Evaluating Training Discussion-Cumberland University

One response for each discussion with 175 words References to support each response (don’t use the references already in the post) Discussion 4 post 1 You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on. • • How would you gather information about the job context and environment? Explain what sources you would use and why. How could you use technology to show the positive and negative aspects of the job. Question 1 Gathering information about the job context is vital in establishing the requirements of the job. Various methods can be used to collect information about airline jobs. However, I will use two ways in my case. The first method would be using the internet. The world has migrated to a digital era. Most information can be found on the internet today, unlike the olden days. The internet has several articles about job requirements in the airline industry (Bani-Salameh et al., 2009). Besides, some airline companies post their job vacancies online. In the applications, they describe the requirements and qualifications of the applicants. The other method would be seeking advice from the already existing airline companies. The airline companies have experience in employment. They have worked with many flight attendants, and they, therefore, know which requirement is essential. Comparing information from different airlines would help understand critical information. Question 2 As mentioned earlier, technology has become a vital tool in business operations. Technology can be used in gathering information about the negative and positive aspects of a job. Creating an online survey is one way to understand how staff, flight attendants and other employees at the airline view their posts. Employees would be asked to rate their jobs and note things they like and dislike about their jobs. It is essential to make the survey private and anonymous to get genuine answers. (Pit, Vo, & Pyakurel, 2014). The negative and positive comments would be used to gather the pros and cons of the job. References Bani-Salameh, Z., Kabilan, M. K., Abbas, M., Mei, L. L., & Bani-Salameh, L. (2009). Perceptions of safety knowledge and skills among flight attendants and supervisors. In Symposium of USM Fellowship Holders 2009 (p. 1221). Pit, S. W., Vo, T., & Pyakurel, S. (2014). The effectiveness of recruitment strategies on general practitioner’s survey response rates–a systematic review. BMC medical research methodology, 14(1), 76. Response Discussion 4 post 2 Why is evaluating training an essential part of strategic training? Training is an essential aspect of the strategic plan, although it consumes a lot of time and resources. Training should be done keenly because if it is not done carefully, the company not experience is benefits. Practical training is one whose impacts is experienced by noting the difference. Evaluation of training programs helps to find whether the process is effective. Assessment is one of the critical steps of the training program. It helps to see the reactions of the member of the staff, which will improve the management of how the members of the team received the training. In case of an adverse reaction, the organizations can plan for changing the program. If positive, the company can continue with the same spirit or even make it better (Rafiq, 2015). The evaluation also helps the management to understand how much the staff learned from the training. At the same time, it can be used to see how much the team have observed from the practice. This will help management to see whether the desired outcome has been achieved. The result can be evaluated through checking whether skills have been improved, change of behaviour present and change of attitude (Rafiq, 2015). References Rafiq, M. (2015). Training evaluation in an organization using the Kirkpatrick model: a case study of PIA. Journal of Entrepreneurship & Organization Management, 4(03). Response
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