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Southwood - T and D - With Q and A PDF
Southwood - T and D - With Q and A PDF
instructor’s Manual
Note to HR faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at
universities. Teaching notes are included with each. While our current intent is to make the materials available
without charge, we reserve the right to impose charges should we deem it necessary to support the program. However,
currently, these resources are available free of charge to all. Please duplicate only the number of copies needed,
one for each student in the class.
08-0769
Southwood School: A Case Study
in Training and Development
Teaching Notes
This resource is designed to promote learning in the area of training and
development.
Case Overview
This fictionalized case study is based on a real organization. The case is set in a
school, but many of the issues raised are the same across different countries and
sectors (for example, the tension between the school’s professional staff members and
support staff members). The case study’s author was the organization’s HR manager
when the events took place in 2004-05.
The instructor can choose which activities (in Part B) are most appropriate for their
group. The following times are suggested for each of the activities:
Allow 20 minutes for each discussion question. The instructor can divide the class into groups and
Discussion Questions
ask them respond to specific questions or respond to the questions as a class.
These activities are more advanced. Each activity will require 30-45 minutes to complete. More
Group Tasks time should be allowed if results will be presented to the full class. Students should work together
in teams.
These tasks encourage students to think about the issues in more depth. They can be assigned as
Extension Tasks
homework or independent study and should take between 20-30 minutes to complete.
Sample answers are provided for all student tasks, highlighting key areas students
should identify through their work.
Accompanying Resources
Please note that the main text for this case study (referenced in the presentation)
is Dessler’s Human Resource Management. It is required reading to successfully
complete the case.
Books
Dessler, G. (2005). Human Resource Management. 10th edition. Prentice Hall
Ivancevich, J.M. (2006). Human Resource Management. 10th edition. McGraw-Hill.
Articles
Horwitz, F.M. (1999). The emergence of strategic training and development: the
current state of play. Journal of European Industrial Training. 23 (4/5), 180-190.
Hughey, A.W., and Mussnug, K.J. (1997). Designing effective employee training
progammes. Training for Quality. 5(2), 52-57.
Stern, D., Song, Y., and O’Brien, B. (2004). Company training in the United States
1970–2000: what have been the trends over time? International Journal of Training
and Development. 8(3), 191-209.
Introduction
Southwood school administrators realized that a newly designed performance
management system for their support staff 1 would require a formal training program.
Designing and implementing the new performance management system was a
challenge for the organization; the last system was unpopular with employees, and
negative feelings about the value of performance management linger.
Case Overview
As discussed in the first Southwood case study, some of the issues identified with the
previous performance management system included:
nn Annual deadlines to complete the process were missed by many staff members.
nn Some staff members were confused about what exactly needed to be completed and
when.
nn There were complaints that the previous system was a “waste of time” and that
there were no measurable outputs.
nn A trade union representative felt the system was not appropriate for all staff
members.
nn Criteria on the forms were irrelevant to support staff. For example, support staff
could not set objectives in pupil progress or have lessons observed.
nn There was little attention on identifying training needs, and where needs had been
identified, there was no follow-up with appropriate actions.
nn Appraisals were led by teachers with little knowledge of their appraisees’ jobs.
nn Performance meetings were a one-way process; often, performance goals were
identified before the meeting and without the appraisee’s input.
A new system was designed in consultation with all stakeholders to address the
issues raised with the previous system. School leaders felt that a formal training
program was vital to ensure all employees supported the new system. This case
study demonstrates how the training was designed and delivered and some of the
complexities involved in this process.
1. Examples of support staff jobs include: administrative positions (secretaries, administrators); student support
positions (learning mentors, learning support assistants, special needs assistants, computer technicians);
teacher support positions (teaching assistants, departmental assistants such as science technicians);
and strategic/management positions (HR manager, finance manager, director of administration, director
of information technology).
Needs Analysis
Initially, the director of administration recommended that a selection of managers
complete a standard Internet-based training program provided by an online
training organization. Managers who completed the online training would receive
a certificate of achievement. Based on input from the HR manager, however, it was
decided that a custom-designed program would be more appropriate because it
would better meet managers’ needs. A custom-designed program would also allow
the school to relate the training back to their new performance management system
and provide flexibility in the program’s delivery.
There were a number of options available to determine who would design and deliver
the program:
note
PLEASE NOTE: From this point forward, the HR manager is referred to
as the trainer.
The training would take place in-house and outside the normal workday. It was
agreed that the most appropriate method was a two-hour workshop. The workshop
would include various activities geared to develop the skills and knowledge of the
participants:
Training Delivery
Participants were asked to read all the documents related to the new performance
management system before the training. The session was held in a classroom with
the necessary IT equipment during non-school hours. Eighty percent of appraisers
attended this scheduled session; the remaining 20 percent participated in another
presentation four weeks later.
Overall, I thought the session went really well. I covered all of the materials and had
some good responses.
I think most of the participants now have a good understanding of how to carry out
a performance review, but I am not entirely sure they believe there are benefits to a
performance appraisal system.
