Bling-Bling, Inc. is a struggling jewelry outlet that provides modestly priced gold, silver and gemstone jewelry via kiosks p
Assignment: Respond to (2) two of your colleagues’ posts in one or more of the following ways: See attachments for detailed instructions
- 3 – 4 paragraphs
- No plagiarism
- APA citing
- 48 hours
Week 3 Discussion 1
Bling- Bling
Bling-Bling, Inc. is a struggling jewelry outlet that provides modestly priced gold, silver and gemstone jewelry via kiosks placed in large malls. Since their products are made with lower quality and less expensive stones and lower levels of key ingredients (like gold) and since they do not rent or own building floor space, they can sell for prices that meet the needs of many mall shoppers. However, they have the on-going issue of training and retraining sales associates. BBI wants to beef-up their orientation program.
To prepare for this Discussion:
· Chapter 7 & 8 – “See attachment”
Assignment:
Respond to two of your colleagues’ posts in one or more of the following ways:
· Ask a clarifying question about your colleague’s description of their response
· Suggest one or more additional feedback your colleague could use regarding subject.
· Relate an example from your own experience of a positive, effective, and/or to what your colleague shared.
· 3 – 4 paragraphs
· No plagiarism
· APA citing
1st Colleague post – Steven Cole
Steven Cole
Cole Discussion- Week 3
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The best way to understand the realities of what is taking place for Bling- Bling Inc (BBI) is to complete a thorough analysis of what is currently going well and what needs to improve. As mentioned, the use of the survey is a key significant factor which can be analyzed and then articulated as to what needs to change. Due to the large significant age bracket that is being utilized for the business of BBI, learning and training programs that include mobile technology or virtual realty would be beneficial in displaying the requirements of what is expected of BBI Employees. As these employees are normally already on their phones, the use of technology will help impact and make a difference to these employees. As this is a customer service business, the introduction of the way to treat customers and potential customers is a major factor. As word of mouth spreads, the BBI business could expand and improve based on current customers coming back for more products (due to customer service treatment) and also telling their friends, family, coworkers, etc of BBI. Going back to the training and learning aspect, I believe realistic and scenario based training might be in the most beneficial for its employees. Walmart for example, has a robust virtual reality training program that allows its employees to interact and engage with "what would you do" scenarios. “Walmart is using virtual reality, otherwise known as VR, in multiple ways, such as preparing employees for the commotion when customers swarm stores on Black Friday and evaluating how workers respond to angry shoppers. Additionally, VR is being used to ascertain which employees have the skills to fill middle management positions” (Lewis, 2019). With this avenue of approach, the use of the younger generation will feel more accustomed to their job with BBI.
Your Thoughts
Steve
Lewis, N. (2019, August 16). Walmart revolutionizes its training with virtual reality. SHRM. Retrieved February 21, 2022, from https://www.shrm.org/resourcesandtools/hr
topics/technology/pages/virtual-reality-revolutionizes-walmart-training.aspx
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2nd Colleague post – Ashley Lampert
Ashley Lampert
W3 Discussion
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According to the textbook, high metacognition is crucial for supporting focus and determining the steps or decisions required to achieve a desired outcome (Clark, 2008). 49% of sales associates at Bling-Bling Inc. stated this was their first job. Bling-Bling Inc. must clearly communicate the goals and expectations to sales associates during orientation and training programs to increase performance, direction, and motivation. Sales associates who understand the corporation’s strategy, can help foster innovation throughout the company and increase self-regulation (Clark, 2008). Additionally, cognitive factors to consider in the training design include content complexity, learner experience, presentation speed, and the instructional methods used (Clark, 2008). These factors can influence a learners’ cognitive load and the ability to retain information into working memory.
Based on the analysis of learning needs, the low-tech training solution should incorporate a blended learning system. The trainings would combine classroom sessions, online learning, and on-the-job experience to increase engagement and expertise levels. For example, global software provider, Computer Associates, uses a blended approach through combining e-learning, in-person, and additional resources for employee training (Morton, 2008). CA states the learning approach has transformed the company from a “product provider to a strategic partner,” as well as provided easy implementation, cost-effective delivery, and 24/7 availability to learning content (Morton, 2008, p. 85).
Members will be required to complete a classroom session covering orientation. The orientation will meet learning needs by establishing expectations, business operations, reporting procedures, and emergency procedures. This will be delivered via lecture with additional tools such as PowerPoint, surveys, and job aids.
Online trainings will help educate and familiarize the members with company products. If members are confident and knowledgeable about products, they will be engaged and provide expert service. Online trainings would be delivered via a learning management system (LMS). According to Michelle Sullivan, a senior director of marketing, LMS can “ensure compliance and minimize risk,” as well as provide a “worthwhile investment from a budget perspective” (Sapp, 2019, p. 30). This would allow members to practice scenarios in the form of gamification. As stated, members do not know how to deal with specific emergency situations. Gamification would allow members to practice and receive feedback regarding their selections.
As stated, most members are often bored and don’t know what to do. If the kiosk computer offers online training courses, members could access and complete required training during downtime. The computers should also have access to the internet to allow members to view product information, inventory, and competitor prices. Additionally, an internal communication system such as Skype for Business, would allow members located at different kiosks to ask questions and receive support.
Lastly, on-the-job training is imperative for ensuring members know how to use the technology appropriately. Bling-Bling Inc. should purchase work phones for all members to enhance communications and ensure safety. Some additional considerations include providing incentives to encourage members to reach sales expectations, as well as increase performance and motivation levels. The company could offer bonuses or promotions for those who complete advanced online trainings, reach sales targets, or perform exceptionally.
References
Clark, R. C. (2008). Building expertise: Cognitive methods for training and performance improvement. Blackboard (3rd ed.). Pfeiffer. Retrieved February 11, 2022, from https://granthamsaas.blackboard.com/ultra/courses/_22554_1/cl/outline?legacyUrl=~2Fwebapps~2Fblackboard~2Fcontent~2FlistContent.jsp%3Fcourse_id%3D_22554_1%26content_id%3D_2149734_1%26mode%3Dreset.
Morton, K. (2008). Blended Learning Helps Sales Staff Become FINANCIALLY KNOWLEDGEABLE. T+D, 62(4), 84–85.
Sapp, A. (2019). Compliance Training Cannot Succeed without an LMS. Chief Learning Officer, 18(7), 30–31.
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