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Case Analysis

The document discusses developing a useful training program for employees. It recommends: 1. Starting with a skills and abilities training program to help employees understand their talents and where they can best contribute. 2. Creating an engaging program with relevant content and sufficient materials. Consult others and thoroughly plan the program design, methods, and logistics before implementation. 3. Formally communicating the new training program through appropriate supervisors or leaders, and holding the training at a suitable location with proper organization and resources. 4. Only changing pay or benefits if it genuinely benefits both employees and the training program, and is justified rather than being unjustifiable for participants.

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Shaniah Iturralde
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56 views1 page

Case Analysis

The document discusses developing a useful training program for employees. It recommends: 1. Starting with a skills and abilities training program to help employees understand their talents and where they can best contribute. 2. Creating an engaging program with relevant content and sufficient materials. Consult others and thoroughly plan the program design, methods, and logistics before implementation. 3. Formally communicating the new training program through appropriate supervisors or leaders, and holding the training at a suitable location with proper organization and resources. 4. Only changing pay or benefits if it genuinely benefits both employees and the training program, and is justified rather than being unjustifiable for participants.

Uploaded by

Shaniah Iturralde
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Shaniah Nicole C.

Iturralde FOA28
BSFA III Case Analysis Exercise

1. “Obviously, I need to start working on some training programs. Which topics do you
think I should start with?

➢ I'll share my thoughts and comments with JoAnn regarding the situation she's in. I
believe that a skills and abilities training program should be the first step. The
talents, abilities, and competency of persons are topics that require immediate
attention. Understanding and enriching people's skills and abilities is critical in
order for them to know where they should be located and where they may work
their competence. Establishing a program that is both relevant and engaging for the
people would be a fantastic step toward developing what they already have and
ensuring that they know how to put it to good use. Other training programs will be
sustained if employees are fully aware of their skills in the workplace, not merely
of the impulse to do so.

2. “How do I go about developing a training program that will be really useful and make
people excited? What are the steps I need to take?”

➢ I believe it is preferable to create a training program that is rich in content, provides


relevant information about the training, contains sufficient materials to be used in
the process, and is also engaging. People will not want to participate in a program
that is boring and uninteresting since they will not be driven. There have been
instances where it has been brought out solely for documentaries, rather than
focusing on its purpose, so I suggest it shall be made more informative and
engaging. The essence of learning and having fun should not be overlooked.

Furthermore, the steps that you need to take first must be accompanied with a plan
or a rough draft before finally delving into the process. I highly propose consulting
with other appropriate individuals so that you are well directed and informed about
the best course of action. But, for me, it's more vital to prepare the entire
environment and knowledge for the next training, as well as collaborate with a team
to organize the methods, design, materials, set up, and other details. Then inform
the target trainees and provide them with the necessary information. When
everything is in order, the story will flow naturally, but be prepared for what may
occur along the way.

3. “How should I communicate the training program to the corporate and retail
employees? Should the new training I develop be communicated in the same way?”

➢ There should be a formal and proper venue where that can be communicated with.
You can't go there right now, run into these people, and tell them that. You can
either work with one of their in-charge or acting supervisors, or any of them can
take the lead and distribute the information. The training you designed must be
carried out at a location that is acceptable for the program, with enough room,
organization, and materials and information.

4. “Do you think that we should look at changing pay and benefits? Why or why not?”

➢ I believe we should look at what needs to be looked at. We will pursue it if it will
benefit the people and the established training program. It will not be considered if
modifying wages and benefits would be unjustifiable for our beneficiaries.

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