Case no. 2
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The document discusses steps that Mr. Crisostomo should take to improve the quality of supervisors in his organization. It recommends that he implement a training and development program which includes conducting a training needs analysis, formulating a training design with objectives and timeline, developing training materials, selecting a venue, and conducting the actual training. It also suggests monitoring and evaluating the training to ensure objectives are met, documenting lessons, and following up with activities like job coaching. Specifically, it recommends a skills training for supervisors to teach hands-on skills and encourage innovation, and to evaluate supervisors based on their job performance after training to determine who is ready for promotion.
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![Tarlac State University<br />College of Business and Accountancy<br />Tarlac City<br />Case Analysis<br />In<br />Selecting Supervisors Case no. 2<br />Presented by:<br />Ma. Catherine M. Labrador<br />Presented to:<br />Mr. Limuel P. Pavico<br />,[object Object]](https://image.slidesharecdn.com/caseno-2-110911001200-phpapp02/85/Case-no-2-1-320.jpg)
![Question:What steps should Mr. Crisostomo undertake to improve the quality of supervisors?<br />There are different departments in an organization that embodies the management namely the Marketing Department, Finance, Production and Human Resource head, all of these departments have different supervisors that should be improved according to Mr. Crisostomo because of there is a lack of being productive, they are too much idealistic and some factors that a supervisor quality must have. The steps that should be taken by Mr. Crisostomo must both encompasses the execution and maintenance parts of staffing, Most especially the Training and Development program that can be the stepping stone to improve the quality of Mr. Crisostomo’s supervisors.<br />But on the latter part the department heads must be the one to innovate the supervisors, the steps to be followed by Mr. Crisostomo and the Heads are the following:<br />,[object Object],This part involves asking questions before having a training, factors to be considered before having such trainings, question that maybe ask are the following:<br />What are the problems that are existing or anticipated?<br />What changes in people’s knowledge, attitude, skills and habits that should take place to arrive desirable results?<br />Who are the target participants?<br />How do they perform at present and how should they perform after the training?<br />If these questions are carefully answered and evaluated then Mr. Crisostomo may have training.<br />,[object Object],This specifies the objectives of the training program and the plan needed while having the training, this serve as a sketch of the training. This must have the content, time table and breakdown of time allocation for each topic, materials needed and guidelines.<br />,[object Object],The list of required training materials, the preparation of these materials may demand a lot of production work such as research, scriptwriting, taping, reading materials, worksheets audio visuals and likes.<br />,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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This document provides an overview of training and orientation concepts. It defines training as efforts to facilitate the acquisition of skills, knowledge, and attitudes to enhance job performance. Orientation is introduced as a systematic introduction of employees to their jobs, coworkers, and organization. Different training methods are described, including on-the-job training, vestibule training, and off-the-job methods like lectures and simulations. The document also discusses training needs assessment, program design, objectives of orientation, and evaluating the effectiveness of training interventions.
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This document outlines the key aspects of training and development (T&D) within an organization. It discusses the differences between training, which helps employees perform their current jobs, and development, which prepares them for future career growth. The training process involves assessing needs, ensuring readiness, planning programs, selecting trainers and methods, implementing training, and evaluating effectiveness. Some common training methods mentioned are on-the-job training, lectures, role-playing, case studies, and computer simulations. The goals of development are to reduce turnover and fill jobs internally by growing existing employees' skills. Challenges to development include addressing employee obsolescence and technological changes.
HRM 5 T & D VTU.ppt
This document discusses training and development in human resources. It defines training as activities that provide opportunities to acquire and improve job-related skills. Training is important for both organizational and individual benefits, such as increased efficiency, productivity, and skills development. There are various on-the-job and off-the-job training methods that can be used, including job rotation, coaching, lectures, and programmed instruction. The goals of training are to prepare employees for their current and future roles and prevent skills obsolescence from changes in technology or other factors.
1.Training & Development.ppt
This presentation define training, explain characteristics of training, role of trainer and audience.
UNIT 2.pptx
Needs assessment is the first step of the instructional design process and is necessary to determine if training is needed, identify the correct content and objectives of training programs, and ensure training delivers expected results. It involves analyzing the organization, tasks, and individuals to understand performance gaps and training needs. The document outlines who should be involved in needs assessment including subject matter experts, and describes different needs assessment techniques like task analysis, person analysis, focus groups, and organizational analysis.
