1. Review the Domtar case and answer the following questions:
a. In the implementation of Kaizen, what groups of employees are likely to need training? How should the trainees be organized? Think of this issue from a training design perspective as well as a training content perspective.
b. For the type of training envisioned, what are the learning objectives? Write these objectives in complete form.
c. For each group of employees that will need training, what are the organizational constraints that need to addressed in the design of the training? What design features should be used to address these constraints? Be sure to address both the learning and transfer of training issues.
2. Review the Multi State Health Corporation case and answer the following questions.
- In the implementation of the HRPS, what groups of employees are likely to need training? Think of this from a training design perspective as well as a training content perspective.
- For the type of training you envision for each group what are the learning objectives? Write these in complete form.
- For each group of employees that will need training, what are the organizational constraints you will need to address in the design of your training? What design features will you use to address these constraints? Be sure to address both the learning and transfer of training objectives.
Issues for Analysis: There are many areas in which training will be required and we list only some of them. Clearly the organization must focus on cost reduction. Thus, employees at all levels should be provided with training in whatever cost reduction system(s) MHC adopts. The acquisition of the new subsidiaries and how they interact with the hospitals will require training for upper management. Many of the presidents of the hospitals were shown to be deficient in KSAs needed to implement the new strategy. Managers at every level will need training in the new HRIS and succession planning. Because of all the changes in MHC training, focusing on managing change will be important.
This type of training would require spaced practice and part learning. A training program such as this would require the support of superiors, peers, trainers, corporate culture, and rewards. Depending on which groups the student identifies, you will want to see if they have ordered the training so that, where possible, the training needed first is provided first. For example, hospital presidents and upper management will need training in the cost savings systems before those lower in the organization are trained.
It is not possible to list all learning objectives that might be developed by the students. The criteria that should be applied to the objectives are as follows.
- Focus objectives on the outcomes to be achieved
- Describe the behavior that will reflect the achievement of the outcome
- Describe the conditions under which the behavior will occur
- Identify the standards that will identify success
In the case analysis of chapter two it was stated that KSAs and resistance to change might be the two biggest hurdles to overcome in the MHC case. Therefore the training program must focus on the readiness of trainees' to learn. Trainees must be motivated to come to training and supervisors and trainers must instill positive expectations about successfully acquiring the KSAs and transferring them to the job. Budgets will be a constraint given the financial condition of MHC. Students should also state explicit actions they will take prior to training, during training, and after training to address the transfer issues.