Jariel, Mark Lorenz F.

3rd Year BSFM

BACore5 /Human Resource Management
Course Pocket #6
Mr. Ronald James T. Abad

Activity: Essay

1. How do you identify the training needs of an organization?

To ascertain your organization's training requirements. An organizational analysis

must be conducted first. This includes an evaluation of the organization's overall
goals, resources, and how these capabilities are being used to accomplish a
particular goal, as well as correlations of interaction with the surrounding
environment. Following that, an assignment or job analysis is carried out. The
emphasis is on specific positions as well as the training necessary to carry them
out. After obtaining the information, you can design a training program that is
essential to the role.

2. What precautions should one take for conducting a training program?

There are several important factors to consider when putting together a

successful training program. In order to verify the program's features, the
program's features are stipulated first. The program's contents are then divided
into parts and presented in a comprehensive and in a logical order. The program
data is divided into four categories: knowledge, understanding, skills, and
behaviors.

3. How should a trainer plan for a training program?

Prior to actually implementing a training program, a trainer plan is required. To

determine the best training to provide, the trainer must understand the kinds of
workers to just be trained, whether they are newbies or long-term employees.
Following that will be the kind of training content that could be needed to
successfully bring out the training program.
4. Why is evaluation of a training program necessary, and how is it done?

Evaluation of a training program is essential because it is the procedure that

determines the effectiveness of training performance is defined and the valuation
of training is reviewed in context of this data. The preparation must happen at the
same time with the training program rather than individually. This is
accomplished by first analyzing training requirements and then designing the
evaluations.

5. Human Resource Development is nothing but looking at the development of

manpower of an organization in the light of its requirements. Do you agree? Give
reasons for your views.

Yes, I completely agree. This is due to the Human Resource management of an

indicated company's function and responsibility of evaluating and identifying
relevant employees who've been fit for their professional positions and skill
requirements in regards to training detailed information and service.

6. Explain the principal executive training methods and suggest a suitable training
package for middle level executives in a large organization.

Employee participation can assist a leader learn new abilities and widen his or
her knowledge base. Following that, it is essential to avoid strategic planning by
improving the skills of subordinates in accordance with an established plan.
Following that is Numerous Leadership, which is meant to assist managers
expand their perspectives and understanding in various areas of work.

7. Differentiate between training and development. Why is executive development

necessary?
The distinction among training and development demonstrates certainty and is
dependent on the program. The procedure of presenting particular skills and
habits has been referred to as training. Development is a more general concept
than training, and it is geared toward people in positions of authority. The goal of
development is typically to provide individuals with the knowledge and abilities
needed to carry out non-technical organizational responsibilities such as problem
solving, decisions, and social interactions more successfully.
I. TIME CONTEXT

Current Time

II.VIEWPOINT

Human Resource and management of the company Sydenham Samsung

Automotives (SSA)

III.CENTRAL PROBLEM

Workers formed a union at the request of outside leaders.

IV.STATEMENT OF OBJECTIVES

Must: Assigned to Human Resources Management to organize appropriate training

programs and meetings for employee leadership.

Want: Efficiently deliver training programs to employees and ensure implementation of

basic leadership training programs.

V. AREAS OF CONSIDERATION

- SWOT ANALYSIS

STRENGTHS
- A strong corporate personality by recruiting and recruiting the best engineers
from leading engineering institutions. A competent company and excellent
management for the needs and interests of its employees.

WEAKNESSES

- Lack of specific leadership coaches to train internal employees.

- They tend to cut corners in providing proper leadership training and the virtues of
disciplined job performance.

OPPORTUNITIES
 - Having the right training within your organization and having the right leadership
skills will give you more trust from your employees

THREATS

- Employees may leave or form alliances because unions are already formed.

ALTERNATIVE COURSES OF ACTION

ACA1 - Conduct general meeting of sydenham samsung automotives (ssa) and hr

management regarding the proper way and having trainer to conduct intensive training
within the company for the employees in the company.

ADVANTAGES

- Be knowledgeable about the virtues of disciplined job performance.

- Clarify things with employee perceptions of work.

ACA2 – Hiring a professional trainer for the intensive training for ethics and values in
the company.

ADVANTAGES

- Simply determine your determined qualities as an employee and the ethics you
can own.

DISADVANTAGES

- Pay more for newly hired professional trainers

ACA3- Assign more trainers to conduct proper and systematic training for different
fields in the company.
ADVANTAGES
- Give special attention and focus to each department of employees.
- The duration of the onboarding period is shortened

DISADVANTAGES

- May tends to pay more personnel to meet needs.

- It can have a large impact on employees, and it is also much easier for each
individual.

ACA4 - Combination of aca1 and aca2 – conduct general meeting of sydenham

samsung automotives (ssa) and hr management regarding the proper way and having
trainer to conduct intensive training within the company for the employees in the
company and hiring a professional trainer for the intensive training for ethics and values
in the company.

VII. RECOMMENDATION

ACA4 - Conduct general meeting of sydenham samsung automotives (ssa) and hr

management regarding the proper way and having trainer to conduct intensive training
within the company for the employees in the company and hiring a professional trainer
for the intensive training for ethics and values in the company

VIII. DETAILED PLAN OF ACTION

Activities Person involve Time duration

1. Schedule a meeting with Sydenham Samsung 1 day

Sydenham Samsung Automotives management
Automotives (ssa) and Human
Resources. and HR.

Sydenham Samsung
2. Schedule a meeting with 1 day
Sydenham Samsung Automotives management
Automotives (ssa) and Human and HR.
Resources.
 HR management and
3. Conduct proper training and professional trainer hired.
programs for the employees. 1 day
Sydenham Samsung
4. Monitor and review the Automotives management
employee's performance in the and HR. 1 day
relevant training program and
the progress they will bring in
the company.