Business Finance Homework Help

Business Finance Homework Help. Week 5 Assignment HRM/326

Avondale Industries’ training and development office met
with upper management to determine what next year’s needs and goals of
the company were. The office then went to work on designing and
developing training that would help the company train its employees to
reach the company’s goals. The team was enthusiastic about its training
courses and sent out an email listing the schedule and topics, but when
the first two training sessions were offered, most managers chose not to
send any of their employees. Which statement best explains what the
trainers should have done that would have helped increase participation?

The trainers should have clearly communicated the purpose of training
and how it ties to the company’s goals and vision. Managers and their
employees would then participate.
The trainers should have indicated to employees that the trainings were
mandatory because development of the course was driven by upper
management.
The trainers should have provided an incentive to participate, either to the supervisors or the employees.
The trainers should have consulted with the supervisors to coordinate the training schedule with the production schedule.

Avondale Industries’ avionics division asked the training
and development office to assist them in implementing training on new
equipment that would be installed in all sites, including the global
sites. An analysis of the work to be done, as well as what the key tasks
are, was provided to the trainers. The next step was to develop a list
of what was needed for employees to successfully complete the work. The
trainers requested that each site select two of their very best
employees to participate in a few focus groups to help the trainers
design the training. What can the employees contribute to help the
trainers design a more effective training program?

Questioning the employees about their knowledge, skills, and abilities
can help the trainers identify what other employees will need to be able
to do to be successful.
Because the employees are on the front line and understand the
processes, they are the ones in the best position to advise the trainers
about the processes.
Because these were the best employees in the division, they could help
the trainers understand the job challenges they faced and how they
overcame these challenges.
a. Involving the employees in designing the training would help the trainers teach the course at their level.

Avondale Industries adopted a new customer relationship
management (CRM) service and first implemented it in its sales and
marketing departments. Upper management is rolling the CRM out to its
other customer-facing departments next (recruiting, customer service,
and business services), and the training and development office has been
asked to arrange the training. Several employees in business services
are highly skeptical of the CRM adoption because they have seen tools
come and go that are supposed to be the latest and greatest in managing
customer relationships to help business grow. The trainers have enlisted
the help of two of the CRM champions, one from sales and one from
marketing, who are passionate about the CRM and are skilled in its use.
They plan on having the employees jump right in and start using the
software to demonstrate how having the right data can create incredible
customer experiences. Why might having the CRM champions help improve
the training experience for the nay-sayers and help them be motivated to
learn?

Having used the software extensively, the CRM champions will be able to
tell which employees catch on more quickly and can focus on helping
those who struggle learning.
The CRM champions will be able to provide immediate feedback to the
employees while they are learning the software and help them understand
what a difference it will make in their jobs.
Because the CRM champions have used the software, they can be good
examples to other employees on how to adjust when faced with change.
The CRM champions are actual users that can best demonstrate how the
software has made their jobs easier and how it helps them achieve their
company goals more easily.

Before providing software training for the engineers at
Avondale Industries’ site in Bengaluru, India, the training and
development office sent out a survey to participants to learn their
career goals. How can this step help improve the training the company
plans to provide for the engineers?

The engineers’ career plans will help guide the trainers’ formulation
of the training goals and help them develop training that has a
problem-centered approach.
The engineers’ career goals will help the trainers know what interests
the employees and plan their training with activities that will be of
more interest to the employees.
Knowing what the engineers’ career goals are will help the trainers
tailor the training and demonstrate how the skills learned can benefit
the engineers as well as the company.
Engaging the engineers prior to the training helps them to feel the company cares about them and their future plans.

The production site of the avionics division of Avondale
Industries in Tucson, AZ, close to the US-Mexican border, relies heavily
on workers who have immigrated from Mexico. Over the years as the
company has added more automation on the production line, the company
has found that many of its frontline workers, who have an excellent work
ethic, lack the basic reading and math skills needed to solve problems
that arise. To address the issue, the company contracted with an online
educational software company to improve the employees’ literacy and
quantitative skills. Employees who successfully pass courses receive
subsequent bumps in salary and promotions. Which of the following
statements best explains why the training has been successful?

The employees are motivated to learn because they can clearly see the benefits for themselves and the company.
Improving oneself is something that all people want to do. Having the
company provide such an opportunity is powerful and impactful to the
employees.
The employees are able to pace themselves through the online learning
platform and learn at the speed that works for them individually.
Because the training has improved employees’ literacy and quantitative
skills on the job, they have been able to use these skills to improve
their family and community contributions.

