HRM 420 D Entire Course New Flashcards
HRM 420 D Final Exam Guide New
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HRM 420 Final Exam Guide New
Please Check the Question Below
There are six (6) essay questions. Be very thorough and specific in your answers. I want to see you use the textbook and other sources (be sure to cite your sources) and I want you to then provide specific examples to show your knowledge of the subject matter. The final essay question is on any T&D topic of your choice that is not included in the initial four (4) essay questions.
- Explain three essential differences between employee capabilities and company core competencies. Why is it important for a trainer to understand these differences? (30points)
- Explain the basic steps to conducting a person analysis and how a person analysis is used in a needs assessment. Do a very basic person analysis on either yourself or on your professor, based on the job you, he, or she is currently employed in (and your common knowledge). (30 points)
- First, provide the meaning of the acronym SMART with respect to training goals. Then, consider these four training objectives. Rewrite them as two SMART training goals. (30 points)
a) Audit any of the elements inside the organization, looking for compliance to the element that is being audited, and demonstrate how to dig for issues.
b) Through role-playing, demonstrate how to conduct a surveillance audit, organize your team of auditors, and review the element of the standard with your team that will be used prior to the audit.
c) Through role playing, demonstrate how to write a concluding report after the audit is finished with input from your team.
d) Realize what the importance of your certificate as an auditor means to the organization and its value to the long-term strategic goals of this organization. - You are a training manager for a midsized corporation. You are working on a training proposal for your HR director when you get a call from the manager of the accounting department. He states that he needs training done for his team, which will assist it in learning the newest version of the Peachtree accounting software. He mentions that his boss, the CFO, told him to put together a proposal for training that included a way to measure transfer of training. He is panicked and says, “First of all, I don’t know what transfer of training is, and second, how I can measure it?” What will you tell him? (40 points)
- Explain one similarity and one difference between training and performance management and between training and succession planning. Does training have a part of either performance management or succession planning? If so, give one example each. If not, explain why not. (30 points)
- Choose one topic from this T&D course that is of particular interest to you or one from which you feel you gained the most. Explain the concept, why you found this interesting/valuable, how you would utilize this in your career going forward. (35 points)
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HRM 420 D Week 1 Quiz Set 1 New
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HRM 420 Week 1 Quiz Set 1 New
Question 1. Question : (TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Raymond Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes human capital?
Question 2. Question : (TCO 1) Which is an important implication of the value of intangible assets and human capital on a company?
Question 3. Question : (TCO 1) Companies that implement lean thinking in their organization do which thing?
uestion 4. Question : (TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes social capital?
Question 5. Question : (TCO 1) Core competencies are
Question 6. Question : (TCOs 1, 8) When comparing employees’ uniqueness and strategic value using typical training and development terms, which describes an employee known as an alliance or partnership employee?
Question 7. Question : (TCOs 1, 8) The example of Barilla’s North America in the textbook is an example of a company that has
Question 8. Question : (TCOs 1, 8) When comparing employees’ uniqueness and strategic value using typical training and development terms, which describes an employee known as a contract employee?
Question 9. Question : (TCOs 1, 8) The CEO’s input into training is important for all but the following reason (select the one that is not important to training).
Question 10. Question : (TCOs 1, 8) Training and
Question 11. Question : (TCOs 1, 8) Provide three roles of managers in today’s business world and what training needs those managers might have with respect to such roles. Based on the needs you have stated, suggest three training areas or topics in which you might offer training to those managers. Cite any sources you use.
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HRM 420 D Week 1 Quiz Set 2 New
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HRM 420 D Week 1 Quiz Set 2 New
Question 1. Question : (TCO 1) Significant advances in customer service, product quality, and measurement have occurred over the past few decades. As a result, numerous quality initiatives have taken hold in the United States and the world. Training and development has been impacted by these initiatives by creating a need to explain the importance to employees of quality. Which are quality programs regarding which trainers may be asked to provide learning to employees?
