Describe the forces affecting the work place and learning. How can training help
ID: 3882840 • Letter: D
Question
Describe the forces affecting the work place and learning. How can training help companies deal with these forces?
Discuss the relationship between formal training and development, informal learning, and knowledge management. How are they related to learning and creating a learning organization?
What steps are included in the training design model? What step do you think is the most important? Why?
What are intangible assets? How do they relate to training and development?
How are companies using training and development to benefit them in today’s economy?
Training Professionals continue to debate whether the ISD model is flawed. Some argue that ISD should be treated as a project management approach rather than a step- by- step recipe for building training programs. Others suggest that ISD is too linear and rigid a process, that it is the primary reason that training is expensive, and that it takes too long to develop. ISD focuses on inputs; management wants outputs. Businesses want results, not the use of a design technology. Do you believe that ISD is a useful process? Why or why not? Are there certain situations when it is a more (or less) effective way to design training?
Which of the training professionals’ roles do you believe is the most difficult to learn? Which is easiest?
How might technology influence the importance of training professionals’ roles? Can technology reduce the importance of any of the roles? Can it result in additional roles?
Describe the training courses that you have taken. How have they helped you? Provide recommendations for improving the courses.
How does training differ between companies that are considered BEST Award winners and those that are not?
What are the implications of generational differences in the workforce? What strategies should companies consider from a training and development perspective to cope with generational differences and use them to benefit the company?
How has new technology improved training and development? What are some of the limitations of using smart phones or notebooks for training?
Explain how training relates to attracting new employees, employee retention, and motivation.
What is the relationship between talent management and employee engagement? What role can training and development practices play in keeping employee engagement high? Explain.
How can training, informal learning, and knowledge management benefit from the use of social collaboration tools like Twitter and Facebook? Identify the social collaboration tool and explain the potential benefits gained by using it.
Explanation / Answer
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Q. Describe the forces affecting the work place and learning. How can training help companies deal with these forces?
Answer :-
The various forces affecting the workplace and learning are:
1.Globalization-it means that business operate globally or internationally . It also means that employees working in the US will come from other countries and that US companies may move job overseas. Training helps prepare employees and their families to understand the culture and norms of the country they are being relocated to and to return to the United States after their assignment.
2 Increased value placed on intangible assets and human capital -
Meaning a ways through which company can gain an advantage over competitors. Training helps a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
3.Focus on link to business strategym-
Plans for achieving broad goals such as profitability, market share, and quality. Training helps design and develop learning activities that will help the company in successfully implementing its strategy and reach business goals.
4.Attracting and retaining talent -
Ability to attract employees with the needed skills and able to retain them by offering an attractive salary, interesting job, etc. Training helps fills in the gaps where an employee might not have much background with a skill and increases employees’ opportunities for advancement.
5.Customer service and quality emphasis -
Understanding what customer desire and anticipating future needs. Training helps support its quality and customer satisfaction goals by offering classroom training, on-the-job training, coaching and mentoring, observation, and assessments. It can also help companies meet the quality challenge by teaching employees statistical process control and other quality-related skills that they can use to build quality into a product.
6. New technology -
Introduction of a new device or application that enhances the use of technology and increases the productivity of company. Training helps keep employees up to date with the latest advances in technology to help with aide their consumers.
7. Economic changes -
Increase in political issues across the globe causes an increase in economic uncertainty and investment decisions in physical and human capital are affected. Training helps when it is needed most by the company.
Q.What steps are included in the training design model? What step do you think is the most important? Why?
Answer:-
The steps that are included in the training design model are foundation, focus, and successful execution. The most important step is the second step, focus. This step consists of the areas of expertise, which are the specific technical and professional skills and knowledge required for success. Without this step you would not be able to progress to be considered successful.
Q. What are intangible assets? How do they relate to training and development?
Answer:-
Intangible assets are those assets which are nonmonetary and can't be touched, but are equally as valuable as financial and physical assets. They relate to training and development by helping a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.
Q.Which of the training professionals’ roles do you believe is the most difficult to learn? Which is easiest?
Answer:-
I think the most difficult training professionals’ role is the executive-level training/human resource manager because of the extent of multiple levels of training that would fall under your responsibility. The easiest would be a classroom instructor because once lessons plans are developed they are easily adaptive to new technology.
Q.
How might technology influence the importance of training professionals’ roles? Can technology reduce the importance of any of the roles? Can it result in additional roles?
Technology influences the importance of training professionals’ roles because technology is changing constantly and quickly therefore it is necessary to keep technology trainers to keep the workforce up to par. Technology can not reduce the importance of any of the roles because even if a technology is developed for training, i.e. Camtasia training videos, you still need the technology expert to create the videos. Depending on the type of technology developed it might result in additional roles.
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