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1st set Training And Development Annamalai Solution
1. A leading FMCG company in India decides to train its entire population of employees and managers to provide “Legendary Customer Service.” Suggest and explicate a design for evaluating the impact of such a massive training effort.
2. Is training transfer an important issue in the automobile manufacturing companies? How transfer is evaluated in those companies? Design an action plan sheet that a manager and employee could use to facilitate transfer of training. Justify each category included in the action plan.
3. Identify the procedures and their pitfalls for the effective implementation of MDP in organizations and suggest suitable measure to avoid pitfalls.
4. Many employees are unwilling to relocate geographically because they like their current community and because spouses and children prefer not to move, as the result, it is difficult to develop employees through job experiences that require relocation. How could an employee’s current job be changed to develop that employee’s leadership skills?
2nd set Training And Development Annamalai Solution
1. Prepare a training schedule for a newly joined salesman in a textiles company.
2. Do you think job rotation is a good method to use for developing management trainees? Why or why not? Justify your answer with suitable examples.
3. HR functionaries are better suited to become trainers than line managers. They don’t require training as they are experts in training. Give at least four arguments for against this statement.
4. Assume you are a Human resource manager in a manufacturing organization, If you had an opportunity to choose between adventure learning and action learning for developing an effective team in your organization, which would you prefer? Defend your choice with precise justification
3rd set Training And Development Annamalai Solution
1. Assume yourself as a CEO of a Yarn Export Company, how will you design effective training policies in your company? Enumerate the various logistics arrangements needed for conducting training programmes in your company.
2. “Most of the training programme fails due to improper need identification”. If this is true, as a Trainer how will you identify the need for training of an organization? Express your views.
3. Explain the merits and demerits of different types of training programs. Discuss their suitability in industries like power generation plant, mines and automobile assembly line.
4. Device a mechanism of evaluating training and development effectiveness to assess whether training and development investment gives commensurate return. Justify your answer.
