Reinventing the Wheel at Apex Door CompanyJim Delaney, president of Apex Door, has a problem. No matter howoften he tells his employees how to do their jobs, they invariably "de-cide to do it their way," as he puts it, and arguments ensue betweenJim, the employee, and the employee's supervisor. One example is thedoor-design department, where the designers are expected to workwith the architects to design doors that meet the specifications. Whileit's not "rocket science," as Jim puts it, the designers invariably makemistakes such as designing in too much steel, a problem that cancost Apex tens of thousands of wasted dollars, once you consider thenumber of doors in, say, a 30-story office tower.The order processing department is another example. Jim has avery specific and detailed way he wants the order written up, but mostof the order clerks don't understand how to use the multipage orderform. They simply improvise when it comes to a detailed question suchas whether to classify the customer as "industrial" or "commercial."The current training process is as follows. None of the jobs has atraining manual per se, although several have somewhat out-of-datejob descriptions. The training for new people is all on the job. Usually,the person leaving the company trains the new person during the 1-or 2-week overlap period, but if there's no overlap, the new person istrained as well as possible by other employees who have filled in oc-casionally on the job in the past. The training is the same throughoutthe company for machinists, secretaries, assemblers, engineers, andaccounting clerks, for example.Questions8-18. What do you think of Apex's training process? Could it helpto explain why employees "do things their way"? If so, how?8-19. What role should job descriptions play in training at Apex?8-20. Explain in detail what you would do to improve the trainingprocess at Apex. Make sure to provide specific suggestions,please.

In an organizational context, the training process typically refers to the systematic approach used…

Answered: Questions 8-18. What do you think of…

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

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Identify two specific training techniques/ methods that you would use to train employee(s) in the following situations. Ensure the answer identifies a specific training method/ technique that is appropriate to each situation/job. a. A group of newly hired mangers who will be trained in how to conduct selection interviews. b. A sales clerk at a local retail location. c. An assembly line worker at Ford Motor Company.
Discuss the benefits of conducting training evaluations. How can organizations overcome the barriers to conducting evaluations? TRAINING AND DEVELOPEMENT. CENTENNIAL COLLEGE. HUMAN RESOURCE MANAGEMENT
7. Briefly describe the commonality and difference between job description and job specification. Please respond in 50 words or less.
11. Which of the following four basic dimensions does the KirikPatrick model measure to evaluate the training program A. Learning, reactions, behavior, and productivity B. Reactions, learning, behavior, and information C. Behavior, reactions, attitudes, and results d. Learning, reactions, behavior, results, and behavior 8. Which of the following is not including in the staffing plan? * potential internal and external sources for these positions. * the required training, development, and promotional activities moving people into the position will entail. * operational activities * the positions to be filled
Indicate your preferred training approach for each of the following positions. Explain your choices: a. Office Secretary b. Call Center Agent c. Service crew in a Quick Service Restaurant Choices are: • classroom instruction • computer based training • on-the-job training • simulations • behavior modeling • experiential program • team trainings • action learning
H,ow does the insufficiency of Employee training materials, resources, and support mechanisms within an organization's training framework exacerbate the likelihood of training program shortcomings ?
What is the most important tool an employer can use to support employees' career development needs? A) employee orientation B) performance appraisal C) interest inventory D) human resource metric E) graphic-rating scale
The Behaviorally Anchored Rating Scale (BARS) is Group of answer choices a method used for the validation of a selection device. an objective method of performance appraisal. a judgmental method of performance appraisal. a job training technique. a job analysis technique.
As part of your new staffing-recruiting plan for Pinxteryou decide to hire a Staffing ManagerConduct a job analysis to determine the scope of the new position and then write a job description for the Staffing Manager. In your assignment, you should address all of the following elements for this job, including a description for each: Position Description Title -Grade Exempt or non-exempt status Who the position reports to Responsibilities of the position Essential functions of the job Attributes required
TrainingDefine in your own words what training is.How are an employee's training needs determined?It details a training method that you understand is the best to train a group of administrative assistants. Explain why you think it is.

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