Reference no: EM133195439 , Length: 10 pages

Introduction and Organization Overview

DRA Performance Solutions (DRA PS) was founded in 1992 with the goal to improve human performance using multiple technology avenues.
To improve human performance, DRA PS makes recommendations about how to change work environments to improve employee performance, motivation and morale; and develops courseware for skill improvement.

The Training Solutions Division of DRA PS develops the courseware products. Revenue for past year: $25 million.
Revenue for the Training Solutions Division for the past year: $10 million.

DRA PS total workforce: 650 employees, 260 of whom are employed in the Training Solutions Division.

Case Study Background
The Training Solutions Division (TSD) of DRA PS was recently awarded a $6 million contract to develop a training academy for BTA, a United States government organization with highly educated personnel. The contract is for 36 months. The academy must be up and running in three months and the first classroom course offered at the start of the fourth month.
TSD must develop the following before the first classroom course is offered:

a. A project plan and timeline for the academy's development, including web site design and launch, course development and repeat course cycles.
b. Paper-based training and educational products.
c. Web-based training and educational products.
d. Digitized video training and educational products.
e. Marketing brochures, posters and e-mail announcements.
f. Event logistics plans.
g. Delivery schedules for 15 courses.
h. Training analyses for the first and second courses.
i. Instructional design plans.
j. An instructor's guide, participant manual and PowerPoint presentation with a variety of multimedia components such as graphics, animations and videos for the first course.
k. An examination for the first course.

Project Phases
Project development will occur in two phases:

Phase 1: Create the training academy (3 months). Implement organizational structure.
Develop and launch web site.

Develop and implement branding for the academy. Develop and distribute marketing materials.
Develop the first course.

Deliver the first course.

Begin development of the second course through the analysis phase.

Phase 2: Maintain academy operations, develop and implement remaining courses, and offer repeat sessions (2 years and 9 months). Complete development of the second course.
Deliver the second course.

Implement development schedule for the next 13 courses. Offer repeat courses during last year of the contract.
Continue to manage the academy, maintain the web site and market the courses.

Scenario 1: Increasing Staff to Complete the First Phase
Answer the following:
1. What are some of the positions you may need to recruit? Why?
2. What are the existing recruitment policies and guidelines and what challenges may they cause?
3. How will you meet those challenges?
4. What is your recruitment strategy?

Scenario 2: The Effect of Firing the
Program Manager on Staffing for the Second Phase of the Project

Answer the following:

1. How would you have handled the program manager's performance issues? Was the right decision made to replace her? Why or why not?
2. What options exist to find a new program manager?
3. Discuss the benefits and risks of hiring the lead instructional designer for this role.
4. Discuss the recruitment and retention challenges you face in filling the position quickly.

Scenario 3: The Effect of Losing Staff
Members during a Staff Reduction

1. What are your primary retention issues? What challenges do the existing recruitment and retention policies and guidelines create?
2. What can be done to retain existing employees?
3. How will you motivate the current team?
4. How will you go about replacing the ones who have left (positions that are still needed)?

Scenario 4: The Effect of Additional Workload on Continuing Operations

1. Outline the steps you would take to hire employees for seven new teams.
2. What internal and/or external methods could be used to recruit and staff quality teams?
3. How will you ensure a fair, equitable, and market competitive compensation and reward strategy?
4. Propose two strategies to quickly integrate the new teams into the existing workforce.
5. Discuss two ways you will proactively manage any potential performance issues.

Attachment:- Organization Overview.rar