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HRM326T Week 5 Apply Assignment

by adminin on March 30, 2021
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Choose Your Desired Option(s)

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ENV100T Week 4, RES720 Week6, RES720 Week5, RES720 Week4, RES720 Week3, RES720 Week2, RES720 Week1, MFCC556 Week 6, MFCC556 Week5, MFCC556 Week 5, MFCC556 Week4, MFCC556 Week 4, MFCC556 Week3, MFCC556 Week 3, MFCC556 Week2, MFCC556 Week 2, MFCC556 Week 1, OPS350 Week 5, OPS350 Week 4, OPS350 Week 3, OPS350 Week 2, OPS350 Week 1, HRM300T Week 5, HRM300T Week 4, HRM300T Week 2, HRM300T Week 1, DOC741 Week 6, DOC741 Week 5, DOC741 Week 4, DOC741 Week 2, DOC741 Week1, DOC741 Week 1, HSN575 Week8, HSN575 Week 8, HSN575 Week 7, HSN575 Week 6, HSN575 Week 3, HSN575 Week 2, LDR531 Week4, NSG511 Week 6, MBA5001 Week 5, MBA5001 Week5, MBA5001 Week 4, MBA5001 Week4, MBA5001 Week 3, MBA5001 Week3, MBA5001 Week 2, MBA5001 Week2, MBA5001 Week1, MBA5001 Week 1, PSY211 Week 5, PSY211 Week 4, PSY211 Week 3, PSY211 Week 2, PSY211 Week 1, DOC720R Day3, BSA375 Week 5, BSA375 Week 4, BSA375 Week2, BSA375 Week 2, CMGT445 Week 5, CMGT445 Week 4, CMGT445 Week 3, CMGT445 Week 1, BSA412 Week 5, BSA412 Week5, BSA412 Week4, BSA412 Week 4, BSA412 Week 3, BSA412 Week2, BSA412 Week 2, BSA412 Week 1, CMGT420 Week 5, CMGT420 Week5, CMGT420 Week4, CMGT420 Week 4, CMGT420 Week 3, CMGT420 Week3, CMGT420 Week2, CMGT420 Week 2, RES710 Week8, RES710 Week7, RES710 Week6, RES710 Week5, RES710 Week4, RES710 Week3, RES710 Week2, LDR711A Week 7, LDR711A Week 5, LDR711A Week 3, CPMGT300 Week 5, LAW531T Week 6, LAW531T Week 5, LAW531T Week 4, LAW531T Week 3, LAW531T Week 2, ISCOM383 Week 4, ISCOM383 Week 3, ISCOM383 Week 2, ISCOM383 Week 1, HRM531 Week 2, CNSL556 Week 3, CNSL556 Week 2, STR581 Week 6, STR581 Week3, HSN565 Week5, MGT312T Week 5, MGT312T Week 4, MGT312T Week 3, FIN571 Week 5, LDR726 Week8, LDR726 Week 8, LDR726 Week 7, LDR726 Week 6, LDR726 Week4, LDR726 Week 5, LDR726 Week 4, LDR726 Week 2, LDR726 Week 1, CCMH515CA Week 8, CCMH515CA Week6, CCMH515CA Week 6, CCMH515CA Week 4, CCMH515CA Week 3, CCMH515CA Week 2, CCMH515CA Week 1, LEA5125 Week 1, ENT588 Week 3, CCMH548 Week 6, CCMH548 Week6, CCMH548 Week5, CCMH548 Week 5, CCMH548 Week 3, CCMH548 Week 2, CCMH548 Week 1, CCMH544 Week 8, CCMH544 Week 7, CCMH544 Week 6, CCMH544 Week 5, CCMH544 Week 4, CCMH544 Week 3, CCMH544 Week 2, CCMH544 Week 1, GEN480 Week 5, GEN480 Week4, GEN480 