   Employees who work in other branches rarely able to attend training. but until 1998 it relay on the traditional training methods (classroom). The company has interest in training and development. Presenting the training program in a dynamical manner that involves multi approaches and techniques. The practical part of the programs will take place in an aircraft mock-up and will simulate a real-life work environment that will help encourage the trainees to be more creative. Iowa.000 of them work in the Cedar Rapids and the rest work in other operation in California.Case Study Assignment . the location where the program will be held is no less important. So as training managers at the airline. Case Study # 5 Rockwell Collins is an electronic controls and communications devices company. Florida. as well as the trainers. besides selecting the appropriate location to conduct the training program will effectively enhance and stimulate innovation and collaboration among the flight attendants. Twelve in-house trainers are provided the most training in the main branch. As a result.

and virtual class room would be the best alternative and solution at Rockwell Collins. this does not preclude purchasing some programs externally. the appropriate conditions to conduct the training. The class room instruction with only twelve internal trainers cannot meet the company’s goals. The method that adopted by the company to provide training programs for more than 19. So it is very important to begin with selecting the appropriate training techniques and methods which match with the situation at the company. time.I If our group was the manager of learning and development at Rockwell Collins we would start with changing the methods and techniques that the company used to deliver the training. So the internal trainers would be able to connect between the information effectively. the use of outside vendors would increase the training competency in the internal trainers by provided Train-the-Trainer Program. In addition to change the training methods and techniques. We would take into account ensuring that the need assessment process and prioritization process has been completed before starting design process. Consequently we would use computer based methods instead of class room training in order to train largest number of employees at the company without interruption the requirements of the work. and design the training.000 employees that distributed in many branches is entirely useless. Since the significant . and what type of training is needed. we would start to use outside training vendors which also would reform the availability and effectiveness of the training at the company. However. In other words. self-study. choose the best and most appropriate methods for training.Case Study Assignment . If our group were the manager of learning and development at Rockwell Collins we would suggest designing some program internally as long as we have enough experience. stimulate trainees to learn. who needs to be trained. and a HRD department with full time professional. That would assist to know where the training is needed. Methods such as web-based.

to avoid that we will use the right words and let the supervisor review the objectives to insure that they are pretty clear. Later. Any lack in one of these three points while writing the training objectives would cause confusion. The internal programs that related to the company will be provided by the company’s trainers in order to preserve company's privacy and property. (5) preparing training materials. (3) preparing a lesson plan. the objectives clearly identify what the program want to achieve. and materials. (4) selecting appropriate methods and techniques.I needs for training has been known we would start the design processes which include six steps: (1) setting training aims. the programs designers at the company will transform the training objectives into an enforceable training program by develop a lesson plan. After the completion of the formulation of training objectives we would select the appropriate instructor to provide the training program. and (6) scheduling the training. That would help us determine the training content. To write a clear statement of training objectives we would follow the Qualities of Useful Objectives that stated by Mager which include:    Performance: what the trainees should be able to do Condition: the specific situation under what they must do Criteria: the degree used in judging its success. According to Gilley and Eggland our lesson plan will identify the following: (1) . methods. At the same time. The objectives would help us indicate the intent and the desired result of the training program. Other programs will be provided by external trainers which can help the company’s trainers to gain more experience and sophistication. The first step in designing is transforms the important needs into a sit of objectives. techniques.Case Study Assignment . (2) choosing the trainer. In other words. the objectives would help the trainees focus their own consideration during the training and assist the company to evaluate the training’s success.

Also we would suggest blended training which combines face to face training and other technology based methods. content to be covered. we would recommend methods such as self-paced learning. (4) assortment of experiential exercises. Regarding the training manual. availability of other resources. The program announcement will be emailed for each employee individually before a head of time in order to give them enough chance to alter their schedules. In other words. we suggest to make it in-house. That is because such methods can be implemented based on employees’ time whether at their work place or at their home. (3) variety of training media. Since that we designed our own training we suppose now to prepare the training materials which include: program announcement. (6) selection of methods. and the training manuals. It will not cost us a lot since we have the desktop publishing software. interactive multimedia training. we would suggest focusing more on computer based training methods rather than traditional training methods. program outline.I content to be covered. and how to participate in the program. Since we have more than 19. and provisional schedule. materials needed. and adult learning principles. and (7) variety types of evaluation items. The program outline will be available at the beginning of the program and it will include: program’s objectives. and qualified staff .000 employees distributed between the headquarter and other branches the computer based training methods will assist us to provide the training for the largest number of employees in main branch and other branches without prejudice to the requirements of the work. By this way we may diminish the challenges faced by the company in this side. laser printers. (5) timing and planning of each activity. requirements of each participants. virtual reality training. In this point.Case Study Assignment . The program announcement will indicate the goals of the program. Next we would select the appropriate training methods with taking into account the program’s objectives. time and place of the program. and gams-based training. (2) sequencing of activities. time and money existing.

