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HRMT312 Employee Training And Development
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HRMT312 Employee Training And Development
0 Download19 Pages / 4,520 Words
Course Code: HRMT312
University: Centennial College
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Country: Canada
Question:
Scenario I:
You are the newly appointed director of training and development for a mid-sized construction company operating in five states in the northeastern United States. Although you have been on the job for only a short time, a project requires your immediate attention.
One service provided by your company is residential roofing installation, repair, and replacement. Each job is performed by a crew consisting of an on-site supervisor (see the document “Exhibit 1: Position Description for Roofing Supervisor” attached) and semi-skilled and unskilled laborers, many of whom are college students working summer jobs and seasonal workers with limited English speaking skills. Although construction work is inherently dangerous, your company has experienced three serious on-the-job accidents one fatal on roofing jobs in the past month. An accident report from an Occupational Safety and Health Administration (OSHA) inspector identified numerous safety violations that could have contributed to the accidents (see the document “Exhibit 2: Injury and Illness Incident Report” attached).
Senior management has directed you to plan and implement a mandatory training program on workplace safety for all roofing supervisors. While you control the training program’s design and implementation, management has stipulated that the training should be comprehensive and each supervisor receive 30 hours of training. Because roofing work is performed only in warm weather and supervisors receive an attractive monthly bonus based on the number of roofing jobs completed to a client’s satisfaction, you suspect that some supervisors may resist attending the training session.
Requirements I:
Write a paper (suggested length of 8−12 pages) in which you do the following:IA. Conduct a needs assessment for the roofing supervisor safety training program by doing the following:1. Justify the use of a needs assessment in the safety training program,a. Include three advantages of conducting a needs assessment prior to designing the training program.2. Discuss three reasons why companies may decide not to perform a needs assessment.3. Identify three stakeholder groups that should be involved in the needs assessment.a. Explain why each stakeholder group should be involved in the needs assessment.b. Describe the method used to gather information from each stakeholder group.i. Identify one advantage of each method selected to gather information from the stakeholder groups. ii. Identify one disadvantage of each method selected to gather information from the stakeholder groups.4. Analyze four safety skills gaps/training needs of roofing supervisors by comparing the document “Exhibit 2: Injury and Illness Incident Report” attached and the document “Exhibit 1: Position Description for Roofing Supervisor” attached.a. Identify four safety-related learning objectives to incorporate in the training program based on your needs assessment.i. Identify one safety-related learning or behavioral change that should result from each learning objective identified in part A4a. b. Identify one non-safety-related skills gap for roofing supervisors.i. Explain how this non-safety-related skills gap may have contributed to the accidents.5. Describe two strategies that may improve training transfer at each of the following stages of the training process:a. before training takes placeb. during the training programc. after training takes place IB. Develop a comprehensive training plan for the roofing supervisor’s safety training program by doing the following:1. Identify two effective delivery methods for the safety training program.a. Justify your choice of delivery methods.b. Identify sites or facilities where the training should take place, based on your chosen delivery methods.2. Recommend using either internally designed or externally designed training programs for this project.a. Justify your recommendation of design type.3. Determine who should facilitate the safety training to the roofing supervisors.a. Justify your choice of facilitator(s).4. Describe a process for pilot-testing the safety training program before delivery to all roofing supervisors.5. Recommend two effective strategies for motivating roofing supervisors to effectively participate in the safety training program. IC. Describe effective strategies for training program evaluation by doing the following:1. Explain the importance of evaluating training programs using all four levels of evaluation (i.e., reaction, learning, behavior, results).2. Describe one tool or method for evaluating post-training changes in supervisors’ learning or behavior for each learning objective identified in part A4a. Note: A total of four tools or methods, at minimum, must be described. a. Describe two specific, concrete examples of what behaviors must be demonstrated by the roofing supervisors to indicate that change has or has not occurred. ID. When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes:• Author• Date• Title• Location of information (e.g., publisher, journal, or website URL)
Note: For definitions of terms commonly used in the rubric, see the Rubric Terms web link included in the Evaluation Procedures section.
