Reference no: EM133182601
Sandra, a human resource manager at Outlook, was called into her boss's office one morning, "I just saw an old training video called Meeting Bloody Meetings, starring
John Cleese. It deals with effective ways of running meetings. They showed it at the executive development seminar I'm attending," said Dave, the new vice president of Human Resource. Dave, a competent and well-liked engineer, had been promoted to vice president three months earlier. Although he had no HR expertise, he had been an effective production manager, and it was hoped that he would provide a measure of credibility to the HR department. In the past, HR had been seen as the department that forced its silly ideas on the rest of the company with little understanding of how to make these ideas work.
"With the number of team meeting we have company wide, I think we need some training on how to conduct effective meetings," Dave said. Every one can use this. It will be high profile and we can begin to gain the respect we need to be effective. What do you think? "Well, said Sandra "I..." Oh ye," Dave interjected, "I talked to a few managers this morning and they were enthusiastic about it. It's the first time I have ever seen managers enthusiastic about any type of Training. Do we have such a training package available?" "No I don't believe so," Sandra replied. "Well, said Dave, "We need a one-day training session, it must be interesting, useful, generalizable to all managers okay?"
With that, Dave stood up, signaling that the meeting was over. Sandra went to work designing the training. She began by examining some books that dealt with meetings. Then she called Mark, a friend at Comtech to see what he had. He faxed over a copy of a lecture he had given on the do's and don'ts of an effective meeting. It was nicely broken down into three parts: premeeting, meeting, and postmeeting. That information and a stimulating meeting (to provide hands-on practice) could make up the one-day training program. Sandra had never written a simulation and would need some help. She put in a call to one of her subordinates. Karen, a recent university graduate who had majored in HR Karen would surely be able to help develop a simulation. Sandra told Karen about the conversation with Dave and what she had put together. Sandra said "What remains is to develop the simulation, can you help? "Sure," said Ann, "but it's too bad you are so far along. I may have been able to help you in developing the training." Sandra indicated she had not put a great deal of time into developing the training and was open to any suggestions.
Questions
- Do you agree with Dave that training was needed on how to conduct effective meetings? Why or why not?
- From your knowledge of the Training Design Process did Sandra start at the right phase? Explain.
- Name two (2) Job data sources from which Sandra got information for the Training Program.
- Is a Training Needs Analysis always necessary? Explain