According to Ronald Sims we would take into account while designing the training the seven responsibilities which include:        determine the types and level of KSAOs that needed to achieve the organizational goals make the organization's environment conducive to learning provide the necessary resources to conduct a program design Find and offer access to off-the-job and on-the-job learning resources Provide individual help and feedback on individual performance Serve as role models and mentors to trainees and the organization Consider the individual learning styles. the last step is scheduling the program. travel requirements.I who have the ability to design and write the curriculum. our suggestions concerning who should provide the training would be the internal trainers responsible for providing training programs that related to the company's privacy and property in order to save the confidentiality of information and company’s plans. Since that most of our programs are based on computer training which can be done whenever the trainees have time to do them this point is not considered as a big challenge for the company. or general matters. abilities. regarding the face to face trainings which require trainees attendance we suggest scheduling them after the work hours to avoid any organization obligations such as the top work hours. they should be applied in conjunction with aforementioned responsibilities. meeting time. External trainers are responsible for providing training programs on common issues. or on subjects that the internal trainers haven’t had sufficient experience to provide them such us designing and implementing. and work and life circumstances In other words. to ensure the success of the design processes. To ensure the attendance of all trainees with their consent and without discomfort that the training occurs in their vacation time we will offer overtime pay and conduct the training in a resort area.Case Study Assignment . and other organizational constrains. We have twelve trainers only at the main branch that have subject matter expertise but lack in designing and delivering the . In general. However. Finally.

philosophy. in order to convince the top management about its importance. and content while choosing a vendor. We will deliver our recommendations to the top management by handing an accurate and detailed report about the suggestions and provide a professional power point presentation. Their experience limited in providing the training programs by traditional training method such as class room instruction and they do not have enough experience in designing. delivery methods. Also we would take into account the cost. (4) picking and using suitable training aids.Case Study Assignment . Due to the distances between the branches of the company we suggest conducting the training by using computer training methods. The aim from that is to increase the number of trainers at the company by providing each branch with numbers of internal trainers. goals. (3) preparing and choosing appropriate training materials.I training. (2) developing a lesson plan. After providing the company with sufficient number of qualified trainers most of the training programs at the company will be conducted in house. So the usage of outside vendors to implement Train-the-Trainer program would assist to acquire experience and enhance the overall design and deliver of training as Gainey and Klaas stated. We would make sure that the program (Train-the-Trainer) focus on the following: (1) the qualities of useful objectives. Retail the recommendations to several sub-points. and interests. credentials. After the completion of Train-the-Trainer program the trainees will be eligible and able to transfer the training program to a number of employees in the different branches. the program would provide the subject matter experts in the main branch with the important knowledge and skills to design and implement a training program. . We will take into account the following while writing the report:   Relate the recommendations to the company’s needs. In other words. finally (5) selecting and using different training methods and techniques.

.I   Support the recommendations with the substantiated and evidence. Such issues take a long time somewhat to reflect and make appropriate decisions. In other words. The presentation will assist us to explain and clarify all the aspects and dimensions of the recommendations in order to remove any ambiguity or vagueness and answer the questions. we will try to avoid the peak work hours in order to ensure that there is sufficient time for the top management to see and study the recommendations. Preparing Conceptions for other alternatives available.Case Study Assignment . Giving information and facts. Also we will take into account selecting appropriate time to submit the recommendations. After that we will select the suitable time to provide the presentation. not assumptions or guesses. Explain the financial requirements necessary to implement the recommendations and comparing them with the benefits to the company after apply them. Provide an introduction which includes a general summary of the report and its purpose. Formulate the recommendations by using clear and logical language which free of     exaggeration and literary analogies.

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