Scenario II:
You are the newly appointed director of training and development for a mid-sized construction company operating in five states in the northeastern United States. Your company plans to expand operations in the future, a move which will increase the need for new supervisors and middle managers. Internal staffing, or promotion from within the company’s existing workforce, is the preferred method of filling managerial and supervisory positions. However, because performance management of first-line supervisors and high-performing construction employees has always been informal, sporadic, and non-standardized, the company does not currently possess formal, legally defensible evidence indicating which employees are good candidates for promotion. The current reward system for supervisors gives performance-based bonuses only on the number of roofing jobs completed to the client’s satisfaction. You have been directed to develop an improved performance management process for construction supervisors and laborers using your knowledge of best practices in performance management.
Requirements II:
Write a paper in which you do the following: IIA. Describe best practices for setting employee expectations.1. Explain which performance outcomes (i.e., goals or standards) should be used for construction supervisors and laborers.2. Identify three characteristics of employee performance expectations that conform to best practices. IIB. Recommend best practices for performance management of roofing supervisors by doing the following:1. Describe one best practice/benefit for each of the following elements of performance evaluation:a. observationb. coachingc. feedback2. Explain one specific policy that employs the best practice described in parts B1a−c for each of the following elements of performance evaluation:a. observationb. coachingc. feedback IIC. Describe best practices for formal, legally defensible performance reviews by doing the following:1. Identify four problems or biases that can produce errors in performance observation and evaluation.a. Recommend one specific strategy used to manage each of the problems or biases identified in part C1.2. Describe five characteristics of a legally defensible performance appraisal system.3. Recommend one party that should contribute information to the performance appraisals of supervisors and laborers, based on your understanding of legally defensible performance appraisals.4. Recommend three strategies for conducting an effective performance review session. IID. Discuss strategies for using rewards/incentives to encourage positive employee performance by doing the following:1. Explain how the current reward system for supervisors could undermine the planning and implementation of a formal performance management system.2. Identify two modifications to the current reward system that could motivate supervisors and managers to effectively observe, document, and evaluate employee performance in a formal performance management system.
Answer:
Introduction
In the construction company, safety management training is very important. With the help of training, the employees gain information about various activities of roofing supervisions and the problems which are faced by them. The present report is based on Bancroft Construction Company which is an USA based company. The company conducts safety training program for improving the skills and knowledge of the construction firms. Along with this, it has also highlighted on the reward system of the business organization.
Scenario 1
IA) Needs Assessment For The Roofing Supervisor
Use of need assessment in training program
The ultimate goal of the need assessment is to determine the current and future desired performance. The differences or the gap between the two is the learning that must occur on the basis of good training design (Demirkesen and Arditi, 2015). In the safety training program, through the need assessment, the Bancroft construction can find the required skills which are essential to maintain safety at the workplace.
Advantages of need assessment:
Through the need assessment, the Bancroft construction can construct sound training and add value to the training process
Need assessment analysis helps the Bancroft construction to understand the actual performances of employees and it helps to develop a standard to achieve targets,
The need assessment helps to measure the gap in employees and smooth the progress of the learning and development of new skills and knowledge to mitigate current performance gaps (Sacks, Perlman and Barak, 2013). In addition, it helps to deal with future learning needs and development.
2) Reason not to perform need assessment
There are several reasons when the company may not conduct the need assessment. The aim of the need assessment is to fill the gap in between current and future training needs. Following are the reasons because of which a company does not adopt need assessment:
The Bancroft construction may fail to analyze when they want to develop the performance of the employees (Evanoff, 2013). The need assessment only identifies those skills which are required but in order to improve the overall performance the company needs to use other elements.
The company may also refuse the need assessment when they already know what objectives need to be included in the training assessment.
3) Stakeholders group involved in need assessment
3a) Following are the three stakeholder group involved in need assessment
Employees
Owners
Supervisors
The entire above stakeholder’s group should be involved in the needs assessment. The reason to be involved in the need assessment of the employees so that they can identify the actual skills, which the employee are lacking and what are the future needs of the company. In addition, with these, they are also share about the skills gap. Involvements of owners are important in need assessment so that the owners can deliver their expectations from the employee training (Dawood, Miller, Patacas and Kassem, 2014). By involving owner, in need assessment, the company can provide the standard skills which can raise profits of the Bancroft construction. The Reason for Involvement of supervisors in need assessment is that all the activities of employees are supervised by them. It actually provides brief information to skills gaps which need to be involved in training.