Question 3. Question : (TCO 1) There are seven steps in an effective training design process. These include
Student Answer: gap analysis, task analysis, job analysis, SWOT analysis, environmental scanning, and lectures.
needs assessment, employee readiness, learning environment creation, transfer of training, planning for evaluation, selecting training method, and evaluation.
e-learning, lectures, quizzes, exams, assessments, synchronous, and asynchronous.
specific, measurable, attainable, realistic, timely, friendly, and smart.
All of the above
Question 9. Question : (TCOs 1, 8) The example of Mike’s Carwash in the textbook is an example of a company that has
Student Answer: used globalization to improve its overall training practice.
improved its reputation for speedy service to ensure customers return by using training.
linked its business strategy to training.
All of the above
B and C
Question 10. Question : (TCOs 1, 8) Trainers need to understand different needs for companies based on a company’s strategy. According to Noe, the author of the textbook, in a company with large external growth due to acquiring other companies that are different from the parent company, training implications will include
Student Answer: doing a skills assessment of acquired employees from the new company.
job search skills training.
disinvestment.
improving product quality.
All of the above
Question 1.1. (TCO 1) Significant advances in customer service, product quality, and measurement have occurred over the past few decades. As a result, numerous quality initiatives have taken hold in the United States and the world. Training and development has been impacted by these initiatives by creating a need to explain the importance to employees of quality. Which are quality programs regarding which trainers may be asked to provide learning to employees? (Points : 4)
ISO 199500:25500 quality control
Malcolm Baldrige award
Six Sigma
B and C
All of the above
Question 2.2. (TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes intellectual capital? (Points : 4)
The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work
The codified knowledge that exists in a company
The quality of the products which are produced in a company
The value of interpersonal relationships in the company
The value of relationships with persons or other organizations outside the company for accomplishing the goals of the company
Question 3.3. (TCO 1) There are seven steps in an effective training design process. These include (Points : 4)
Question 4.4. (TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes social capital? (Points : 4)
The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work.
The codified knowledge that exists in a company
The quality of the products which are produced in a company
The value of interpersonal relationships in the company
The value of relationships with persons or other organizations outside the company for accomplishing the goals of the company
Question 5.5. (TCO 1) Companies that implement lean thinking in their organization do which thing? (Points : 4)
Avoid training and development because it is too costly
Use efficiencies of scale to ensure cost overruns occur
Do more with less
Explain to customers why the heat is low in the conference rooms (saving money)
Fail
Question 6.6. (TCOs 1, 8) The CEO’s input into training is important for all but the following reason (select the one that is not important to training). (Points : 4)
Creating the vision for the training
Seeking out new employees for vice president positions (who will later have to be trained by the training team)
Reviewing goals and objectives to govern the alignment with the training process
Communicating the importance of training
Teaching and training him- or herself
Question 7.7. (TCOs 1, 8) The term uniqueness, as used by training and development pertaining to certain employees, means (Points : 4)
employees with high value to the company.
employees who will make the company diverse.
employees who have green cards.
employees with rare, specialized knowledge not easily obtained in the market.
B and D
Question 8.8. (TCOs 1, 8) Training and development is (Points : 4)
part of strategic HRM, especially when core competencies are included in training plans.
a function of more than just the HRM team.
sometimes handled by outside vendors and organizations, but typically this is only the training portion and not development.
one of the most important pieces of HRM if an organization is a learning organization.
All of the above
Question 9.9. (TCOs 1, 8) The example of Mike’s Carwash in the textbook is an example of a company that has (Points : 4)
used globalization to improve its overall training practice.
improved its reputation for speedy service to ensure customers return by using training.
linked its business strategy to training.
All of the above
B and C
Question 10.10. (TCOs 1, 8) Trainers need to understand different needs for companies based on a company’s strategy. According to Noe, the author of the textbook, in a company with large external growth due to acquiring other companies that are different from the parent company, training implications will include (Points : 4)
doing a skills assessment of acquired employees from the new company.
job search skills training.
disinvestment.
improving product quality.