When designing a diversity training program for its
supervisors and managers, Avondale Industries’ training and development
office was faced with the daunting task of delivering an effective
training on a limited budget to its 24,000 employees at its seven US
sites as well as its four global sites. The purpose of the training was
to increase employee cultural awareness as well as improve employees’
ability to communicate effectively with others in different states and
countries who might have differing views. Which of the following
approaches will best meet the company’s needs to train its employees on
this very important topic?

The best way to design the training program would be for the trainers
to first ask supervisors what they perceive their employees need and
then design the learning objectives around those needs.
By using simulations where the employees can learn from case studies
and role playing, the trainers will be able to coach the employees and
better guide their learning.
Because the training program will be delivered to all employees (who
all have different knowledge, skills, and abilities), the training
program might be best designed using face-to-face interaction where the
trainer can immediately gauge whether the participants are learning.
Because the scope of the project was company-wide and the budget
limited, the training program might be best designed using web-based
instruction that includes a way for employees to demonstrate assurance
of learning.

Avondale Industries just hired a new trainer, a recent
graduate from a prestigious master’s program in human resources. After
two weeks on the job, he was sent to conduct a training session for new
HR employees in Avondale’s two sites in Texas. Feedback from the
training revealed the training was poorly received, and the trainer
especially received negative feedback. The new trainer was highly
recommended by the university (Avondale recruits there regularly), and
so the company does not want to dismiss him because of one failed
attempt. Which option is best for the company to do to help this new
trainer improve and have a successful career?

The training and development office can provide opportunities to sit in
on other training programs to learn from those who are more experienced
and successful.
Because a company invests so much in new hires, the company should be
careful about what is said to the employee in case additional negative
feedback causes him to quit.
Because the trainer had one negative experience does not mean that it
will happen again. The company should have him keep trying until he
learns and does better.
The training and development office can work with the new employee and
his university to identify areas that could be improved in the
curriculum to address these shortcomings.

The trainers at Avondale Industries use the ADDIE (analyze,
design, develop, implement, and evaluate) model of instructional design
to create new training programs. When designing a new training program,
why should they always consider how employees will transfer their
training back to their jobs?

If employees don’t have a clear framework for transferring the new
skills and knowledge they’ve learned back to their jobs, the training
will have been in vain.
The trainers should always consider employees’ work environment and how
much support they will receive from their supervisors and coworkers.
The trainers should always consider the differences between learning styles and how different employees will transfer learning.
The trainers need to carefully analyze what employees’ needs are before
they design the training as well as the climate for learning transfer
in their jobs.

When Avondale Industries acquired the adhesives and
sealants company, they needed to hire a great many new employees for the
production line. In order to provide training for a large number of
frontline employees, the company duplicated part of the production line
so the trainees could receive hands-on training and practice what they
were learning. They were able to practice extensively for two days. Why
was this type of training especially successful when the trainees went
to work on the line?

During the training, the new employees were able to stop and ask
questions so they could better understand the processes being taught.
Providing the opportunity for new employees to practice extensively significantly improved the transfer of learning.
Being able to practice helped the new employees become familiar with the work environment and the pressures of the job.
The new employees were able to better understand the principles behind the specific steps of the training.

Avondale Industries engaged the services of a consultant to
help company executives as they developed the company’s strategy plan
for the next five years. The consultant, an expert in strategy, insisted
that, as part of his assignment, he be allowed to visit the different
departments in company headquarters where he could meet with employees
and question them about job challenges, company culture, and work
climate. The consultant spent two days with frontline employees before
meeting with the executives. Which of the following best explains why it
was important that the consultant familiarize himself with the company
this way?

Familiarizing himself with the company helped the consultant understand
the challenges the company faced and helped him feel more comfortable
about providing guidance and direction.
Having been in the trenches, the consultant was able to express the
feelings and opinions of the frontline workers more effectively to the
executives.
Because the consultant was more familiar with the company, he was able
to target the areas in which he was expert and provide insight and
feedback for improvement in those areas.
Because the executives knew the consultant was familiar with the
company, they felt he better understood their challenges and could more
effectively direct the strategic discussion.

