Unit III Case Study
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Columbia Southern University *
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Industrial Engineering
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Feb 20, 2024
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Uploaded by dericajohnson10
1
Unit III Case Study
Derica Johnson
Columbia Southern University
Training & Development HRM 4301
Al Infande
8/18/2023
2
Unit III Case Study
In this case study
,
Revised Training for the U. S. Navy. A few years ago, several sailors lost their lives in situations that involved ships
.
It was then that the Navy realized that their recruits needed to be trained more extensively
. They were spending a great amount of time in the classroom doing online training rather than doing hands-on training
. Recruits are now spending nearly 180 hours doing just hands-on training
. And to graduate, they must go through an over night extensive test that gives them real life situations
. Examine the components of effective training needs analysis:
TNA is important when trying to develop a successful training program
. The 4 analyses that the Navy would benefit from would be individual analysis
,
task analysis
, organizational analysis
, and environmental analysis
. 1.
Individual Analysis
:
Focuses on the knowledge
,
skills and abilities of Navy Recruits
.
This analysis can provide you with areas that more training is needed
.
It may require individuals to go through interviews and evaluations
. 2.
Task Analysis
:
This will include any jobs and the skills needed to complete the job
.
It can help the Navy see exactly what training is suitable for the job
.
3
3.
Organizational Analysis
: This analysis will focus on the Navy as a whole
.
It will aid in providing them with answers on the training that is needed across the entire organization
.
This can also aid in environmental analysis
. 4.
Environmental Analysis
:
The last but possibly the most important
. When in the Navy
, your environment is your job basically
. The recruits need to have the proper training in the environment they will be working in
.
This can also be of help when they are in a tough situation
. Explain The Basic Parts of a Training Program
1.
The first important part would be that whoever oversees the training program would need
to be highly qualified and experienced in the area
.
These people should also be someone that can deliver the material to the recruits in a timely but professional manner
. 2.
Clear Learning Objective
:
It is important for the objectives to be clear without clear objectives
;
it may be difficult to properly train someone correctly
.
3.
Specific/ Custom Content
:
The content being taught should also be specific and customized to the job position and environment
. It should be relevant and interactive but
also be easy to obtain and be helpful
.
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4
How Should Training Be Delivered
The training should be delivered to recruits in an effective way and should be supported through motivational theories
. The 2 that come to mind are goal setting and expectancy
. 1.
Goal- Setting Theory
:
Per this theory
,
goals should be specific and challenging to enhance performance and motivation
.
Navy personnel should have set individual goals that are related to their skills and career
.
The Navy and recruits can also use this theory to provide improvement for future training
. 2.
Expectancy Theory
:
This theory is when individuals become motivated in hopes that their progress will lead to better outcomes
.
This can also help to motivate the Navy to engage in more training and effectively use their learning to their advantage
.