Reference no: EM133488

QUESTION 1

Explain three essential differences between employee capabilities and company core competencies. Why is it important 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, based on the job you, he or she is currently employed in and your common knowledge

QUESTION 3

First provide the denotation of the acronym SMART with respect to training goals. Then deliberate these four training objectives. Revision them as two SMART training goals

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

b) Through role-playing validate how to conduct a surveillance audit, establish your team of auditors, and evaluation the element of the standard with your team that will be used prior to the audit

c) Complete role playing, determine how to write a concluding report after the audit is finished with input from your team

d) Realize what the significance of your certificate as an auditor means to the organization and its value to the long-term strategic goals of this organization

QUESTION 4

You are the training manager for a midsized corporation. You are functioning 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 supports it in learning the newest version of the Peachtree accounting software. He references that his boss, the CFO articulated him to put together a proposal for training that included a way to measure transfer of training. He is freaked and says, First of all I do not know what transfer of training is and second how I can measure it? What will you advise him?

QUESTION 5

Describe one similarity and one difference between training and performance management and between training and succession planning. Does training have a portion of either performance management or succession planning? If therefore give one example each. If not, explain why not

QUESTION 6

Choose one matter 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 and how you would utilize this in your career going forward