All of the above
Question 11.11. (TCOs 1, 8) Provide three roles of managers in today’s business world and what training needs those managers might have with respect to such roles. Based on the needs you have stated, suggest three training areas or topics in which you might offer training to those managers. Cite any sources you use. (Points : 10)
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HRM 420 D Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment Walmart New
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HRM 420 D Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment Walmart New
HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment (Walmart)
Gap Analysis, SWOT Analysis, and Needs Assessment
Needs Assessment is an important part of Training and Development. Review the course readings for this week, and utilize the SWOT you created for the thread this week. Create a Needs Assessment for your company you have analyzed in the SWOT. To do this, create a 2-4 page paper, following APA 6th guidelines, with the following headings:
A. Company information: Brief introduction. Provide company information, background, and recent stock value trending in this section. (i.e. in the past year, has the stock gone up or down? Have there been recent significant changes in their industry? Basic orienting information goes here.) (5 points.)
B. SWOT: Include your SWOT from the threaded discussion (you can use bullets and SWOT headings here.) (5 points, but required.)
C. Gap analysis: What possible gaps do you see in the company (think opportunities, weaknesses, threats) which haven’t already been addressed? Perhaps these have to do with new regulations forthcoming in the industry which may need addressing? Perhaps the company has just acquired a new company and is branching out into new territory? Discuss two or three of those gaps, with are employee related, and which could lend themselves to potential training needs. Explain why these gaps would be best filled with training, and not some other method. (25 points.)
D. Needs Assessment: What two methods of needs assessment would you utilize at this company, if you were hired to do a TNA (training needs assessment) on the gaps you have identified in C above? Using Chapter 3 of your textbook (Noe, 2013) and the Lucier (2008) article, explain what methods you might use, and support your idea from the text and article, or some other research item you discover as a reference. (Cite your sources.) If you plan to use interviews, explain who you would interview and provide at least five sample questions. If you plan to use a questionnaire, explain who you would send it to and provide at least five sample questions. You can include the samples in an appendix to the document. If you plan to use company information, explain what information you will use (i.e. HR data, lawsuit information, new regulations, etc.) Give details about how this information will impact your needs assessment. (25 points.) NOTE: You can consider the responses your classmates have made to your SWOT about potential training needs when coming up with your Gap analysis and Needs Assessment. You don’t have to reinvent the wheel.
E. Conclusion: Suggest training which you would recommend be done based on the assessment you have done so far. Explain any limitations to your assessment you feel may need to be revised based on feedback from your assessment methods (which you obviously don’t have.) (10 points.)
F. APA Formatting: 5 Points
Please keep in mind that APA formatting is worth 5 points. Click the guidelines here for this assignment. The guidelines and the “Course Template APA Papers” may be found in Doc Sharing.
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HRM 420 D Week 2 Assignment Gap Analysis SWOT Analysis and Needs Assessment HomeDepot Inc New
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HRM 420 D Week 2 Assignment Gap Analysis SWOT Analysis and Needs Assessment HomeDepot Inc New
HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment (HomeDepot Inc)
Gap Analysis, SWOT Analysis, and Needs Assessment
Needs Assessment is an important part of Training and Development. Review the course readings for this week, and utilize the SWOT you created for the thread this week. Create a Needs Assessment for your company you have analyzed in the SWOT. To do this, create a 2-4 page paper, following APA 6th guidelines, with the following headings:
A. Company information: Brief introduction. Provide company information, background, and recent stock value trending in this section. (i.e. in the past year, has the stock gone up or down? Have there been recent significant changes in their industry? Basic orienting information goes here.) (5 points.)
B. SWOT: Include your SWOT from the threaded discussion (you can use bullets and SWOT headings here.) (5 points, but required.)
C. Gap analysis: What possible gaps do you see in the company (think opportunities, weaknesses, threats) which haven’t already been addressed? Perhaps these have to do with new regulations forthcoming in the industry which may need addressing? Perhaps the company has just acquired a new company and is branching out into new territory? Discuss two or three of those gaps, with are employee related, and which could lend themselves to potential training needs. Explain why these gaps would be best filled with training, and not some other method. (25 points.)
