The training at Apex Door Company is ineffective and could be improved. Key issues include using the same training methods for different jobs, outdated job descriptions that do not reflect actual responsibilities, and an unstructured training process without evaluation. To enhance training, Apex should conduct needs assessments, update job descriptions, design training objectives, hire an expert trainer, and evaluate training outcomes based on employee performance.

1. CASE STUDIES

2. 1. Was the training effort that Mary went through a
success or a failure? How do you know?
2. Identify all the factors that contributed to the result
(either success or failure).
3. What actions can be taken before, during, and after a
training program, to increase the chances for a
successful training experience?

3. • Training effort that Mary went through is a failure we have
learned this due to the statement in this case that Mary comes
to her old foam after the training due to the interruption and
discouragement of Nick Graham who managed the Operational
Support Department at the First Services Corporation.
• Mary is not interesting in training before joining and attending
the training classes because she thought that she is
responsible for operational matters then why she attend the
training of Sales Management and she don’t know the
objectives of the training she thought that she is prepare for
such kind of promotion and demotion and even the trainer who
gave training to Mary are less impressive beside all these
reasoning.
• Mary learn such thing like she is trying to give some coaching to
her subordinate but the holistic behavior of Nick force Mary get
back to her old form.

4. Factors that contribute to the result of failure;
• Demotivation and discouragement by Nick the person
who suggest the Mary to join the training program.
• Rude and hostile behavior that Nick show when Mary
apply the thing on her job which she was learn during the
training.
• Non supportive and ineffective attitude by the Nick
who suggests Mary to join the training program because
he always tries to demotivate and discourage Mary as
well as when Mary asked the reason for his hostile
behavior towards her he replied that trainings stuff is all
theory this is a real world and you should meet the
deadline.

5. Actions that can be taken before, during and after
training:
• Before the training you should design the objectives of
the training clearly, conduct need assessment, observe
or check the employee’s readiness toward the training
and creating a learning and supportive environment for
the employees training.
• During the training check the performance of trainers
and trainees, motivate and support the employees by
providing relevant material regarding the training, ask
weekly to the employees about the training.
• After the training you should evaluate the training
program and also take feedback from trainers as well as
employees about the training.

6. 1. How is training at Jack B. Kelley related to its
organizational needs?
2. If you were involved in preparing JBK’s safety training
program, how would you assess employees’ readiness
for training? In what ways can (or does) the company’s
work environment support the training?
3. Do you think e-learning might be an appropriate training
method for JBK’s drivers? Why or why not?

7. • The training program at Jack B. Kelley is related to organiz
ational needs it's not just focusing on working rather behavi
or, simulation and safety. They are providing training in ter
ms of safety, performance and learning about new te
chnology.
• Jack B. Kelley is safety concern towards their drivers and
customers. So, they are considering their employees safety
first and making them train accordingly.
• They are making their new employees train to about loadin
g, unloading, tracking system usage which is according
to the organization need and work demand. So, it cle
arly shows that training session is according to the need
s of an organization.

8. We will assess employees readiness for training by:
• Firstly, we will analyzing the task and the important skills an
d knowledge needed for the task.
• we will assess that an individual have the characteristic to le
arn program, his motivation and interest by including new e
mployees in discussions and feedback during orientation wit
h respect to training.
• Secondly, ensuring the environment because it's important t
o check that it's conductive towards learning.

9. • Work environment at Jack B. Kelley supports training in a
way that,
• First day session, trainer is making the new employees le
arn about drug policies, commodities, gas or liquids the
y need to deliver, these all related to actual work enviro
nment and it's on the job training, simulation and employ
ees have to perform role plays through which they can ea
sily learn.
• Environment is supporting the training because trainers a
t JBK is actually making new employees perform and do
things, so It's supportive and relevant.

10. • No, because it is more physical job rather than learning.
• E-learning is about learning new technology and the work is
about loading and unloading, tracking etc.
• Furthermore, drivers are not educated so they would find it
difficult to learn electronically, computer based training woul
d not be effective in this scenario because employees have
to drive alone at terminals rather adopting new knowledg
e or skills, so It's not appropriate.

11. 1. What do you think of Apex's training process? Could it
help to explain why employees "do things their way"? If
so, how?
2. What role should job descriptions play in training at
Apex?
3. Explain in detail what you would do to improve the
training process at Apex. Make sure to provide specific
suggestions, please.

12. • We are not satisfied with Apex Door Company training
process because it doesn’t design their training program
properly.
• Apex company use same training method for all jobs, there
was outdated job description and overlapped schedules
and there was also no evaluation process.
• First weak point was that Apex Door Company conducts
same training methods for different jobs. It’s a wrong way to
analysis that each job needs same method of training.

13. • The second weak point of company is that there was
outdated job descriptions due to that employees are
unable to analysis their task and understand their
responsibilities due to which they are doing work on their
own way.
• Third point was that the company’s whole process of
training was structure in unsystematic way. The top
supervisor trains their employees in an improper way.
This strategy is not appropriate to train new employees
perfectly hence, company should hire an expert to train
their employees effectively.

14. • Job description plays an vital and important role in an
organization because from JD’s one could understand
the task, duties, knowledge, skills and responsibilities of
job.
• So, Apex Company should have to correct their job
description and update their job description according to
job positions.
• This may help supervisor and their employees to
understand their work and also help experts if company
hired to train their employees.

15. • Apex Company should improve their training process.
• They should identify training needs assessments and design
training objectives according to training needs and also
motivate, encourage and train their employees.
• For example in door design department employees always
make mistakes while designing the doors and they need
architects to helps them in designing doors and Jim put it that
it’s not a “rocket science” so, Jim needs to understand the
employees need that in which place they feel difficulty and
analysis employees needs and should cover up the mistakes
of employees.
• After analysis the company should hire an expert who resolve
the problems and train employees.
• In the end company evaluates the result by employee’s
performance.