Assignment Discusion Questions

8-1.
"A well-thought-out orientation program is essential for all new

employees, whether they have experience or not." Explain why you agree or
disagree with this statement.
Employee orientation is the basic step that provides easy access of overview of the company to
new employees of the organizations. In this program they are provided with basic knowledge
and information programs and services which are used in the organization. This helps to
maintain a friendly relation with other employees and encourages new employees to take an
active role in their organization.
These are some basic things that will be taken care in orientation of the company. These things
are also important to know even for the experienced resources as well because of the following
reasons:
• By orientation, employees will able to understand what changes they need to make
• This also help the new employees to get comfortable with the supervisors
“Hence, one can agree to this statement a well thought out orientation program is essential for
all new employees because orientation is necessary for all new employees of the organization.”
8-2. Explain how you would apply our “motivation points” in developing a
lecture, say, on orientation and training.
You can begin to apply the motivational points to developing a lecture by, providing an
overview of the subject in order to familiarize the person with what will be taught, make
training skills easily transferable to real life environment and lastly, reinforce learning skills
8-3. What are some typical on-the-job training techniques? What do you think
are some of the main drawbacks of relying on informal on-the-job training?
What are some important advantages to using cloud-based training?
The job training techniques are as follows:
1. Job Instruction Training (JIT)
2. Coaching.
3. Mentoring.
4. Job Rotation.
5. Apprenticeship Training.
6. Committee Assignments.
Draw backs on relying on informal on the job training:

 Informal training tends to be less efficient as well. Managers may spend time trying to
recall training requirements and techniques. Additionally, without clearly defined steps,
the manager may forget something in explaining a process and have to start over.
 Informal training inherently means no specific and measurable goals have been
outlined. This limits the effectiveness of the training, since the manager doesn't have a
concrete understanding of intended outcomes, other than generally helping an
employee learn the job.
 Employees may perceive an informal training process as less intentional, inspiring and
dedicated. This may lead to an interpretation that the employee's job has limited value
for the organization.
Cloud-based Learning Management System Benefits:
Lower startup costs. Because there is no software to purchase, cloud-based LMSs have lower
initial costs.
 Enhanced data security.
 Improved accessibility.
 Faster deployment.
 Cost predictability.
 Easier to maintain.
 More storage space.
 Fully customizable and scalable.
8-4. Describe the pros and cons of five management development methods.
ADVANTAGES:
 Coaching is another method your company can use to develop managers and leaders.
This technique uses other successful managers to train, advice and coach newer
supervisors in order to gain knowledge of both the company and management
procedures. This method has the advantage of one-on-one training, which allows the
trainee ample time to ask questions and receive feedback on performance.
 A big advantage for internal training programs as a means to develop your managers is
that your training will be tailored to the specific needs of your company. You will be able
to identify training needs and create solutions to meet those concerns.
 Many consultants and vendors also offer management and training development
programs. You can select from many trainers, costs, locations and programs, and you
can use them whenever you desire.
DISADVANTAGES:
 Coaching method has a disadvantage that the new manager receives coaching and
advice from only other managers, not peers or outside participants. Coaching also
provides company-specific information to your new leaders.
 Internal training can be costly to develop and maintain, and you will have to update and
add to programs yourself. You also will not be able to interact with other managers from
different companies, as you would with external programs.
 Many of the programs (vendor offering management and training development
programs) can be costly, and they will not always be tailored to your company's
individual development needs.
8-5. Do you think job rotation is a good method to use for developing
management trainees? Why or why not?
Job rotation is a method of training involving moving trainees from department to department
to familiarize them with every aspect of the business and to test their abilities. Job rotation is a
good method of training to use for management trainees. Job rotation used as training for
management trainees will allow trainees to become adept and better prepare them for a
management position. Benefits of job rotation for management trainees include gaining a
better understanding of the business, being exposed to different challenges and learning from
these challenges, gaining skills necessary to perform manager related duties, and allowing
employees to become more adapt to moving into new positions.
Rotating management trainees is an effective way for trainees to gain a better understanding
of a business. By moving from department to department, trainees have a feel for the business
as a whole. They are able to see the way one department affects another and the impact each
department has on the complete workings of a business. Management trainees who come from
a focused background, such as accounting or biology, get to experience the working
environment of different departments and learn to appreciate the work done by those different
departments.
8-6. What is organizational development, and how does it differ from

traditional approaches to organizational change?
Organizational development is a critical and science-based process that helps organizations
build their capacity to change and achieve greater effectiveness by developing, improving, and
reinforcing strategies, structures, and processes.
 Organization development is a systematic approach which involves the development of
an organization by involving each people in an organization.
 Human resource management traditional approaches focus on functional activities such
as human resource planning, job analysis, recruitment and selection, maintaining
employee relations, performance appraisals, compensation management, and training
and development.

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8-1.

"A well-thought-out orientation program is essential for all new

Draw backs on relying on informal on the job training:

8-6. What is organizational development, and how does it differ from

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