D. Needs Assessment: What two methods of needs assessment would you utilize at this company, if you were hired to do a TNA (training needs assessment) on the gaps you have identified in C above? Using Chapter 3 of your textbook (Noe, 2013) and the Lucier (2008) article, explain what methods you might use, and support your idea from the text and article, or some other research item you discover as a reference. (Cite your sources.) If you plan to use interviews, explain who you would interview and provide at least five sample questions. If you plan to use a questionnaire, explain who you would send it to and provide at least five sample questions. You can include the samples in an appendix to the document. If you plan to use company information, explain what information you will use (i.e. HR data, lawsuit information, new regulations, etc.) Give details about how this information will impact your needs assessment. (25 points.) NOTE: You can consider the responses your classmates have made to your SWOT about potential training needs when coming up with your Gap analysis and Needs Assessment. You don’t have to reinvent the wheel.
E. Conclusion: Suggest training which you would recommend be done based on the assessment you have done so far. Explain any limitations to your assessment you feel may need to be revised based on feedback from your assessment methods (which you obviously don’t have.) (10 points.)
F. APA Formatting: 5 Points
Please keep in mind that APA formatting is worth 5 points. Click the guidelines here for this assignment. The guidelines and the “Course Template APA Papers” may be found in Doc Sharing.
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HRM 420 D Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment (Ebay) New
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HRM 420 D Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment (Ebay) New
HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis, and Needs Assessment (Ebay)
Gap Analysis, SWOT Analysis, and Needs Assessment
Needs Assessment is an important part of Training and Development. Review the course readings for this week, and utilize the SWOT you created for the thread this week. Create a Needs Assessment for your company you have analyzed in the SWOT. To do this, create a 2-4 page paper, following APA 6th guidelines, with the following headings:
A. Company information: Brief introduction. Provide company information, background, and recent stock value trending in this section. (i.e. in the past year, has the stock gone up or down? Have there been recent significant changes in their industry? Basic orienting information goes here.) (5 points.)
B. SWOT: Include your SWOT from the threaded discussion (you can use bullets and SWOT headings here.) (5 points, but required.)
C. Gap analysis: What possible gaps do you see in the company (think opportunities, weaknesses, threats) which haven’t already been addressed? Perhaps these have to do with new regulations forthcoming in the industry which may need addressing? Perhaps the company has just acquired a new company and is branching out into new territory? Discuss two or three of those gaps, with are employee related, and which could lend themselves to potential training needs. Explain why these gaps would be best filled with training, and not some other method. (25 points.)
D. Needs Assessment: What two methods of needs assessment would you utilize at this company, if you were hired to do a TNA (training needs assessment) on the gaps you have identified in C above? Using Chapter 3 of your textbook (Noe, 2013) and the Lucier (2008) article, explain what methods you might use, and support your idea from the text and article, or some other research item you discover as a reference. (Cite your sources.) If you plan to use interviews, explain who you would interview and provide at least five sample questions. If you plan to use a questionnaire, explain who you would send it to and provide at least five sample questions. You can include the samples in an appendix to the document. If you plan to use company information, explain what information you will use (i.e. HR data, lawsuit information, new regulations, etc.) Give details about how this information will impact your needs assessment. (25 points.) NOTE: You can consider the responses your classmates have made to your SWOT about potential training needs when coming up with your Gap analysis and Needs Assessment. You don’t have to reinvent the wheel.
E. Conclusion: Suggest training which you would recommend be done based on the assessment you have done so far. Explain any limitations to your assessment you feel may need to be revised based on feedback from your assessment methods (which you obviously don’t have.) (10 points.)
F. APA Formatting: 5 Points
Please keep in mind that APA formatting is worth 5 points. Click the guidelines here for this assignment. The guidelines and the “Course Template APA Papers” may be found in Doc Sharing.
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HRM 420 D Week 3 Training Objectives and SMART Goals Paper (HomeDepot Inc) New
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HRM 420 D Week 3 Training Objectives and SMART Goals Paper (HomeDepot Inc) New
Training Objectives and SMART Goals Paper
Building on your assignment from last week, where you used a SWOT and gap analysis to conduct a needs assessment on a particular company, identify a specific training need from that assessment, and identify a group of employees who need the training. Then, create three specific training objectives for that training, and analyze those objectives by creating SMART training goals. Your paper should include the following sections.