3b) Methods involved for gathering information from stakeholders group
Employees- For conducting the information from the employees the company can use focus groups.
Owners- In order to conduct information analysis, the owner-trainer can use questionnaire which has different types of questions about the training and needs assessment.
Supervisors – The method for collecting information from the supervisor is by taking interviews based on the series of questions.
3b) Method used to gather Information from Each Stakeholder Group
Advantages of information methods
Focus group- In order to collect information from employees, the company should set a small group of people by which they can ask a question to employees regarding need assessment (Roy and Jacob, 2015). The advantage of using this method is that the group members influence each other by responding to ideas and comments.
Questionnaire- Through this method, the business can evaluate employee’s ideas and belief. It is time-efficient and cost-effective method which can be used by the company in order to research or collect information.
Interviews- Through the interviews, employees can collect all information about a single topic in a frequent way and through this; they can also generate ideas or feedback about need assessment.
ii) Disadvantages of Information Methods
Focus group- The main disadvantage of the focus group is that the employees are not involved in the discussion with group members, so natural observations can be made (Del Puerto, Clevenger and Glick, 2015). For collecting information, employee’s active participation required.
Questionnaire- With the help of this method, the company can collect only limited information from the owners.
Interviews- For gathering information from the interview, business receive only limited time. The supervisors of the company are involved in different activities so, maybe there is lack of time.
4) Four safety skills gaps/training needs of Roofing Supervisors
Following are the four skills gaps which can be associated with roofing supervisors.
Manual Dexterity
Organize roofing material
Read and interpret drawings
Time management
4a) Safety-related Learning Objectives and Behavioral Changes
Develop knowledge about the labor safety at a construction site and gain learning about the carpentry, pouring cement, installing drywall, and the installation of specific types of equipment through the training.
In the construction of other business, it is required that budgeting, planning, recording, and marketing are conducted (Teizer, Cheng and Fang, 2013). Through the training need assessment, the employees can become familiar with word-processing, spreadsheet and publishing software.
All the construction workers need to develop a deep knowledge of the design and planning so they can effectively overcome with all types of risks. With the help of the training, the employees can learn about all types of safety equipment.
The construction workers should be smart and be able to handle work according to situations. So, the learning objectives of training need assessment and the training program should be designed accordingly. The behavioral change is that workers receive complete information about the correct lifting posture, and careful attention to safety.
4b) Non-Safety Skills
The non-safety skill for the roofing supervisor is lack of communication skills. Due to the lack of communication, accidents can occur. The communication must be completed between sender and receivers with the correct meaning (Kaskutas, Dale, Lipscomb and Evanoff, 2013). If the communication is not effective between two parties then misconduct may occur.
5) Two Strategies that may Improve Training Transfer at Each Stage
Before training takes place
Carry out the thorough training needs analysis
Align learning outcomes with business goals and on-job tasks
During the training program
Draw upon the learner’s prior knowledge to create associations
Use instructional strategies that establish relevance
After training takes place
Associated training with social learning
Arrange post-training follow-up sessions.
IB) Comprehensive Training Plan
Effective delivery methods for safety training methods
Lecture method
Discussion methods
a) Reason for selection of safety training methods
Lecture method
The reasons for selecting the lecture method are that they provide a general understanding of the topic. It is based on one-way communication method through which the trainers can provide complete information about the material (Zhang, Boukamp and Teizer, 2015). The lectures are logically sequenced so the trainees can follow each topic. During the lecture, trainees can listen, observe and take notes. With the help of this delivery methods, training can be provided to a large number of employees at the same time.
Discussion Methods
The discussion is a two-way communication in between the lecture and the trainers to increase learning opportunities. The method includes short lectures to provide the basic information about the trained. This is followed by a discussion among the trainers and between the trainees in order to support safety training methods (Choudhry, 2014). These methods allow verbal and non-verbal feedback from trainers and help the trainee to receive desired learning methods. Discussions take place during the training which enhances employee’s performances.
b) Recommendations
The best place to facilitate training methods is at Bancroft construction campus. Lecture method and discussion method can be given during the on the job training under the supervision of managers and executives.
