Gelmane Zaira S. Gucilatar.

BSBAFM 2-3

5.4 Activities/Assessment
ESSAY TEST:

1. Briefly explain the role of the manager in identifying training needs and supporting
training on the job.

- Manager support for training is critical. The key factors to success are a positive
attitude among them about participation in training activities; their willingness to tell
trainees how they can more effectively use knowledge, skills, or behaviors learned in
training on the job; and the availability of opportunities for the trainees to use training
content in their jobs. If their attitudes and behaviors are not supportive, employees are
not likely to apply training content to their jobs. For a manager to determine if training is
needed, for any performance problem you need to analyze characteristics of the
performer, input, output, consequences, and feedback. How might this be done? They
should ask several questions to determine if training is the likely solution to a
performance problem.

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

- Needs assessment is where they assess needs to determine if training is needed. It

typically involves organizational analysis, person analysis, and task analysis. The
organizational analysis considers the context in which training will occur. That is,
organizational analysis involves determining the business appropriateness of training,
given the company ‘s business strategy, its resources available for training, and support
by managers and peers for training activities. There are three factors that need to be
considered before choosing training as the solution to any pressure point first, is the
support of managers and peers for training activities, peer and manager support for
training is critical. The key factors to success are a positive attitude among peers and
managers about participation in training activities. Second is the company ‘s strategy
that shows possible strategic initiatives and their implications for training practices. It is
important to identify the prevailing business strategy and goals to ensure that the
company allocates enough of its budget to training, that employees receive training on
relevant topics, and that employees get the right amount of training. And third is the
training resources available, it is necessary to identify whether the company has the
budget, time, and expertise for training. Person analysis helps identify who needs
training. It also involves determining whether performance deficiencies result from a
lack of knowledge, skill, or ability or from a motivational or work-design problem,
identifying who needs training, and determining employees ‘readiness for training. Task
Analysis includes identifying the important tasks and knowledge, skills, and behaviors
that need to be emphasized in training for employees to complete their tasks. The
conditions include identifying equipment and the environment the employee works in,
time constraints, safety considerations, or performance standards.

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

- By the second which is ensuring employees readiness for training here they evaluate
whether employees are ready for training they check their readiness through their
characteristics that could provide employees with the desire, energy, and focus
necessary to learn from training. The desire of the trainee to learn the content of a
training program is referred to as motivation to learn. Motivation to learn influences
mastery of all types of training content, including knowledge, behavior, and skills.
Managers need to ensure that employees ‘motivation to learn is as high as possible.

4. Discuss the strengths and weaknesses of presentation, hands-on, and group training
methods

- Presentation methods refer to methods in which trainees are passive recipients of the
information. It includes traditional classroom instruction, distance learning, and
audiovisual training. Its strengths are it is used for illustrating how instructions should be
followed and it may improve communications, interviewing and customer-service skills
its weaknesses are there may be too much content for the trainee to learn, poor
dialogue between the actors hinders credibility and clarity of the message and overuse
of humor, music or drama may make it difficult to understand the important learning
points. Hands-on methods are training methods that require the trainee to be actively
involved in learning. It includes on-the-job training, simulations, business games and
case studies, behavior modeling, interactive video, and web-based training. Its
strengths are it is customized to the experiences and abilities of trainees, training is
applicable to the job, saves cost, and can be offered anytime. The weaknesses are the
manager may not use the same process shown and did here and unstructured training,
simulations or model can result in poorly trained employees. Group training methods
are techniques that help trainees share ideas and experiences, build group identity,
understand the dynamics of interpersonal relationships, and get to know their strengths
and weaknesses and those of their co-workers. Its strengths are team members can
learn from each other, improve communication skills, decision-making, and problem-
solving. Its weaknesses are some may put in less effort than the rest of the team, there
may be introverts in group and struggle and people learn at different speeds and some
may be left behind.
5. Explain the potential advantages of e-learning for training.

- One of its potential advantages is it lowers the cost of training as it is going to be done
mostly at home. Next is the administrative burden is reduced HR usually needs to
interface with the training department to track employee metrics, conduct reviews of
training staff, and all of the other things that go along with operating a department but
with e-learning for training the burden can potentially be reduced to a simple checklist of
skills.

6. In order to maximize learning, how will you design a training session?

- To maximize learning I will design it with just five steps first is identifying what the
training is for next is assessing the need for training third is after assessing is identifying
the training objectives clearly then fourth is design the training, what, when, and how it
is going to be demonstrated and the last step is to develop and evaluate the training.