A.Post an introduction that explains the company background (brief), the training need established from last week’s needs assessment, and the group of employees who need the training. (5 points)
B.Based on your readings from this week, identify the specific learning styles that will apply to that particular group of employees. (15 points)
C.Create three specific training objectives for your training. Ensure those are broken down in the three parts identified in our course lecture this week, and in your textbook (outcome, criterion, and condition). (25 points)
D.As is done in the lecture, analyze your training objectives using SMART training goals. Provide your analysis of your objectives, your brainstorming of the connections to future pieces of training (where applicable), and create your training goals. Again, show your work. (25 points)
Your paper should be about 3–5 pages, not including references or a title page. Use APA formatting.
Attached is the SWOT from my last assignment that should be used for this as well.
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HRM 420 D Week 3 Training Objectives and SMART Goals Paper (Walmart) New
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HRM 420 D Week 3 Training Objectives and SMART Goals Paper (Walmart) New
Training Objectives and SMART Goals Paper
Building on your assignment from last week, where you used a SWOT and gap analysis to conduct a needs assessment on a particular company, identify a specific training need from that assessment, and identify a group of employees who need the training. Then, create three specific training objectives for that training, and analyze those objectives by creating SMART training goals. Your paper should include the following sections.
A.Post an introduction that explains the company background (brief), the training need established from last week’s needs assessment, and the group of employees who need the training. (5 points)
B.Based on your readings from this week, identify the specific learning styles that will apply to that particular group of employees. (15 points)
C.Create three specific training objectives for your training. Ensure those are broken down in the three parts identified in our course lecture this week, and in your textbook (outcome, criterion, and condition). (25 points)
D.As is done in the lecture, analyze your training objectives using SMART training goals. Provide your analysis of your objectives, your brainstorming of the connections to future pieces of training (where applicable), and create your training goals. Again, show your work. (25 points)
Your paper should be about 3–5 pages, not including references or a title page. Use APA formatting.
Attached is the SWOT from my last assignment that should be used for this as well.
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HRM 420 D Week 3 Training Objectives and SMART Goals Paper (Ebay) New
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HRM 420 D Week 3 Training Objectives and SMART Goals Paper (Ebay) New
Training Objectives and SMART Goals Paper (Ebay)
Building on your assignment from last week, where you used a SWOT and gap analysis to conduct a needs assessment on a particular company, identify a specific training need from that assessment, and identify a group of employees who need the training. Then, create three specific training objectives for that training, and analyze those objectives by creating SMART training goals. Your paper should include the following sections.
A.Post an introduction that explains the company background (brief), the training need established from last week’s needs assessment, and the group of employees who need the training. (5 points)
B.Based on your readings from this week, identify the specific learning styles that will apply to that particular group of employees. (15 points)
C.Create three specific training objectives for your training. Ensure those are broken down in the three parts identified in our course lecture this week, and in your textbook (outcome, criterion, and condition). (25 points)
D.As is done in the lecture, analyze your training objectives using SMART training goals. Provide your analysis of your objectives, your brainstorming of the connections to future pieces of training (where applicable), and create your training goals. Again, show your work. (25 points)
Your paper should be about 3–5 pages, not including references or a title page. Use APA formatting.
Attached is the SWOT from my last assignment that should be used for this as well.
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HRM 420 D Week 4 Homework 1 Individual Development Plan New
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HRM 420 Week 4 Homework 1 Individual Development Plan New
Worksheet
- Name (Last, First)
- Current position
- Department
- Supervisor
- Plan period (dates)
THREE-YEAR PLAN & GOALS
- DEVELOPMENTAL OBJECTIVES
- PURPOSE
- PRIORITY
- DESCRIPTION OF PLANNED
DEVELOPMENTAL ACTIVITY
(Include COST and DATE for Accomplishment)
- EVIDENCE OF ACCOMPLISHMENT
Explain any hurdles or barriers you see in completing the above and what assistance is requested from the company or supervisor on the same.