I was a bit disappointed with two participants who did not actively participate in the
activities. Perhaps they thought they already knew the information.
nn “The trainer was very good and was clearly knowledgeable about the subject.”
nn “I found the practical tips to be really useful.”
nn “It was a bit annoying when the administrators kept interrupting us to pass on
messages.”
Needs Analysis
The HR manager was assigned responsibility for this program because of the
successful design and delivery of the manager’s training. This session was internally
led, for the same reasons the manager’s training was internally led.
Past experience showed that it was difficult to hold focus groups with support staff
members. Instead, an e-mail was sent to all support staff asking them what they
wanted to be included in their training program. Less than 10 percent of the support
staff responded to the e-mail.
The following instructional methods were chosen for this program based on
experience with previous training programs (see “Sample Training Program
Schedules”):
nn Presentations by trainer
nn Practical activities
nn Role plays
nn Worksheets
Training Delivery
The appraisees were not assigned pre-work before the training because this may
have intimidated some participants. Although details of the new performance
management system had been shared with appraisees in an earlier e-mail, most
participants had not seen the actual documents that would be used. The documents
were distributed during the session so the trainer could guide them through and
answer any questions immediately.
The session was held in a school classroom, but was scheduled outside of normal
working hours (see “Appraisee Training Program Agenda”) to avoid disrupting staff
and students during the normal school day. To compensate for the inconvenience,
attendees received overtime for the two hours spent in the training.
Conclusions
This case study shows that there are many issues to consider when planning,
designing and delivering training programs. It is also clear that because people have
different needs and learning styles, it is difficult to produce a program that will be
rated well by everyone. In this instance, it was harder to satisfy people because of
the topic; negative experiences with the school’s previous performance management
system made this training unpopular.
Part A
1. Deliver the PowerPoint presentation on training and development at
Southwood School. This may be formally presented in class or students could be
asked to read the presentation slides independently.
2. Have students read the Southwood School case study narrative and
underline any unfamiliar terms. These should be defined in class. Some
anticipated terms and definitions are provided to be sure students have a clear
understanding.
Part B
Once students read the case study documents, select from the following activities
(based on which ones are most appropriate for your audience).
3. Discussion Questions
These questions are suitable for independent work, small groups or a class-wide
discussion.
3.2. What are the potential barriers to a successful training session? Outline how
you might overcome them.
3.3. Discuss the advantages and disadvantages of the training sessions being led
by an external consultant.
3.4. How would you deal with a participant with a negative attitude toward
the training?
3.5. In the information provided in the case study, do you see any evidence that
the trainer considered Dessler’s “Five-Step Training and Development
Process” in the manager’s training program? Explain your answer.
Required reading. See page 3.
3.7. What skills do you think are important for the trainer to have?
3.8. Do you think it is possible for learners to obtain the necessary information
using a more informal or experiential learning technique?
3.9. How can the trainer ensure skills transfer so employees apply the training
to the workplace?
3.11. How would you evaluate the success of the training program (not including
the end-of-session feedback forms)?
4. Group Tasks
These activities work well when students work in teams. Students could present their
responses to the class for tasks 4.1., 4.3 and 4.4.
4.1. Design an opening presentation for the training session which includes
session goals and objectives.
4.2. From the perspective of the trainer, describe how you would incorporate
the participating managers’ feedback (as detailed in the case study) into
future programs.
4.3. Look at the sample training program schedules and answer the following
questions:
4.3.1. How would you rate the appraisee’s training program on a scale
of 1 to 10, where 1 is very poor and 10 is excellent? Explain your
reasons for this rating.
4.3.2. How would you rate the manager’s training program on a scale
of 1 to 10, where 1 is very poor and 10 is excellent? Explain your
reasons for this rating.
4.3.3. Complete the table on the following page showing the strengths
and weaknesses for each program.
QQ QQ
Manager’s Training Program
QQ QQ
QQ QQ
QQ QQ
QQ QQ
Appraisee’s Training Program
QQ QQ
QQ QQ
4.4. Write an overview of the appraisee’s training program. Use the questions
below to help structure the outline:
5. Extension Tasks
These tasks are suitable for undergraduate students who would like to further
develop their knowledge and skills in this area. They could also be used as
independent learning or homework activities.
5.1. Discuss how your proposed training program could be adapted to meet
different learning styles.
5.2. Describe what you would cover if you were asked to provide a shortened
(one-hour workshop) version of the program for three managers.
5.3. Make a list of top ten tips for preparing a training event and ask for
feedback from one of your fellow students.
5.5. Provide a report to the director of administration for the business case to
provide more training in people management issues for non-HR specialists.
5.6. As part of the training evaluation process, outline what evidence could be
gathered to measure the effect on work performance.
An external trainer may bring a fresh perspective (and not just the organization’s view).
QQ
3.3 Participants may be more willing to discuss experiences and concerns with an external consultant.
QQ
It may be harder for an external consultant to design content at the appropriate level for the audience.
