Reference no: EM131335401
Case Study
Video: Training (Wilson Learning)
Instructions: Read the video case in your textbook, titled "Training (Wilson Learning)," then watch the corresponding video in the Unit Study Guide. Answer four of the Discussion Questions on page 251. Be sure to restate each question in your own words before answering in essay format.
Your total assignment response must be at least 400 words in length. You must use at least your textbook to complete this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.
Dessler, G. (2015). Human resource management (14th ed.) [VitalSource version]. Retrieved from https://online.vitalsource.com/#/books/9781323081716
Video Case Video Title: Training (Wilson Learning) Synopsis Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that make training most effective. She explains how training sessions have to be planned carefully with an outcome in mind, and have to consist of more than just lecturing. Good training programs help employees do their jobs, and ideally produce measurable results. Managers can use technology to make training even more effective, giving opportunities for people spread over various locations to attend training sessions.
Discussion Questions
How does Wilson Learning's "know, show, do" approach fit with the training processes that this chapter described?
Explain what specific training tools and processes discussed in this chapter you would use to implement a "know, show, do" training approach.
What do you think of the experimental design Wilson used to assess the call-center training program? How would you suggest the company improve it?
Discuss four types of technology Wilson could use to deliver training, based on the information in this chapter.
What are two reasons that Maxene gives for thinking it is important for different learning styles to be recognized?
How does identifying the intended outcomes of a training shape the training itself?
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