Employee Signature and Date
Supervisor Signature and Date
IDP LEGEND
COLUMN 5: PERIOD
COLUMNS 6, 7, and 8: YEARLY DEVELOPMENTAL GOALS
COLUMN 9: DEVELOPMENTAL OBJECTIVES
COLUMN 10: PURPOSE
COLUMN 11: PRIORITY
COLUMN 12: DEVELOPMENTAL ACTIVITIES
Use one of the following to specify the developmental activity you will use to complete your objectives.
COLUMN 13: EVIDENCE OF ACCOMPLISHMENT
Cite specific product(s), outcome(s), or evidence that demonstrates the completion of the planned developmental activities
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HRM 420 D Week 4 Homework Part 2 New
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HRM 420 D Week 4 Homework Part 2 New
- Training return on investment (ROI) is a calculation of economic return on a project.
An organization lost 125 employees last year, at a cost of $5,000.00 each. (Value is derived from cost to rehire and fill opening, as well as lost investment in the employee.) You suggest that a one-time investment in a training program (costing $250,000 up front) will reduce turnover by 50%. Calculate the following numbers using historical figures as your assumptions.
- Cost-benefit analysis presents data as a ratio to determine financial impact on company profitability. The formula is: cost-benefit ratio = value of projected benefits divided by cost.
We have estimated that a training program on sexual harassment will cost $14,000 and result in a savings of $70,000 (the cost of the two settlements we paid last year).
Value of projected benefits = $70,000 Cost = $14,000.00
- Break-even analysis. This is the point in which revenue (or savings) from the program equals the cost of the program-the time the company has “broken even” on the cost of the training.
Formula = Break-even point = cost/savings * time
time is the period of time in which the return is being calculated, if annually, then 12months.
- Why is it important for trainers to be able to estimate the ROI, cost-benefit analysis, and break-even analysis? Give three reasons why calculating this information will assist the training endeavors.
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HRM 420 D Week 5 Homework Assignment Training Analysis (2 Set) New
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HRM 420 D Week 5 Homework Assignment Training Analysis (2 Set) New
HRM 420 Week 5 Homework Assignment Training Analysis
As you read the travscript trainings, take notes on the following things you notice or consider.
Who does the audience seem to be for the training?
What type of learner would best learn from this training?
How much learner control do the learners have in this training? How much should they have?
What is the reason this training is being done through technology and not traditionally? Does this seem to be the best method? If not, what method would you have suggested?
Was a positive online learning experience created?
Were learning objectives for the training provided to the trainees before, during, or after the training? If yes, what were they, and were they met? If not, what did they seem to be, and were they met?
How would you rate the quality of the training? Would you recommend this training? Would you pay to take this training if this is your field?
Instructions
Your paper will analyze two of the trainings and should cover the following concepts. The organization of your paper will be like a report, so please use headings to organize the report. Your boss wants to know if you think these training modules will work for some upcoming training. The training will be for 25 people in your organization, at a cost of $150 per seat, for access for 2 weeks. You will be reporting to your boss as to whether you think your organization should purchase these trainings to use. You will provide a one-page analysis (each) for each of the trainings; and then on your final one to two pages, you will discuss the business case for using these modules (or not using them). This might include the cost-effectiveness of providing these modules as training to your organization, the benefits of using these modules for training, or any downsides and alternatives you recommend to the use of these modules. Based on your best estimate, determine whether you feel the value of the training will be recouped by the organization through a benefit (savings) or whether it will be borne by the organization as a necessary expense. Feel free to supplement your analysis with your own assumed facts. (Be as creative as you want to be.)
Page 1
Explain the background of one of the training videos, the content, the learning objectives that it would meet, the time frame it will take, and the style of learners it will appeal to.
Provide a brief analysis as to the quality of the training tutorial and whether it seems worth $150 per seat, and provide at least one alternative training method that could be done (and at approximately what cost). Use at least one alternative method of training discussed in Chapter 7. Finally discuss the cost of live-styled traditional training—hiring an expert in the field of the tutorial’s topic—or whether you feel you have in-house experts who could do this training just as well. These alternatives can be summarized and explained briefly.
Page 2
Write a similar analysis and write-up of the second training video. Where your thoughts are the same as for the first video, you can briefly summarize by saying, “This training is similar to the first module in the areas of . . .” Then move into what is different. Perhaps there are benefits as a result of the two modules being similar; explain these in your paper as well.