2) Type of Training Designed
In order to provide the safety training, there are mainly two type of training methods i.e internal and external methods (Guo, Li, and Li, 2013). The best method to provide training employees is an externally designed method.
All the works of the construction company are taking place outside of the company. So for the workers, it is important to gain knowledge at the real construction sites through which employees can gain information about the company’s affairs.
In the external business training, the company can give knowledge to employees about the use of equipment and tools which are majorly used at the construction site. Through this method, employees can gain all essential skills such as time management, presentation skills, and physical skills.
3) Person facilitate the safety training
The safety training required to fulfill the specific qualifications of workers in the safety training. As according to the OSHA’s training standards, the training must be effective and its goal should provide high level of education to workers. In the construction company, the training must be provided by the safety manager (Park and Kim, 2013). The manager is known for each activity which is related to the safety of construction site. Through the safety managers, employees receive all required information and also they can learn to handle construction operations related to the roofing.
4) Process of Pilot Testing in Safety Training Method
A pilot test is a test in which the Bancroft construction takes training program for a trial run. It is the first phase training program, through which the company can evaluate the performance of employees at the first time. It is designed to evaluate whether the training program will work or not. Following are the process of pilot test:
Conduct the Physical Classroom
For the classroom training, it is important to have audiovisual and computer equipment. The set of the classroom according to the standard setups and easily accommodate the number of learners for the pilot (Teoh, 2016)). The virtual classroom should include all technical capabilities so the training program can easily be displayed to the learners.
Select 8-15 learners for participate
In order to make the training program effective, it is advisable that pilot test should include 8-15 learners in their training program so the delivery of program can be effective. Along with it, Bancroft construction can also appoint the instructor, who helps in evaluating the effective need of training.
Send a Reminder to Learners
Before starting the pilot program, it is essential for the company to send a reminder to learners via email. So they must be aware of schedule.
Prepare the materials
In the physical classroom training, the Bancroft construction’s trainer can provide materials by including copies of slides and distribute the materials when training program starts. For the virtual classroom pilot program, the organization need to make sure that before starting classes learning materials should be to learners.
Create Awareness to Participate in the Test
Before starting the training, awareness should be created for the learners so that the employees can be motivated to participate in the training. So, they must become aware of the instruction and if there is any problem related to the learning material they can also be informed.
Collect Appropriate Feedback in Training Intervals
During the training period, the individuals can be asked to provide feedback at appropriate intervals (Wang, Li and Tam, 2014). The instructor can select any interval for receiving the feedback from employees about the materials and can obtain clear knowledge about the instructors.
Collect a Debrief
At the end of the pilot test, the organization should conduct a debriefing program that considers the entire training program. The provider can ask about the effectiveness of training and parts of the program which need to be revised. Pilots can also provide suggestion so that the service providers can ask changes in techniques.
Assess the Results
In this step, learner’s performance needs to assess on test and activities so that it can be made sure that the questions and activities really address the objectives (Wang, Li and Tam, 2015) The learners should understand the instructions questions and that learner have really been taught the material so they have an opportunity to perform successfully at the assessments
Reviews of notes
After completing the pilot, the organization should review notes. By making categories in the program, the service provider can make priorities as a guide, revise the training program and also address issues before completing the program.
5) Two Strategies for Motivating Employees to Participate in Training
There are different ways in which the Bancroft construction can motivate the employees to participate in the training program. Some of them are given below:
Career Advancement
It is possible that workers may be frustrated with the company’s job or position because there is no career advancement available for employees. If the company provide training to them, then they feel progressive and will attain a chance for promotion of self-improvement (Choudhry, 2014). The training always shows the employees about the work and provides career goals to them.
Rewards
In order to motivate employees, company can also provide rewards. Through the cash prize, the business can increase the involvement of workers in training. At the same time, the company can also provide information regarding how training course can positively impact on future career goals.
IC) Effective Strategies For Training Program Evaluation
After proving the training to employees it is essential to evaluate the training program. There are mainly four stages which are involved in training program evaluation.
