What effect did the training have on trainees

Reference no: EM132942906

Question

Part 1

In reference to my previous question about Hudson Bay Company

Please read the above link before answering the below two new questions about Hudson Bay Company

1. Identify how the Markov Model, would be effective to determine the HR supply for your designated company. Provide details and examples to support your answer.

2. Identify how the Vacancy Model, would be effective in determining HR supply for your identified company. Provide details and examples to support your answer.

Part 2

Watch this:

Beyond Branson Ensuring Virgin's Succession Plan (Meet the Boss, 2014, 03:15-05:21)

Meet the Boss. (2014, January 9). Beyond Branson: Ensuring Virgin's Succession Plan [Video file]. In YouTube.

Question: What do you think would happen to a company if the leader left with no succession plan?

Part 3

BC Assessment is a provincial Crown organization whose 350 to 400 professional appraisers determine the market value of land and improvements for taxation purposes. Each year, about 2 percent of property owners file a formal complaint or appeal with the agency. Complex appeals that are not resolved might proceed to an appeal board, which could lead to a formal hearing. The appeal process represents a significant cost, mainly in staff time. To help cut back, the agency decided to train appraisers to develop the skills needed to resolve appeals earlier. Thirty-six appraisers took part in a two-day, face-to-face workshop that included group discussions, team summaries, case studies, and mock role-playing exercises. Before training, 20 percent of the trainees rated their knowledge and skill levels as high. After training, that number rose to 56 percent. In addition, 69 percent of the trainees said they had a high level of confidence in applying the learning to their jobs effectively. However, six months after the training the value of the course was significantly diminished at the transfer of learning stage. More than one-half of respondents saw little or no improvement in tasks associated with appeals management.

Answer the following questions.

1. What effect did the training have on trainees? What should the trainees be able to do on the job after attending the training program?

2. Use Baldwin and Ford's model of the transfer of training process, to explain why so many of the trainees reported little or no improvement in tasks associated with appeals management.

Reference no: EM132942906

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