Reference no: EM134069 , Length: 1600 words

Be very thorough as well as specific in your answers. I want to see you utilized the textbook and other sources (be sure to cite your sources) and I want you to then provide specific examples to show your knowledge of the subject matter.

Question 1- Explain three essential differences between employee capabilities and company core competencies. Why is it significant for a trainer to understand these differences?

Question 2- Explain the basic steps to conducting a person analysis and how a person analysis is used in a needs assessment. Do a very elementary person analysis on either yourself or on your professor and based on the job you, he or she is currently employed in and your common knowledge.

Question 3- First offer the meaning of the acronym SMART with respect to training goals. Then deliberate these four training objectives. Redraft them as two SMART training goals.

a-> Audit any of the elements inside the organization, looking for obedience to the element that is being audited and demonstrate how to dig for issues

b-> By role-playing, determine how to conduct a surveillance audit, establish your team of auditors and review the element of the standard with your team that will be used prior to the audit

c-> By role playing, determine how to write a concluding report subsequently the audit is finished with input from your team

d-> Understand what the importance of your certificate as an auditor means to the organization as well as its value to the long-term strategic goals of this organization

Question 4- You are a training manager for a mid-sized corporation. You are operational on a training proposal for your HR director when you get a call from the manager of the accounting department. He states that he requires training done for his team, which will help it in learning the newest version of the Peachtree accounting software. He remarks that his boss the CFO told him to put together a proposal for training that included a way to measure transfer of training. He is get flustered and says ‘First of all I don't know what transfer of training is and second how I can measure it?' What will you state him?

Question 5- Describe one similarity and one difference between training and performance management and between training and succession planning. Does training have a part of moreover performance management or succession planning? If therefore give one example each. If not describe why not

Question 6- Choose one subject from this T&D course that is of particular interest to you or one from which you feel you gained the most. Describe the concept why you found this interesting/valuable, how you would apply this in your career going forward