Reaction
It refers to the degree to which the participants find the training methods useful and relevant. The first phase for evaluating the training methods is to ask about the learner’s reaction and their experiences related to the training. It can elaborate on ways, training can become useful for them.
Learning
It means to evaluate the skills, knowledge, attitude, and confidence of participates based on the training (Demirkesen and Arditi, 2015). The intended use of training is to improve the knowledge and skills of participates and their learning. So for a company, it is essential for evaluating, the ways in which the employees improved their learning.
Behavior
It refers to observing the behavior of the employees at the workplace when they are back from the training. After receiving the training, employee’s performance and behavior are evaluated by the business firm If the behavior is positive then training can be referred as successful and if not then further changes are required in future training.
Results
The last stage related to the training methods is evaluating results of employees. It means to evaluate the degree of outcome from training. All the training which is provided by the company is intended to develop a certain type of skills for improving their future needs. So, the outcome of training should be according to future needs.
2) Method for Evaluating Post-Training Changes
There are different types of the behavior changes which take place in the Bancroft construction while evaluating the post-training charges. After receiving training employee behavior can be changed. There are many types of methods for measuring the post-training behavior changes such as knowledge acquisition, measuring the employees’ level of confidence and return on the investment.
The best method for determining the changes is measuring satisfaction and participant reaction. The most basic method for evaluating the post-training changes is to check the satisfaction of level of employees. The company can use the electronic survey to measure the satisfaction reaction after the training which helps the company to evaluate the changes occurred after receiving training.
Scenario 2
IiA ) Best Practices For Setting Employees Expectations
Following are the best practices for setting the employee’s expectations
Advancement in career goals
Providing financial rewards
Providing feedback
Involving in decision-making process
1) Performances outcomes used for construction supervisors
After receiving the training, it is important to evaluate the performance outcome of the employees. In order to measure the presentations outcomes, employees of construction and labor should make comparison with standard expectation and the actual outcome. The aim of the safety training is to increase knowledge of employees regarding the accidents which appear on the construction site (Evanoff, 2013). By making the evaluations of performance outcome with the standard outcome, the company can actually evaluate the effectiveness and employees expectation. Under this method, the company can set the standard for employee’s performances and after conducting the task, they shouuld evaluate the actual performances given by the employees. Through this method, company can easily determine the level of outcome from employees.
2) Characteristics of Employee Performance Expectations
Following are the characteristics which can be obtained from performances expectations:
Through the employee’s performer’s expectations, creativity of employees can also be increased. (Dawood, Miller, Patacas and Kassem, 2014). The employees, in order to achieve the business goals and rewards, increase their creative and innovative thinking and provide better work to employees.
By setting the performance outcome, the company can increase the current skills and performance of employees. The practices set by the company help the employees to measure their own level of enactments.
The third characteristic of employee’s performance expectation is to establish healthy competition in the business environment. The employees of the company feel free to ask their questions and also they try to provide better work.
Iib) Recommend Best Practices For Performance Management
In order to increase the performance of employees and management, different types of the practices can be implemented within business environments (Teizer, Cheng and Fang, 2013). Through such practices, the business can evaluate and determine the presence of workers. It is one of the best practices for increasing employee’s performances is observation.
The observation is that technique in which employer make an observation of employees. Through the observation, the employer can understand the actual changes which occurred in the employees through the training. The observation provides deep knowledge regarding determination of employees and their views. The manager can monitor the employee’s daily activities with the workplace, during the meetings and another area so they get a fair idea how effectively and efficiently performance of employees can increase and the way in which it is giving benefits to the company.
2b) Best practices for Improving Employees Performances
Observation – The best policy which can be adopted by the company for providing observing employees is to make research policy (Kaskutas, Dale, Lipscomb and Evanoff, 2013). Through the research policy the individual need to make a research on employees for observation.
Coaching –The best policy for coaching the employees is to provide coaching with lecture methods. Through the lecture method, employees can improve their coaching technique and it helps them for improving the skills and attitude.
Feedback – The Company can adopt the policy to provide feedback to employees by constructive criticism. Through the constructive criticism, managers of the company can improve performance and also help them in achieving future goals.
