西亚斯美⽅课⼈⼒HR课后习题Ch8T17VG
Chapter 8 Group 17
Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, Zhou
Discussion Questions
1. “A well-thought-out orientation program is esntial for all new employees, whether they have experience or not.” Explain why you agree or disagree with statement.
Answer:
I agree with this viewpoint. In my opinion, first of all, the new employees should understand the company’s regulation. As a manager, he or she is responsibility for training new employees. Becau the new employees would suffer from some difficulties as they work and they have no idea and orientation at that time. Besides, the Orientation Program let the new employee will feel like at home with the organization in a short time. Orientation activities such as classroom and on-the-job training can be related to actual workplace activities. The new employees have an opportunity to adjust compa
ny’s environment. In orientation program also the new employee begins to add value, leading to incread confidence. All in all, I agree with the above statement that state "A well thought out orientation program is esntial for all new employees whether they have experience of not". Orientation programs are effective tools for an organization.
2. Explain how you would apply our “motivation points” (pages 293-294) in developing a lecture, say, on orientation and training.
Answer:
Firstly, before the start of the training, I need to review preparation of data, the professional knowledge. Then, I u many good examples for trainees. At the same time, I design PPT to show my information about orientation and training. Of cour, good eye contact is also very important. Most importantly, I need the trainees show their ideas so I can teach them more skills. To sum up, in this lecture, I should encourage trainees to boost their confidence and also tell them u their good abilities on their job.
exhibitionism3. John Santos is an undergraduate business student majoring in accounting. He just failed the first accounting cour, Accounting 101. He is understand-ably upt. How would you u performance a
nalysis to identify what, if any, are John’s training needs.
Answer:
According to this ca, there are three kinds of situations. As far as I’m concerned, the first thing that needs to be determined is if this is a "can't do" or a "won't do" situation. As a first-year student, John has spent more time socializing and not enough time studying. In this situation this would
predict a need for training on studying skills. Moreover, it is also possible that John really does not have the necessary basic skills that he needs in order to be successful in this cour. I think in this situation, remedial training or cours would be appropriate. A third possibility is that John simply does not really have the interest or natural inclinations that would make him successful in the accounting area. This could be determined through some testing and career interest surveys. If this is the ca, in fact, training is not appropriate.
4. What are some typical on-the-job training techniques? What do you think are some of the main drawbacks of relying on informal on-the-job training for breaking new employees into their jobs?
Answer:
a)Some typical on-the-job training techniques: (1) Obrve the superior
插画培训班learning skills. (2) Expert prentations. (3) Job rotation. (4) Special assignments.
b)Drawbacks: (1) new employees lack of understanding company男生秋装搭配
regulation (2 the new employee may get fal information (4) not
every employee will get the same basic information
5. One reason for implementing global training programs is the need to avoid business loss “due to culture infectivity.”What sort of cultural inntivity do you think is referred to, and how might that translate into lost business? What sort of training program would you recommend tologic
avoid such cultural inntivity?
Answer:
a)In my opinions, the cultural inntivity refers to the difference of
languages.
counl
b)It is different to build a good relationship with foreign business. It
will lo major client who mater other language. It produces troubles when two different culture business make a contract.
c)I suggest three training programs to avoid such culture innsitivity.
First of all, the company can u outside minar training program.
The business offers cour for employees. Thus, workers could
understand different culture. Besides, the business should adopt
behavior modeling training program. Trough trainees watch the right way of doing something. Then, trainees copy this ways. After that, trainees feedback his or her performance for their leaders. At last, the business could lect the SHRM learning system training programs.
The HR professional must pass this exam for getting a certification and I advi the company choo face-to-face teaching.
