Assignment: Trouble shoot this experience in your own words.
I am a former employee of the Home Depot Company where I work as a Senior Executive Accounting Forensic Auditor. Home Depot has one of the best training programs in the corporate world. The HR management ensures effective training programs. The programs are combined with performance management as a way of enhancing the capabilities of the HR. The company uses the best need analysis to identify the specific training needs. This is all aimed at promoting an innovative workforce. The training methods and results are often reviewed to ensure they meet the Home Depot requirements. Key areas of training The key area of training that I will discuss is the orientation training process. The firm's human resource management used an attention to detail primary method for training program design, the orientation hands-on training, and classroom design. What parts of the training were effective? Why? The orientation training is an effective training development for new hires on how to adhere in a professional manner to employee conduct codes, company policy, standards, rules, guidelines, and protocols as well as safety standards. Orientation training can be used as learning tools such as using the classroom models such as technology. The other effective training model was on the job training (OJT) by skilled employees shadowing the new hires to measure training outcomes on his or her job site assignment (www.businessdictionary.com). On the job training consist of a combination of classroom training hours and hands-on training hours by the training instructor. What parts of the training were not effective? Why? I didn't like the shadowing by the skilled instructor. I felt like he was in my personal space. I am a quick learner and his training was not needed. What should have been included in the training to make it more effective? I think more hours of hands-on training and assessments on effective training performances would have made it more effective.