CASE STUDY ANALYSIS ON

REINVENTING THE WHEEL AT APEX

DOOR COMPANY
BY TEAM 7
SIVACHANDRAN
RESHMA
KUMARESAN
SYED AAZAM
UTKARSH
1. WHAT DO YOU THINK OF APEX’S TRAINING PROCESS?
COULD IT HELP TO EXPLAIN WHY EMPLOYEES “DO
THINGS THEIR WAY” AND IF SO, HOW?

 the training process at Apex has no organizational effectiveness.

 It’s unstructured, and there is no training documentation which makes the entire training process totally
weak.
 It helps the employees “do things their way”. There are many main reasons that make the process
ineffectively and lead to several problems.
- none of the jobs has a training manual
- several jobs have somewhat out-of-date job descriptions
- the training is same throughout the company.
- there is no leader and no neccessary handbook for each position that new employees
are trained.
2. WHAT ROLE SHOULD JOB DESCRIPTIONS PLAY IN
TRAINING AT APEX?

 A well-articulated Job description can set the course of training and development of employees on Apex.
 Effectively developed, employee job descriptions are communication tools that are significant to
organization's success.
 Writing job descriptions is an important step as it forms the foundation for many important processes
such as job postings, recruitment, selection, setting expectations, compensation, training and
performance management.
 In case of employee training, job descriptions can play pivotal role. Job descriptions can also be used to
determine areas in need of training and development when expectations or requirements are not being
met.
3. EXPLAIN IN DETAIL WHAT YOU WOULD DO TO IMPROVE
THE TRAINING PROCESS AT APEX. MAKE SURE TO
PROVIDE SPECIFIC SUGGESTIONS, PLEASE.

 We should start our training effort by carefully thinking about the organization's strategic goals and
objectives, what work is to be performed, and the strengths and weaknesses of our staff by thinking
carefully about the knowledge and skills needed to do the job.
 Knowing what a job requires and how well we want it done will give us data to make training decisions.
 We should also look at broad performance issues and opportunities needed to change or improve the
organization and the individual employee's strength and growth opportunities.
 An individual "needs assessment" focuses on the specific knowledge, skills, and abilities required of each
employee.
 Individual needs should be viewed within the context of strategic goals of the organization in order to ensure
professional growth and development of employees within established career paths.
 Our servicing human resources office can direct us to resources to help us assess the individual training
needs of the employees