BHR 4680 UNIT VIII FINAL EXAM

1. Why should organizations consider succession planning and what are some risks and benefits of doing so?

Your response must be at least 75 words in length.

Organizations should consider succession planning because it identifies high performing employees with an unlimited amount of potential within the organization that may be capable of filling high level manager and supervisor positions, in the event they become vacant. Succession planning creates developmental and training opportunities for these employees, which helps to create a smooth transition as they move into the new position. Succession planning also helps attract and retain managerial employees by providing them with development opportunities that they can complete if upper management is a career goal for them (Noe, 2020). One of the risks associated with succession planning is determining whether or not to inform employees if they have been selected as one of the potential candidates for a managerial position in the succession plan. This can have a negative effect on the work environment due to the feeling of disappoint from employees that were not chosen and could result in them leaving the organization.

Noe, R. A. (2020). Employee training and development (8th ed.). New York, NY: McGraw-Hill Education

2. Learning consists of both mental and physical processes. Identify and discuss three (3) features of instruction or the work environment that aid in learning and increase the likelihood of training transfer.

Your response must be at least 75 words in length.

Meaningful content, employees are more likely to be interested and willing to learn when the content of the training material applies to their current job duties and experiences. This lets them know that they will likely gain something from the training that will help them become more knowledgeable and increase their performance. Creating opportunities for employees to practice what they learned in training allows them to demonstrate that they have met the standards of the objectives of training. This also gives employees motivation, confidence, allows them to transfer what they learn in training to their work environment, and helps them achieve proficiency with the learned skill. Ensuring that the work environment supports learning and transfer is extremely important for the employee to feel empowered and to believe in the training that they received. Effective strategies for transfer of training include ensuring that trainees are motivated and managers and co-workers support learning and transfer (Noe, 2020). The climate for transfer of the work environment must be positive or else the training could become irrelevant; not due to the employee not gaining the knowledge, but because their work environment doesn’t facilitate or employ the learned skills or behavior.

Noe, R. A. (2020). Employee training and development (8th ed.). New York, NY: McGraw-Hill Education

3. Compare and contrast human resources and human resources development. Howwould these two functions differ between a large international corporation and a small global company? How would they be the same?

Your response must be at least 75 words in length.

In a large international corporation human resources (HR) and human resources development (HRD) would be two separate functioning departments. The HRD may be its own separate department or it may still fall under the HR department, however it would have its own manager and would specifically focus on the training and development of employees, groups, and the overall effectiveness of the organization. HR would focus on all other functional areas of HR. In a smaller company the two functions will likely be combined under the HR department. This allows for effective communication and the ability to easily share information ensuring that it is aligned with the business strategy and training remains consistent across the organization.

4. The evaluation process is a critical step to confirm that trainees have learned thecontent of the training. Identify and discuss three (3) evaluation outcomes that can be used as evidence that training was effective and the criteria needed to ensure such evidence is useful.

Your response must be at least 75 words in length.

Behavior and skill-based outcomes is based off the amount of knowledge and skills that the trainee has gained from the training and that they are able to demonstrate. The skills learned can be evaluated through simulated training. Skill transfer is usually determined by observation, rating forms can be used to document the trainee’s abilities (Noe, 2020). Results are used to determine the benefit that the company is receiving from the training. There are several factors that can be measured to find the benefits such as productivity, quality, costs, accidents, etc. Evidence of these factors can be measured through observation and performance data from records or company databases (Noe, 2020). Return on investment, is the identification and comparison of learning benefits with costs. Basically, the return of investment is determining if the money that was paid for the training is going to be outweighed by the benefits of the training received. The dollar value of productivity is divided by the training costs. This is determined by the economic value.

5. Evaluating training is an important process to ensure an organization is getting a good return on investment. Compare and contrast three (3) types of evaluation designs used to evaluate training programs and three (3) considerations when choosing a design.

Your response must be at least 75 words in length.

Pretest and post test, post test only with comparison group, and time series are three evaluation designs used to evaluate training. They all have different benefits and work well for different types of training. The pretest and post test design refers to an evaluation design in which both pretraining and post-training outcome measures are collected (Noe, 2020). Trainees are given assessment prior to training, immediately after training, and may be given another assessment 30 days following the completion of training. The post test only with comparison group evaluation is when trainees are assessed after training is received and then those results are compared to other groups of trainees who have received the training via a different method (ie lecture, OJT), or employees that did not receive the training at all. The time series evaluation design refers to an evaluation design in which training outcomes are collected at periodic intervals both before and after training (Noe, 2020). There are several factors that should be considered when choosing a design such as the cost of conducting an evaluation, the timeframe for the evaluation, and if the organization has the expertise available to analyze a complex evaluation study.

6. Provide three (3) examples how developmental plans may differ based on the 9box matrix.

Your response must be at least 75 words in length.

Developmental plans will differ for employees based on their position within the 9-box gird matrix. Employees who are low performers with high potential may have a developmental plan that includes moving them to a position that is a better match for their skill sets, or ensuring that they get the training and development needed to improve their performance and proficiency. Employees that fall in the middle of the grid who are good performers but have moderate potential may have a development plan that includes a mix of training and development. The plan may also include some development experiences that can help grow their skills and determine their interest and ability to perform in positions requiring different skills and/or more responsibility (Noe, 2020). Employees that are marked in the top left corner are typically excellent performers however they have low potential. Their development plans likely emphasize keeping their knowledge, skills, and competencies current and finding them experiences that will continue to motivate them and facilitate creativity and innovation (Noe, 2020).

7. You have been asked to conduct a training needs analysis. Describe the process you would use and how you would ensure the results are valid and reliable.

Your response must be at least 75 words in length.

8. Compare and contrast three motivational theories. Explain specifically how one ofthese three can be applied to a training situation.

Your response must be at least 75 words in length.

The reinforcement theory emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors (Noe, 2020). When past behaviors have resulted in positive outcomes people are motivated to continue those behaviors. The goal setting theory believes that people are motivated to do things when they are in line with their concise goals. Goals influence a person’s behavior by directing energy and attention, sustaining effort over time, and motivating the person to develop strategies for goal attainment (Noe, 2020). The social learning theory emphasizes that people learn by observing other people (models) who they believe are credible and knowledgeable (Noe, 2020). The social learning theory can easily be applied to on the job training situations. When an employee is motivated to learn through the social learning theory, they typically gain a lot of value through OJT; because they are able to learn from someone they respect, and they can model their behavior. These types of people learn through experience.