Pages 3 and 4
Propose to either use these videos for your training or some alternative method for training. In your proposal, explain to your boss (using professional-style writing) the reasons for your choice. Include the concepts that are covered in Chapters 7 and 8 as reasons for or against the use of the training tutorials or videos or modules or your alternative method you proposed on pages 1 and 2. Provide your final recommendation in your concluding paragraph.
Title Page and Executive Summary
On the front page of the report, use a title page. On page 2, create a brief executive summary (four to five sentences, tops) that provides to your supervisor the topic of your proposal with your final recommendation. Assume that your supervisor may want to use that document to send up the chain as a training recommendation, so include any specific numbers you feel are important in that document. (Note that APA sixth edition does not provide for executive summaries; instead, it discusses abstracts. APA sixth edition is for scholarly publications and not business writing. Because this is a report to your supervisor, title it as an executive summary to get practice in business writing method.)As you read the travscript trainings, take notes on the following things you notice or consider.
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HRM 420 Week 3 Training Objectives and SMART Goals Paper (HomeDepot Inc) New
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HRM 420 Week 3 Training Objectives and SMART Goals Paper (HomeDepot Inc) New
Training Objectives and SMART Goals Paper
Building on your assignment from last week, where you used a SWOT and gap analysis to conduct a needs assessment on a particular company, identify a specific training need from that assessment, and identify a group of employees who need the training. Then, create three specific training objectives for that training, and analyze those objectives by creating SMART training goals. Your paper should include the following sections.
A.Post an introduction that explains the company background (brief), the training need established from last week’s needs assessment, and the group of employees who need the training. (5 points)
B.Based on your readings from this week, identify the specific learning styles that will apply to that particular group of employees. (15 points)
C.Create three specific training objectives for your training. Ensure those are broken down in the three parts identified in our course lecture this week, and in your textbook (outcome, criterion, and condition). (25 points)
D.As is done in the lecture, analyze your training objectives using SMART training goals. Provide your analysis of your objectives, your brainstorming of the connections to future pieces of training (where applicable), and create your training goals. Again, show your work. (25 points)
Your paper should be about 3–5 pages, not including references or a title page. Use APA formatting.
Attached is the SWOT from my last assignment that should be used for this as well.
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HRM 420 Week D 4 Homework Part 2 New
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HRM 420 Week D 4 Homework Part 2 New
- Training return on investment (ROI) is a calculation of economic return on a project.
An organization lost 125 employees last year, at a cost of $5,000.00 each. (Value is derived from cost to rehire and fill opening, as well as lost investment in the employee.) You suggest that a one-time investment in a training program (costing $250,000 up front) will reduce turnover by 50%. Calculate the following numbers using historical figures as your assumptions.
- Cost-benefit analysis presents data as a ratio to determine financial impact on company profitability. The formula is: cost-benefit ratio = value of projected benefits divided by cost.
We have estimated that a training program on sexual harassment will cost $14,000 and result in a savings of $70,000 (the cost of the two settlements we paid last year).
Value of projected benefits = $70,000 Cost = $14,000.00
- Break-even analysis. This is the point in which revenue (or savings) from the program equals the cost of the program-the time the company has “broken even” on the cost of the training.
Formula = Break-even point = cost/savings * time
time is the period of time in which the return is being calculated, if annually, then 12months.
- Why is it important for trainers to be able to estimate the ROI, cost-benefit analysis, and break-even analysis? Give three reasons why calculating this information will assist the training endeavors.
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HRM D 420 Week 1 Quiz Set 2 New
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HRM 420 Week 1 Quiz Set 2 New
Question 1. Question : (TCO 1) Significant advances in customer service, product quality, and measurement have occurred over the past few decades. As a result, numerous quality initiatives have taken hold in the United States and the world. Training and development has been impacted by these initiatives by creating a need to explain the importance to employees of quality. Which are quality programs regarding which trainers may be asked to provide learning to employees?
