Reference no: EM132275275

Dessler, G. (2017). Human Resource Management, 5th Ed. Pearson Education, New York.

Chapter 8

8- Substantive post- 75-100 words each

Discussion 1

1. Compare pros and cons of developing talent in-house versus soliciting outside talent.

2. Training staff internally can be just of beneficial to staff development, as training with a consultant if the same processes of development are adhered to.

Dessler (2017) provides key steps to follow for conducting a training analysis to assessing the results of training. Staff always deserve quality training regardless of where the training comes from.

In-house training has an advantage in that qualified trainers know the culture and employees better than outside consultants. This is a good thing, and building relationships with staff is important.

Likewise, being too friendly with staff diminishes the quality of training if you allow the relationship to alter your style and focus.

As well, as a training consultant, I always studied companies before I arrived and talked with them before the training began, to understand she staff needs and to build on relationships. I always arrived a day early and was the last one to leave the training room, trying to communicate with as many staff as I could before they left.

Each option has some benefit, and again, it goes back to the overall training strategy per Dessler. Respond?

Dessler, G. (2017). Human Resource Management, 5th ed., Pearson Educational, New York.

Respond?

3. When looking at developing talent in-house, the biggest benefit has to be the fact that the employee has been there for some time and is most likely familiar with the unwritten ins and outs of day to day operations.

Dessler (2017) mentions informal learning, which occurs naturally through performing their normal task. Having an employee that has been with a company for 2/3 years, is experience that would be hard to match. This is not saying that it can't be done, but it would have to be something weighed heavily during the interview process.

The biggest downside to the internal candidate is that the internal candidate is probably going to cost more to train and their compensation package will probably cost more than an external candidate. This fact gives the company an opportunity to cut projected cost.

Another advantage in favor of the external option, is that training may be easier, more effective. An internal candidate may have pre-established traits, which may effect their development, compared to an external candidate may be seen more as a clean slate. Respond?

Discussion 2

1. Assess as an HR leader how you can help ensure training programs are relevant to business needs

2. There are some good practices that can be used when developing training programs to be relevant to business needs. One, you can benchmark against your competition. Compare your company to the competition and identify whether you are doing more or less than the competition and adjust accordingly. Two, you can ask the employees.

It is never a bad idea to get feedback from the employees and some good ideas can be generated from asking whether it be through a survey or face to face. They may also appreciate the fact that you want the feedback. Three, make sure the training matches the goals of your company and also make sure the training matches the culture of the organization. Lastly, measure the results and change expectations if needed.Respond?

3. There are a few way in which a company can ensure that their training is relevant to company needs. In an article written by Lance Vaught, he cites that the training must focus on only the information that the employee is responsible for (2018).

Once that is established, Vaught states that the company must then decide on how the information will be delivered, how to make sure the information is retained, and how to evaluate your training. Other considerations could include speaking with employees to find out what their own experiences are like, what they would like to know more about, or problems they may be facing.

I know from my own experiences I absolutely hated some of the training that occured in a company that I worked for. There was seemingly a huge disconnect in how they wanted us to go about our jobs versus how we felt like we needed to.

They invested in some gimmicky training program which included a video and an accompanying book, which communally we all felt was completely irrelevant due to the constraints management put on us. We all had a laugh about the video, and the book probably made the rounds as a paperweight or was promptly recycled.

References

Vaught, L. (2018). The Fundamentals of Drafting a Training Program. Training, 55(2), 48-49.

Discussion 3

1. Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.

Describe how you will apply that learning in your daily life, including your work life.

Describe what may be unclear to you, and what you would like to learn.

2. In reading through the material for the week, something I pulled from it was the training process that Dessler cited from Intulogy. They list the process as having 5 steps, which include analyzing the training, designing the training program, developing the course, implementing the training, and evaluating the course's effectiveness (Dessler, 2017). This seems like a pretty standard process, which can be applied in training at all levels.

As a teacher, I operate much in the same way. The curriculum is developed based on standards from the state, which are looked over and applied to the course content. After, the lessons are developed, taught, and then evaluated formally and informally with students.

Additionally, we self reflect on what worked and what did not work, and develop/implement adjustments for the next time. I think out of the process, the most important is the last part, as there would be no improvement made the next time. I have been considering a lateral move of sorts, by entering back into the corporate environment, and training may be in my future given the experience I have already.

References

Dessler, G. (2017). Human Resource Management, 5th ed. Pearson Education, New York.