Assignment 3: Developing People
Introduction
Now that you have completed Module 3, you will demonstrate your knowledge of the concepts introduced in the module regarding training and developing people in an organization. This assignment is organized in three parts. Parts A, B, and C total 100 marks and will count for 10 per cent of your final course grade.
The mark distribution is as follows:
Parts Marks
Part A: Training and Development 40
Part B: Employee Orientation and Socialization 40
Part C: Case Incident: Johnston Manufacturing 20
Total 100
Part A: Training and Development (40 marks)
Using the material from Chapter 6 of your textbook and any other sources, write a four-page report (approximately 1,000 words) that answers the questions listed below:
Choose an organization that you are familiar with and analyze the training and development opportunities available to the employees of that organization. You may identify any gaps and provide suggestions for improvement, including any innovative programs that could work in the organization. (20 marks)
Explain at least four different ways in which managers can assist in the career development of their employees. (10 marks)
What role, if any, does mentoring play in training and development in your organization? (10 marks)
Part B: Employee Orientation and Socialization (40 marks)
You have successfully recruited someone to take over your position and need to make sure that they are smoothly transitioned into the organization through an effective orientation and socialization program.
Using the ideas you generated in the mind mapping exercise in Module 3, Activity 1: Part C, develop an effective orientation and socialization program for the new employee you have recruited. Justify why you believe the program you have designed is ideal. (40 marks)
Part C: Case Incident: Johnston Manufacturing (20 marks)
Read the “Case Incident: Johnston Manufacturing” on page 209 of your textbook and answer the following questions:
What is the root cause of the problem in this case scenario?
What approach should Ben take to correct this situation so that supervisors have the skills to deal with the staff turnover problem?
What kinds of training strategies should Ben put in place in order to reduce the probability of a similar response to his training in the future?