After each training session, the training and development
office at Avondale Industries asks participants to complete a survey.
Feedback from the participants helps the trainers evaluate the
effectiveness of the training, make improvements, and plan for future
courses. The surveys always ask participants’ if they found the training
relevant and engaging. Why are positive trainee reactions important to
the trainers and the company?

Positive feedback makes the trainers feel that the training is
worthwhile and that participants will react the same way when asked to
participate in training again.
Receiving positive feedback is as important to the trainers as it is to
any other employee in the company; everyone wants to feel they have
done a good job.
If employees have a positive experience, they are more likely to be motivated to use what they have learned on the job.
The trainers need to know that the training is well received before assessing other aspects of the training.

The training and development office at Avondale Industries
was asked to determine the return on investment (ROI) for its new
training program for company recruiters. Recruiters were asked to
compare their productivity before the training to after the training
(productivity was calculated by counting the number of recruits they
attracted to the company during a one-month period, both last year,
before the training, and this year, after the training). There was an
increase in new hires, and a dollar value was given to this number. This
number was then divided by the cost of the training. The return on
investment showed an approximate 32 percent increase in recruiting.
Which statement best answers the question of whether the company should
make the training and development office gather this data to determine
if the new training program was effective and why?

Because the recruiters are better situated to answer the question of
whether the training was effective, the company should ask them to make
the assessment.
Linking the recruiters’ success to the effectiveness of the training is
almost impossible to gauge as there are too many factors that could
influence the change.
Because results cannot always be tied to what happens in training,
determining an ROI helps the company more accurately determine if
training is worth the costs associated with it.
Determining if the training was effective could be determined in a much
simpler manner by just asking the recruiters if they felt the training
was helpful and made a difference in their jobs.

Avondale Industries’ training and development office was
trying to assess whether their training for new sales personnel for the
avionics division was effective. The office set up training for three of
the sites, two in the US and one abroad and did not provide training
for the remaining three sites, also two in the US and one abroad. A
pretest was given to all new sales personnel in the training as well as
to those who were not trained. All other job tasks remained the same,
and supervisors were instructed to proceed as normal with onboarding
their employees. After a month of training, the performance of the new
sales personnel in the two groups were compared. Results showed that the
sales personnel that were trained outperformed those not trained by 29
percent. Which statement best explains why this experiment was helpful
for the training and development office?

It was helpful for the training and development office to see that the
results were positive for those who received the training versus those
who did not.
It helped the training and development office by establishing a
testable hypothesis about whether the training would be effective, which
it was.
The experiment allowed the training and development office to determine
if the training was effective by mostly ruling out alternative reasons
for job improvement.
The experiment helped the training and development office by giving them the ability to compare alternatives.

As Avondale Industries grew, the challenge of training more
and more employees in a variety of topics grew. The training and
development office originally provided classroom-style training for
almost all programs, but the expansion of the company to different
states and then different countries made in-person training slow,
cumbersome, and expensive. The training and development office
transitioned several training programs to online instruction,
implementing proven instructional approaches that made the learning
environment much like the actual work environment. The big question they
asked every time they developed an online training program was, “Can
the level of learning via an online platform compare to that achieved in
a classroom setting?” Which statement best answers that question?

Learning via an online platform can work, but the training and
development office needs to understand the learning limitations and plan
accordingly for follow-up training.
Online learning can actually be more effective when trainees have
control over the learning process and when they are able to practice and
receive feedback.
If the online training programs are to work, the training and
development office needs to ensure that all participants have an
adequate level of computer self-efficacy.
If the training and development office wants the level of learning to
compare to that in a classroom setting, then it is best to try to
duplicate that in the online training programs.

With the expansion of Avondale Industries to London, Hong
Kong, Brisbane, and Bengaluru, the need for cross-cultural training grew
as employees moved to work at these sites. The training and development
office developed a pre-departure orientation program for employees and
their families and engaged a country host who provided in-country
training after they arrived. Which statement best explains why is it
necessary, and important, to provide these cross-cultural training
services for employees moving abroad to work?

Employees who receive cross-cultural training have an increased level
of motivation and understanding and are more apt to be satisfied with
their job assignment.
The training is necessary because the company wants the employees (and
families) to be able to take full advantage of the rich cultural
experiences offered during the overseas assignment.
The cross-cultural training will help the employees and their families
more quickly adjust and experience less culture shock in the new
country.
The cross-cultural training is important so employees understand the
need to be culturally sensitive and not do anything that would embarrass
the company or hurt its reputation.

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