case study 7

After reading the article, “Bigger Winners and Losers in Franchising”, by Dr. Ben Litalien at Forbes.com, complete the following questions;Do you believe that the way consumers currently make purchase decisions has changed with the increased prevalence of Social Media?  Please explainGiven an increased availability of alternatives, please describe the process that you use to determine if a product or service is worthy of your consideration.Based on your answers in the questions above, how do you think that successful franchise systems will navigate the change in the way consumers make purchase decisions?What recommendations would you offer to franchise systems to increase the likelihood of success?By submitting this paper, you agree: (1) that you are submitting your paper to be used and stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your institution may use your paper in accordance with your institution’s policies; and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its affiliates.  1 page assignment[supanova_question] 1-2 cruz  reference book  Heneman, H., Judge, T. & Kammeyer-Mueller. (2018). Staffing Organizations (9th ed.). McGraw-Hill.  reply to the students response in 150 words minimum and provide 1 referencequestion Chapter One covers staffing models and strategies. Comment on one of the models (Exhibit 1.3, 1.4 or 1.5)Student response I found that the information relating to staffing quality: person/job match is especially important when trying to find the right person for a position.  The goal of this model is to match an applicantapost1234s knowledge, skills, and abilities to certain jobs not only to ensure the success of the organization but that of the individual as well.  For this reason, job requirements need to be matched with the knowledge, skills, and abilities required to succeed in the position.  There are certain positions that require more of employees, such as those that require employees to travel. In my organization there are many departments that require employees to work evenings, nights and weekends.  By utilizing this staffing model during the hiring process, many applicants can be eliminated if they are unwilling to begin in departments requiring shift work or weekends.  Additionally, applicants needs to have knowledge of the City, customer service skills and the ability to adapt to changing work environments. [supanova_question]1-2 page writing assignment PurposeIn class this week, we discussed public opinion, including the evaluation of public opinion polls. As we discussed, critically evaluating and analyzing poll results is part of being a savvy and responsible media consumer. This optional extra credit assignment will give you the chance to practice the skills we discussed in class. Task1. Find an example of a relatively recent* public opinion poll related to politics (*within the last 2 years or so). 2. Evaluate the poll using the criteria we discussed in class. Who conducted the poll?Who is the poll about? How were the questions worded?When was the poll conducted?How were the interviews conducted? 3. Submit your responses (and a link to the poll you used) here as either a PDF or Word document.NOTE: Your poll can come from any kind of news source, firm, or organization and can either be an example of good or bad polling, but you’ll need to evaluate it as such (e.g. if it’s a bad use of polling, explain what they did wrong and how it could be improved). Criteria This extra credit will be graded based on how complete and accurate your responses are. To receive full credit, aim for at least a few sentences per metric. Be sure to proofread before submitting to make sure your responses are relatively free of grammar, spelling, or syntax errors. [supanova_question]

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Case Study 7

Case Study 7.

Training Audit

  1. Read the following Case Study. Recreate Exhibit 9.1 on pages 205 and 206 in a Word Document. Answer those questions in regard to this case study.

Before the Employee Training
In a Mid-Western university, the Director of Human Resource Development (HRD) created a new employee training series for supervisory staff members. She began the needs assessment process with focus groups that included both prospective participants and supervisors to identify the key skills and ideas needed from the training.

She consulted with outside experts to determine employee training content. She observed employee training programs and met with other university HRD Directors to compare notes before developing the employee training. She formed a university-wide advisory committee to review and assist with the employee training design and delivery.

Then, working with internal and external training and development vendors, she developed the objective-based employee training sessions. Managers of trainees are required to attend an initial meeting which introduces the employee training session content. These meetings also teach participants the role of the manager in supporting the training efforts. Gradually, more and more managers are attending the complete training as well.

During the Employee Training
She piloted sessions with the first couple of employee training groups in a classroom setting. Sessions were redesigned based on feedback. Trainers present relevant examples and activities during the sessions.

The participants fill out multi-page evaluations that provide feedback about content, learning, and the effectiveness of the sessions. These are due within a week and not required at the end of the session so participants have time for thoughtful review.

After the Employee Training
Training redesign is an ongoing process based on feedback.

A couple of months after the sessions, the HRD Director meets with employees who participated to assess their satisfaction and learning transfer over time. She also meets with their supervisors to assess whether the employees are applying the skills in the workplace. She is working to provide actual testing and 360 degree feedback to strengthen the training transfer component of the employee training program.

 

Case Study 7

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