QQ
An external consultant may require assistance to operate the technology required for the session.
QQ
An external consultant may not be as familiar with the performance management documents as an
QQ
internal trainer.
Other options may be more suitable, such as training led by either an HR director or other respected
QQ
Possible It would be useful to get more specific feedback, such as perceived strengths and weaknesses of the
QQ
Answer session.
Respondents could be asked to provide examples so the trainer has a better idea about how to
QQ
3.13 For the new system to be successful, all stakeholders must understand and commit to it. If appraisees
Possible do not understand how to complete the documentation, it will not be successful. The training reinforces
Answer the organization’s commitment to performance management and shows that appraisees’ needs are
recognized just as much as appraisers’ needs. For those employees who had negative experiences with
performance appraisal before, this may reassure them that it can be a positive process.
Group Tasks
Design an opening presentation for the training session which includes session goals and objectives.
The opening presentation should:
4.1 Ensure that all participants understand why the organization values performance management and
QQ
Share practical details about how the new system will work (for example, how the appraisers will be
QQ
assigned).
From the perspective of the trainer, describe how you would incorporate the participating managers’
feedback (as detailed in the case study) into future programs.
4.2
Possible QQ Obtain information about participants ahead of time so the program can be tailored to their needs.
Answer QQ Be more responsive to the needs of the group when the session is taking place.
QQ Encourage participants to take more ownership of the session and identify areas they wish to discuss.
QQ Accept that it is nearly impossible to meet everyone’s needs in a single training session.
How would you rate the appraisee’s training program on a scale of 1 to 10, where 1 is very poor and
10 is excellent? Explain your reasons for this rating.
Students are likely to give this program a low rating (perhaps 5/10 or lower) due to the following
reasons:
4.3.1
Possible QQ Much of the session was trainer-led and lacked interaction.
Answer QQ A lecture is not the best way to cover communication skills.
QQ No chance was given to practice skills.
QQ It did not use a wide variety of training methods.
QQ No time was allocated for evaluation.
QQ There was no mention of learning objectives.
Appraisees’ roles.
QQ
Some of the areas would be the same for appraisers, but appraisee training should focus more on the
practical details of how to participate, rather than linking it to strategic objectives.
Considering your answer to the previous set of questions, how would you rate the proposed appraisee
program?
The proposed training program looks quite comprehensive. Students may highlight some of the
following strengths:
4.5 QQ It is a well-structured program.
Possible QQ The program begins clearly, with an introduction to the session and an overview of objectives.
Answer QQ Participants understand why they are taking part.
QQ It does a good job in covering the practical details.
QQ There are interactive activities to allow participants to practice (e.g., the role plays).
QQ The content is specific to appraisees and is not just a copy of the appraiser program.
QQ Small group activities allow the trainer to get to know the participants.
QQ There is an evaluation at the end of the session.
How can this training help you in your job? (This could be divided into short-term and long-term.)
QQ
Do you need any further support to help transfer this learning to the workplace?
QQ
Extension Activities
Discuss how your proposed training program could be adapted to meet different learning styles.
Students should refer to one of the learning style models discussed in the recommended texts and
provide examples of how content and material could be differentiated to meet the needs of people
with different preferences. The example shown below uses Honey and Mumford’s learning styles (an
introduction to their learning styles is provided in the accompanying presentation):
Participants with a preference for the activist learning style:
Play business ‘games’ where participants solve a set of problems.
QQ
Describe what you would cover if you were asked to provide a shortened (one-hour workshop) version
of the program for three managers.
5.2 Students should identify the most important topics:
Possible The new system’s benefits.
QQ
Plan your time carefully so that the key areas are prioritized.
QQ
Find out if any of the participants have special learning needs which may require additional support
QQ
Answer The training will develop manager skills, which may be a useful retention tool.
QQ
Managers are in the best position to determine the needs of their own staff.
QQ
Cost-effective.
QQ
Highly skilled employees are likely to have higher levels of job satisfaction.
QQ
As part of the training evaluation process, outline what evidence could be gathered to measure the
effect on work performance.
Students should note that it depends on the job; some jobs have more measurable outputs than others.
5.6
Possible Points that may be included are:
Answer Trainees could be asked to perform self-assessments before and after training.
QQ
Satisfactory
Very Good
Very Poor
Good
Poor
Quality of materials
Knowledge of trainer
Presentation skills of trainer
Location of training event
Duration of event
Disagree
Disagree
Not sure
Strongly
Strongly
Agree
Agree
1 2 3 4 5 6 7 8 9 10
On a scale of 1 to 10 with 1 being the lowest and 10 being the highest, rate your level of knowledge after the program.
1 2 3 4 5 6 7 8 9 10
Additional comments or suggestions:
nn Role-play activity
The group will be split into teams of three and will receive a completed performance
review preparation sheet. One person will play the appraise, one person will be the
appraiser, and a third person will observe and provide feedback.
nn Communication skills
After a brief interactive presentation, the trainer will work with the groups through
role-play scenarios.
nn Session evaluation