IiC) Describe Best Practices For Formal, Legally Defensible Performance Reviews
Four problems in the observation and evaluation techniques
Following are the four problems which can become error in observation and evaluation techniques
Through the observation and evaluation, only performances of the employees can be improved, not their attitude (Choudhary, 2014).
Instruments and tools are very costly under the observation and evaluation of techniques.
Past problems cannot be studyied through the observation
It is time-consuming process. Thus, management required time for managing their activities.
Strategies for Managing Problems in Observation and Evaluation Techniques
In order to evaluate the attitude of employees, a business can provide real-time situation or conduct an aptitude test
There are other instruments which are also available through to provide observation.
To study the past problems, the company can create its own data management
The time can be effectively used by setting criteria for employees.
Five characteristics of a Legally Defensible Performance Appraisal System
There are mainly five characteristics of a legally defensible performance appraisal system:
Providing the job descriptions of each employees working in the Bancroft construction and provide standards job profile to the employees.
Helps in creating value process on the basis of the job description and using rating system the pre-established standards (Teoh, 2016).
Another characteristic is that it provides objectivity on the base of the evaluation period and also provides specific behavior.
The system should be able to provide the regular feedback to employees and also address their problems which occur during the performers.
The system should consistently provide a rating on each process and task which is completed by employees.
3) Party which Contribute in Information
The party which makes a contribution in informing the supervisor about the skills and caliber of labor and employees are the person who supervises the legally defensible performance appraisal system. The skilled employee should understand each aspect and the technical knowledge of the system. Through that person, the company can report the performance appraisal of workers (Wang, Li and Tam, 2014). It is also essential because through that person the Bancroft construction receives the fair report on the employee’s performance and provides a brief review to improve deficiencies.
4) Three strategies for conducting performances review
The first strategy is to establish the purpose of the meetings. The meeting for the employees should not be based on surprise. It should be well known to everyone in the workplace. Along with this, the company should also need to describe the purpose and agenda for the meetings.
Another strategy is to discuss the challenges and successes of the employees. In the review meetings, the managers need to discuss with the employees regarding positive and negative feedback. In the review, the managers should conduct each performance if each factor and provide constructive criticism to employees.
The last strategy is that the employees should agree upon the specific actions that taken by the employees. Both managers and employees need to leave the meeting with items on their to do list.
IiD) Strategies For Using Rewards/Incentives To Encourage Positive Employee Performance
Deficiencies in Current Reward System
The current reward system of the company is based on providing the bonus system. So, the companies need to make an effective evaluation system for improving this. There are different types of problems which Bancroft construction can face in the current bonus system.
The current reward system is based on fulfilling the short-term objectives of the company only. It does not precisely measure the actual performance of workers.
In the current reward system, the employees can rush the performances and creativity of workers. Due to the variable bonus system, the company cannot determine actual financial incentives and the unable to review the actual performance of workers.
Modifications in the current reward system
By identifying the current reward system the Bancroft construction can remove the problems from the current reward system.
The first strategy which can be adopted by the company is to link reward system with performances (Wang, Li and Tam, 2014). At present, the company reward system is based only on proving the services on the basis of work. The reward should be linked with positive performances of the company.
Rewards should be based on objective performance data. Through the rewards performance data, the company can provide all fair data to employees. With the help of this performance data individual’s enactment also get improved.
3) Strategies through which Workers to accept Constructive Criticism
In order for the employees to accept the constructive criticism, following are the strategies.
The first strategy to include is to provide constructive criticism in which the employees can ask to specific issues from them (Teizer, Cheng and Fang, 2013).
By asking about the specific needs and listening to the actual problems, the company can try to develop a habit to accept the criticism.
The second strategy is to provide a mentor to employees. By receiving the mentorship, the employees can overcome their problems and easily accept criticisms.
Conclusion
Summing up the present report, it can be concluded that for the Bancroft construction to successfully manage their safety training program. Through the safety program, the employees of the company get aware about the safety equipment at the workplace and overcome with future problems. In the above report, the business is developing different types of the training program so the employees can enhances their present skills. In addition, for improving the performances of employees company is also providing the bonus based reward system.
References
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