Reference no: EM133178983

1) On-the-job training can result in employees who are poorly trained, and it should be avoided whenever possible. Also If an employee can perform a job, then he/she should be able to train others to do the job to cut down costs.

2) Think about the last time you attended a course or training program. How effective was the instructor/trainer and what effect did this effectiveness have on your training motivation and learning? What was it about the instructor/trainer that had a positive or negative effect on your motivation and learning? What could the instructor/trainer have done differently to improve your motivation and learning?

3) After the final exam, many students claim to forget most of what they learn in their courses. How could you design a course for students so they will remember and use what they learned in the classroom after the course has ended?

4) Think about the last time you attended a training program. Based on what you know about the program, make a list of the costs in each of the following cost categories: direct costs, indirect costs, development costs, overhead costs, and compensation for participants. In addition, make a list of the potential benefits of the program. What information would you need to determine the monetary value of these benefits? What additional information do you require to calculate the utility of the program?

5) If an organization wants to hire a training professional today, what should it look for? Find several job advertisements for training managers or director positions in your local area. Bring the advertisements to class and summarize the main competencies and responsibilities of the positions. Describe how the jobs match the traditional role of a trainer as well as the more current roles and competencies.