Discuss the below:
1.) Complete instructional objectives contain three elements (1) a statement of desired performance, (2) an indication of any important conditions under which the desired performance is to occur, and (3) a criterion of acceptable performance that is suitable, if possible, for measurement. They make take one or more of the following forms:
• Knowledge objectives refer to the material participants are expected to know when the program is over.
• Attitudinal objectives state the beliefs and convictions that participants are expected to hold as a result of the program.
• Skill objectives describe the kinds of behaviors participants should be able to demonstrate under learning conditions.
• Job behavior objectives indicate the desired responses of participants once they are back on the job.
• Organizational results objectives state changes in profitability, sales, service, efficiency, costs, employee turnover, and the like that should result from the program.
Additional thoughts?
2.) The tendency is to assume that an employee needs are identified, the next step would be to develop appropriate training programs. However, since needs typically exceed available resources, it is usually necessary to formulate a strategy for meeting as many of them as possible with additional staff, facilities, and funds. On the job training in many cases is a very cost effective strategy. Yet there is some impact to productivity based on learning curve.
Additional thoughts?
3.) What do you think about an HR person occasionally being a member of a team that is organized? This would give first hand observations as to whether the managers are applying the learning received in training. Do you think this would help or hurt the team?
4.) Do you think that if more companies start to seek externally more than promoting within will lead to a higher turnover rate?