Question 3. Question : (TCO 1) There are seven steps in an effective training design process. These include
Student Answer: gap analysis, task analysis, job analysis, SWOT analysis, environmental scanning, and lectures.
needs assessment, employee readiness, learning environment creation, transfer of training, planning for evaluation, selecting training method, and evaluation.
e-learning, lectures, quizzes, exams, assessments, synchronous, and asynchronous.
specific, measurable, attainable, realistic, timely, friendly, and smart.
All of the above
Question 9. Question : (TCOs 1, 8) The example of Mike’s Carwash in the textbook is an example of a company that has
Student Answer: used globalization to improve its overall training practice.
improved its reputation for speedy service to ensure customers return by using training.
linked its business strategy to training.
All of the above
B and C
Question 10. Question : (TCOs 1, 8) Trainers need to understand different needs for companies based on a company’s strategy. According to Noe, the author of the textbook, in a company with large external growth due to acquiring other companies that are different from the parent company, training implications will include
Student Answer: doing a skills assessment of acquired employees from the new company.
job search skills training.
disinvestment.
improving product quality.
All of the above
Question 1.1. (TCO 1) Significant advances in customer service, product quality, and measurement have occurred over the past few decades. As a result, numerous quality initiatives have taken hold in the United States and the world. Training and development has been impacted by these initiatives by creating a need to explain the importance to employees of quality. Which are quality programs regarding which trainers may be asked to provide learning to employees? (Points : 4)
ISO 199500:25500 quality control
Malcolm Baldrige award
Six Sigma
B and C
All of the above
Question 2.2. (TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes intellectual capital? (Points : 4)
The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work
The codified knowledge that exists in a company
The quality of the products which are produced in a company
The value of interpersonal relationships in the company
The value of relationships with persons or other organizations outside the company for accomplishing the goals of the company
Question 3.3. (TCO 1) There are seven steps in an effective training design process. These include (Points : 4)
Question 4.4. (TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes social capital? (Points : 4)
The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work.
The codified knowledge that exists in a company
The quality of the products which are produced in a company
The value of interpersonal relationships in the company
The value of relationships with persons or other organizations outside the company for accomplishing the goals of the company
Question 5.5. (TCO 1) Companies that implement lean thinking in their organization do which thing? (Points : 4)
Avoid training and development because it is too costly
Use efficiencies of scale to ensure cost overruns occur
Do more with less
Explain to customers why the heat is low in the conference rooms (saving money)
Fail
Question 6.6. (TCOs 1, 8) The CEO’s input into training is important for all but the following reason (select the one that is not important to training). (Points : 4)
Creating the vision for the training
Seeking out new employees for vice president positions (who will later have to be trained by the training team)
Reviewing goals and objectives to govern the alignment with the training process
Communicating the importance of training
Teaching and training him- or herself
Question 7.7. (TCOs 1, 8) The term uniqueness, as used by training and development pertaining to certain employees, means (Points : 4)
employees with high value to the company.
employees who will make the company diverse.
employees who have green cards.
employees with rare, specialized knowledge not easily obtained in the market.
B and D
Question 8.8. (TCOs 1, 8) Training and development is (Points : 4)
part of strategic HRM, especially when core competencies are included in training plans.
a function of more than just the HRM team.
sometimes handled by outside vendors and organizations, but typically this is only the training portion and not development.
one of the most important pieces of HRM if an organization is a learning organization.
All of the above
Question 9.9. (TCOs 1, 8) The example of Mike’s Carwash in the textbook is an example of a company that has (Points : 4)
used globalization to improve its overall training practice.
improved its reputation for speedy service to ensure customers return by using training.
linked its business strategy to training.
All of the above
B and C
Question 10.10. (TCOs 1, 8) Trainers need to understand different needs for companies based on a company’s strategy. According to Noe, the author of the textbook, in a company with large external growth due to acquiring other companies that are different from the parent company, training implications will include (Points : 4)
doing a skills assessment of acquired employees from the new company.
job search skills training.
disinvestment.
improving product quality.
All of the above
Question 11.11. (TCOs 1, 8) Provide three roles of managers in today’s business world and what training needs those managers might have with respect to such roles. Based on the needs you have stated, suggest three training areas or topics in which you might offer training to those managers. Cite any sources you use. (Points : 10)
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