Response Postings due 4/13 Saturday of Week 4
Response Postings due 4/13 Saturday of Week 4
Describe how training programs are evaluated in your company between Wednesday and Saturday. (15 points)
Use the heading Training Programs so everyone will have a chance to concentrate on these postings.
Spelling, grammar and APA formatting: 2 points
Class discussions require additional reference materials besides the text. Be sure to cite your sources at the end of each posting. The citations should be in APA format – this way all the information is there for the reader to locate the information if they want to read it. Please review the APA format of citations in your APA manual: pages 198-210.
1.
Andrey Drachyov
Greetings to all.
Company Orientation.
I have been working for MGM National Harbor Since last year. After a successful interview, I was invited for 5 days onboarding process. The topic of this question is Orientation and that is part of the onboarding process. We had about 30 – 40 employees from various departments. Throughout the week we had a numerous amount of people giving us a speech. We had a Chief security officer explaining the safety and evacuation process, we had a President of the property, HR, and Financial Director welcoming and giving us a heads up about the company and its core values.
Full onboarding included:
Property tour.
Various presentations about the company, safety regulations, property eco-sustainability, and all casino business-related topics.
Explained Employee policies, procedures, and benefits.
Introduced to the Company’s IT systems.
Team building exercises.
Completing necessary paperwork.
Based on the whole process we were properly welcomed into the company, introduced to the goals and values, and provided with vital information about the working process.
Read the LOWES training discussion
What can you tell about how Loews assesses the need for employee training?
Once Lowes promised to provide excellent service to the customer, they realized the way to keep that promise lies in the competent employees. Companies training managers spend more time in the departments on the floor. Creating monthly performance cards allows Loew’s training personnel to assess the need for employee training.
From what you read, what principles of learning do you believe are embedded in Lowes programs?
Management development system.
Managers performing logs depend on contributions to company goals and how they are developing the people, which leads to motivated management in employees’ training. Managers providing training are also being watched by Training Managers who provide feedback for their actions.
Employee Training system
Motivate and employee showing possible career growth and opportunities.
Offer training including videos and role-play scenarios.
Provide appropriate feedback.
It is 2019: What e-learning methods or technology should Loews Hotel be incorporating into its training programs? Support your discussion of methods with citations.
In my opinion, LinkedIn Learning is the best system to be incorporated into Loews Hotel training programs in 2019. Adding an extra source of structured and organized materials will ease training sessions, making them timely and cost-efficient. Online learning can enhance the trainee’s overall experience.
Benefits of LinkedIn Learning:
Flexible Learning Schedule.
When it comes to corporate training, each employee has their skill gaps and preferred learning styles. Allowing an employee to pace themselves will lead to better training results.
On-demand training.
LinkedIn’s online training courses can be completed anywhere and anytime helping companies’ instructors to make a training session for different shifts without extra hours.
Third-party content.
Besides company training materials employees have access to expanded knowledge of the subject.
Cost efficient
The cost of having an online training platform is less than having face-to-face or travel-required training.
2.
Scott Burns
Module 4 Discussion Orientation
4-8 Hour Orientation for Vacant Lot Legend Inc., (timeline, subjects covered, training methods)
Hospitality Real Estate Development Orientation
Instructor opening welcome (5 minutes) 9 am
Vision Statement (20 minutes) 9:05 am – 9:25 am
Mission Statement (10 minutes) 9:25 am- 9:35 am
Culture discussion (30 minutes) 9:35 am- 10:05 am (Behavior Modeling)
Employee introductions (30 Minutes) 10:05 am- 10:35 am (Programmed learning)
Human Resources
Security Information
Break (15 minutes) 10:35 am- 10:50 am
Case Study (30 minutes) 10:50 am- 11:20 am (Team Training)
Safety Information
Break into Groups (1 hour) 11:20 am- 12:20 pm
View Showroom (30 minutes) 12:20 pm- 12:50 pm (Off-the-job Management Training and Development Techniques; The Case Study Method)
View slide presentation of future projects (20 minutes) 12:50 pm- 1:10 pm
Facilities Information
Walk the current site (1 hour) 1:10 pm- 2:10 pm
Break (15 minutes) 2:10 pm- 2:25 pm
Open discussion (30 minutes) 2:25 pm- 2:55 pm (Job instruction Training)
Goal setting on computer (15 minutes) 2:55 pm- 3:10 pm Computer based training- CBT)
Meeting your department head Online (15 minutes) 3:10 pm- 3:25 pm (Online/ Internet based Training)
Department Information
Receiving departmental information (20 minutes) 3:25 pm- 3:45 pm
Break (15 minutes) 3:45 pm- 4:00 pm
Receive welcoming package (20 minutes) 4:00 pm- 4:20 pm
Conclude orientation (5 minutes) 4:20 pm- 4:25 pm
1.
1. Lowes Hotels’ training enables them to deliver on their promise to guests staying at their hotels, which is feeling as if they were at home being pampered with their own personalized service. The organization is seeking to delight its guests, and this requires them to continuously evaluate their services, presentation, and training. All line staff and management are held responsible for Lowes Hotels promise to the public. As Director of education and development, Jenny Lucas points out she believes it is what each member of the Lowes Hotel organization does for a guest which is the deference to earn brand loyalty. Training managers, “knowledge managers” sound like drill instructors to me, which is a sure way to meet organizational and public expectations, while grooming the next generation of management.
2. On-the-job Training (OJT) is occurring as training managers use their scorecards to correct imperfections immediately. Employees will begin to better understand the stand of care and service the organization has established.
Training managers are created through high performance at the line-level or operations level at Lowes Hotels.
Job instruction training appears to be being implemented with each job title throughout the organization.
Behavior modeling with regard to modeling through the use of video, role-playing, social reinforcement as training managers use monthly report cards, build relationships with employees leading to employee retainment via the high potential program. All this leads to a transfer of training occurring.
Simulations are also being used touching briefly without depth on simulated learning.
I would suggest Lowes Hotels create a web-based training academy for multiple levels of employment. Individual segments, and series for everything to do with the organization, update paid mandatory training, goals. Create employee profiles for each employee. With the necessity to login into their profile they will better understand their current role within the organization. Depending on their goals, a career path will be designed to meet those career goals, and the goals are interchangeable as their life changes. Employees will be able to review their work score card for the week that each training manager has created for their job performance. Notes will be provided to guide an employee to improve. Links will be provided by the training manager for written, and video tutorials, along with quizzes to reinforce the learning the employee as just completed. After completion of the tasks the employee will understand how and why the task must be completed in that manner. Work evaluations will become part of a rating system towards task improvement and career goal advancement. As employees understand hours work, their tasks will take on more meaning supported by their rankings amongst peers of the same job type. Educating employees about the long-term power of investing will allow them to better understand all of the investment opportunities available for them at their job level and job levels they are working towards, and the benefits that go along with their future jobs. (REAL, 2024, April 9)
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