Tag: Employee training

Employee training

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Fred’s comment to Eric could easily be frustration on his part but also considered a threat to sabotage Eric’s efforts to select qualified engineers to take the assignment to Mexico. What would you do, and why?
Fred has been a valuable employee, excelling in his international assignment, but he now is experiencing possible burnout and frustration over the extension of the assignment beyond the original agreements. A major reason for the delay is that he did not effectively get the job done because of lengthy delays stemming from his hesitation to hand things over to host country engineers. He was also ineffective in adapting to host country officials and regulations. How would you address this with Fred?
Eric recognizes that Juanita Roberto, vice president of HR, is pushing for budget reductions and is advocating a do-more-with-less philosophy in the expatriate program. This includes changing pre-departure training for employees and family members. Eric’s current plan is effective, but he recognizes that a serious deficiency is the language training; it will require an increase rather than a decrease in spending. The language training is vital to success. How should Eric convince Juanita of the importance of investing in better language training for expatriates?
What would be your plan of action to address each of the above issues?

Employee Training

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Scenario: You have recently rolled out a new approach to employee onboarding and the initial training for cashiers at a retail grocery chain. The new program is an e-learning program in which new hires spend the first week going through automated materials. Your brand has an excellent reputation, and you are tracking a number of outcomes from the training. Overall your goal is to see if the new training is at least as effective as the old methods. The new e-learning has a larger up front cost, but would be more cost effective on a per-trainee basis. Despite the potential for cost savings, the organizational stakeholders are also cautious about implementing new systems if they lead to worse customer outcomes (e.g., scan times), or worse employee outcomes (e.g., job attitudes). Follow the steps below to evaluate the efficacy of the training program. For additional information about each variable, see the variable labels sheet.
Section 1: Prior to formally analyzing your data, you need to get all of the data onto a single shee. Then you will want to visualize various aspects of the training data so you can get some initial insight into what is happening with the two training programs.
Instructions Responses/Completion Status
1. Using Vlookup or Xlookup, take the training outcomes data from the “training outcomes” sheet, and move it over to the “activity data sheet”.
2. Which training evaluation outcome category would each of the 4 training outcomes fit into?
3. Once completed, create a pivot table for the entire dataset.
4. Using the pivot table, create a data visualization for Pre and Post training inclusiveness seperated by the training condition. Be sure to label the data visualization appropriately, and paste the graph on a new sheet labeled “graphs”.
5. Using the pivot table, create a data visualization comparing the two training groups on the other 3 training outcomes (usefulness rating, process knowledge, & scans/minute). Note, you can make 3 separate visualizations or fewer visualizations, with multiple outcomes on each graph.
6. Based on these data visualizations, you just created, provide a brief (e.g. 4-6 sentence) overview of what you see hapenning with the two training programs.