Reference no: EM133518901

Question 1: Simulations and scenarios are a growing component of some employers' assessment and selection process. Some may argue that these tactics provide a much better understanding of an applicant's knowledge, skills, and abilities. Others may argue that these tactics are ineffective or too costly to be widely used. Do you have any experience completing a simulation or scenario-based application when interviewing for a job? What are your feelings on this process? Is it beneficial to the organization? Is it burdensome to an interviewee?

Question 2: For this scenario consider the organization that you are currently employed with. You are responsible for developing training programs to address training needs. At the completion of every program, you conduct an evaluation to determine if the training was effective in terms of changes in attitudes and improvements in job performance. The company has experienced financial difficulties in the last three years. Thus, to save money, the CEO decides that the evaluation of the training process is no longer a priority. From the CEO's perspective, no one really cares about training evaluation, and in most cases, there is nothing to evaluate. As the trainer, you know that the CEO is not correct. Therefore, you decide to challenge the CEO's misconceptions. What counterarguments would you present to support your premise that training evaluation is a necessary component of an effective training program and what the data is used for does matter? If the CEO's position remains the same, how might failure to evaluate training processes cause problems with the organization in the long-term?