6. Describe the pros and cons of five management development methods. Answer:
a)As for action learning, it promotes teamwork and at last the team
members review their actions plans. However, it wastes time.
b)As for management games, management games are effective. It can
develop leadership skills and foster corporation. Nevertheless, each group must decide many questions, that is to say, the process of
management games is complex.
c)As for university related programs. Generally, it us cas and
lectures to provide trainees new management skills, but it lacks
practical activities.
d)As for behavior modeling of procedures, trainees are encouraged to
apply their by using a ries of new skills. However, it would restrict the unique characteristics of trainees. Or the time, maybe trainees
imitate the others continuously.
e)As for executive coaches, the business retains executive coaches to
foster their top managers’ effectiveness. And top managers can teach subordinates excellent skills and abilities, at the same time top
星期二的英语单词managers will become an attractive leaders. However, the firm spends so much money on training their top managers.
7. Do you think job rotation is a good method to u for developing management trainees? Why or why not?
Answer:
a)I think job rotation is a good method to u for developing
management trainees.
b)Becau enhancing the capacity of employees to continuously learn,
diversity development, mobilizing the enthusiasm of cadres and
英语有声读物下载workers, and increa staff motivation. (1) Improve employee
motivation: Change of the content of reducing personnel fatigue,
incread employee motivation. (2) Enhancing workers ' skills and knowledge expansion and accumulation: Different departments,pulley
different levels of communication and communication is itlf
developed, increa employee satisfaction will be more willing to
rve. (3) Improved staff relationship: Expand the exchanges between employees, all employees of the various process are more familiar with, so that we understand each other, help each other, avoid job
delays. So I think job rotation is a good method to u for developing management trainees.
Continuing Ca
会计学堂官网
Summary:
The article mainly tells people that Carter Company need train their new employees. There are some reasons why they need train employees. At firstly, Jennifer thinks that employee without going training so that they always don’t obey the standards of Carter. Moreover, the employee don’t do their requirement that how to welcome the customer. Besides, some employee don’t follow contain certain steps, procedures, and most importantly standard of Carter. However, Jennifer wants through training employees who need know some other requirements of daily work. Thus,
Jennifer believes that through training employee can make Carter to be better.
1. Specifically, what should the company cover in its new employee orientation program, and how should it convey this information? Answer:
Employee orientation program:
a)Training employee how to welcome customer.
b)Training employee some basic information to function effectively. For
example, make sure employee knows how to deal with customers’
dirty clothes.扇子的拼音
c)Making sure employee can understand well of this company.
d)Making sure employee know about the firm’s culture, va lues, and
ways of doing things.
All of this employee orientation programs can implement them through pre-job training.
2. In the HR management cour Jennifer took, the book suggested using
a jo
b instruction by an employee. Should the Carter Cleaning Centers u a form like should the form look like, say, for a counter person? Answer:
a)If Jennifer wants to make sure that their employees can do well their
job, she should do following steps. First of all, training is vital critical to their employees. As we all know, training means giving new or
current employees the skills they need to perform their jobs. So in the training process, their employees will know what they should finish and how to do well job. Then she should pay attention to aligning
their company’s strategy with training, it will make employees
understand their visions or beliefs. In the end, she should also
motivate their employees to work carefully. Maybe she should give some rewards or prepare a reasonable holiday for their employees, it will create higher motivation and then they can rai their
performance to do their job.
b)If Jennifer do a form to their employees, the formal rules will
protect benefits both the boss and their employees, and it also can
sure employees know how to finish their job and it will protect the boss’ profits. Then in the new policy, their employees can enjoy paid holidays, health benefits, safe work area and so on, the great work conditions will motivate their employees to do well job.
3. Which specific training techniques should Jennifer u to train her presrs, her cleaner-spotters, her managers, and her counter people? Why should the training techniques be ud?
Answer:
According to our book, Jennifer, as an employer, she should make sure their training programs are supporting their firms’strategic goals and their work. Firstly in terms of presr, their main duty is keeping cloth
neat and they also should master professional skills of presr. If this presr do well job and make their customers feel comfortable, it will increa profits and keep their customers stay for their company. Then cleaner-spotters should check any damage or unusual stains so the can get focus from their customers. Thirdly, adds a manager, he or she should play a vital role in their company. Their decision will bring big influence, so they should control professional management skills and arrange their task to their employees, it will increa their company profits. In the end, as counter people, they should master skills how make customers feel at home and comfortable, it will make sure customers keep staying