The training process
The document outlines the steps in the training process, including needs assessment, establishing training goals, designing training programs, implementation, and evaluation. It discusses various training techniques like on-the-job training, off-the-job training, lectures, demonstrations, simulations, and case studies. It also covers Kirpatrick's model for evaluating training programs and emphasizes the importance of needs assessment, goal setting, and evaluation in ensuring effective training.
sony pdf training.docx
The document discusses the importance of training and development for employees and organizations. It makes the case that in a rapidly changing society, training and development are necessary for organizations to maintain a knowledgeable workforce. It defines key terms like training, which aims to improve current job performance, and development, which helps individuals grow and prepares them for larger responsibilities. An effective training system is systematic, improves skills for new technologies/methods, and improves employee performance and productivity. Regular needs assessments are important to identify what training is needed. The goals of training and development programs are to improve workforce quality, enhance employee growth, prevent obsolescence, assist new employees, and improve health and safety.
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Training & Development and Performance Appraisal by Raja Rao Pagidipalli
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Case no. 2
The document outlines steps that Mr. Crisostomo should take to improve the quality of supervisors in his organization. These steps include conducting a training needs analysis, formulating a training design with objectives and a schedule, developing training materials, providing an appropriate training venue and resources, conducting the actual training, monitoring and evaluating the training, documenting lessons learned, and following up with on-the-job support like coaching. Specifically, the document recommends that Mr. Crisostomo provide skills training to supervisors to teach practical job skills and encourage innovation, and that he evaluate supervisors based on their job performance after training to determine who is ready for promotion.
Case no. 1
Conrado Reyes is the department head discussing employee Eddie's performance with the company owner, Mr. Alex Sandoval. Conrado did not think Eddie was suitable for promotion or demotion. They decided to transfer Eddie to another department instead. Conrado learned that he should let employees develop to their full potential. He also learned the importance of placing employees in positions that match their skills and abilities. This allows for effective human resource management. Conrado realized that others also evaluate employees and that seeing others as threats is counterproductive. As department head, his role is to help employees improve their skills and potential for future promotions.
Case no. 1
Conrado Reyes is the department head discussing employee Eddie's performance with the company owner, Mr. Alex Sandoval. Conrado did not think Eddie was suitable for promotion or demotion. They decided to transfer Eddie to another department instead. Conrado learned that he should let employees develop to their full potential and place them in positions that suit their skills. He also learned that others can provide valuable perspectives on employees, and not to view potential promotions as threats but opportunities for employees to grow. As department head, Conrado's role is to help employees improve and gain new skills for promotions.
Case no. 1
Conrado Reyes, the department head, was discussing Eddie's performance with the company owner, Mr. Alex Sandoval. Conrado did not think Eddie was ready for promotion or deserved demotion. They decided to transfer Eddie to a new department. Conrado learned that others may see employee's skills differently than he does. He also learned that developing his employees' potentials and skills can help them advance, and that placing employees where their abilities match benefits both them and the company.
Case no. 1
Conrado Reyes, the department head, discussed Eddie's performance with the company owner, Mr. Alex Sandoval. While Conrado did not think Eddie was ready for promotion or deserved demotion, Mr. Sandoval saw potential in Eddie. They decided to transfer Eddie to a new department instead of promoting or demoting him. Conrado learned that others may see potential in employees where he does not, and that placing employees where their skills are best suited benefits both the employee and company. He also learned not to view others evaluating his employees as a threat, and to focus on developing his employees' skills so they can advance their careers.
Case no. 1
Conrado Reyes, the department head, discussed Eddie's performance with the company owner, Mr. Alex Sandoval. While Conrado did not think Eddie was ready for promotion or deserved demotion, Mr. Sandoval saw potential in Eddie. They decided to transfer Eddie to a new department to allow him to develop his skills further. Conrado learned that others may see potential in employees where he does not, and that placing workers in roles suited to their abilities benefits both the employee and company overall. He also learned the importance of developing his employees' skills rather than judging them or viewing others' opinions as a threat.
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Case no. 2
- 3. Training proper- the participants go with the actual training and development activities.
- 4. Monitoring and evaluation- checks out the activities being executed according to the training plan and design. It must also checks out whether the objectives established in the training are being fulfilled.
- 5. Documentation- put all the learned objectives in writings.
- 6. Follow-through- this may came a follow up form of job coaching, job rotation and career planning and development.Next thing that Mr. Crisostomo must do after the training he must select what kind of training he may going to use, and in this case the training compatible to his situation is the Skills Training also called Manpower development that is intended for personnel occupying non managerial position, specifically the supervisors benefit from this type of training it teaches how to make things in actual performance like assembling parts into a finished product by this they can be easily trained and motivated if they are encourage in a challenging job of making things innovated if they see it in actual way. In selecting supervisors one must see the actual potentials of one person evaluated by many people, in the case of Mr. Crisostomo he should have not only the words of his heads or the written materials, one should based on the proper execution of jobs after having the training and evaluated on the most crucial part because you as the head have given them the chance to improve in the form of skills training and from that they have the responsibility to show what they have learned or put it in application and this called maintenance and evaluation.. And one must maintained what they have learned so that in the future they can be promoted or they have the specifications and qualification in promotion.<br /> <br /> <br />