Week 4, GEN480 Week 3, GEN480 Week 2, GEN480 Week1, GEN480 Week 1, ACC492 Week 5, ACC492 Week5, ACC492 Week 4, ACC492 Week4, ACC492 Week3, ACC492 Week 3, ACC492 Week 2, ACC492 Week2, ACC492 Week1, OPS571 Week1, OPS571 Week 2, OPS571 Week3, OPS571 Week4, OPS571 Week 6, REL133 Week4, REL133 Week3, REL133 Week2, REL133 Week1, HUM150 Week 5, HUM150 Week 4, HUM150 Week 3, HUM150 Week 1, HUM150 Week 2, HSN570 Week 5, HSN570 Week 4, HSN570 Week 3, HSN570 Week 2, HSN570 Week 1, HSN565 Week 6, HSN565 Week 5, HSN565 Week 3, HSN565 Week 2, HSN565 Week 1, MGT420 Week 5, MGT420 Week 3, MGT420 Week 1, DOC720R Day 3, DOC720R Day 2, DOC720R Day 1, RES710 Week 8, RES710 Week 7, RES710 Week 6, RES710 Week 5, RES710 Week 4, RES710 Week 3, RES710 Week 2, RES710 Week 1, RES709 Week 8, RES709 Week 7, RES709 Week 6, RES709 Week 5, RES709 Week 4, RES709 Week 3, RES709 Week 2, RES709 Week 1, COMM110 Week5, COMM110 Week 2, COMM110 Week1, COMM400 Week 5, COMM400 Week4, COMM400 Week 4, COMM400 Week 2, COMM400 Week1, COMM400 Week 1, CPMGT305 Week 5, CPMGT305 Week 4, CPMGT305 Week 3, CPMGT305 Week 2, CPMGT305 Week 1, CPMGT302 Week 5, CPMGT302 Week 4, CPMGT302 Week 3, CPMGT302 Week 2, CPMGT302 Week 2, CPMGT302 Week 1, CPMGT301 Week 5, CPMGT301 Week 4, CPMGT301 Week 2, CPMGT301 Week 1, GBM380 Week 4, GBM380 Week 2, QNT351 Week 1, ETH316 Week 3, ETH316 Week2, ETH316 Week 2, ETH316 Week 1, DOC788 Week 2, DOC788 Week 1, LDR736 Week 8, LDR736 Week 7, LDR736 Week 6, LDR736 Week 4, LDR736 Week 3, LDR736 Week 2, LDR736 Week 1, DOC723 Week 6, DOC723 Week 5, DOC723 Week 4, DOC723 Week 3, DOC723 Week 2, DOC723 Week 1, ORG727 Week 8, ORG727 Week 5, ORG727 Week 4, ORG727 Week 3, ORG727 Week 2, ORG727 Week 1, MGT726 Week 7, MGT726 Week 4, MGT726 Week 3, MGT726 Week 1, RES720 Week 8, RES720 Week 7, RES720 Week 6, RES720 Week 5, RES720 Week 4, RES720 Week 3, RES720 Week 2, RES720 Week 1, MHA516 Week 6, MHA516 Week 5, MHA516 Week 4, MHA516 Week 3, MHA516 Week 2, MHA505 Week 6, MHA505 Week 5, MHA505 Week 4, MHA505 Week 3, MHA505 Week 2, CCMH535 Week 6, CCMH535 Week 4, CCMH535 Week 2, CCMH535 Week 1, CCMH525 Week 7, CCMH525 Week 6, CCMH525 Week 4, CCMH525 Week 3, CCMH525 Week 2, CCMH525 Week 1, CCMH551 Week 6, CCMH551 Week 5, CCMH551 Week 4, CCMH551 Week 3, CCMH551 Week 2, CCMH551 Week 1, HCS499 Week 4, HCS499 Week3, HCS499 Week 3, HCS499 Week 2, ENG313 Week 2, ENG313 Week1, ENG313 Week 1, PSY420 Week5, PSY420 Week 5, PSY420 Week 4, PSY420 Week3, PSY420 Week 3, PSY420 Week 2, PSY420 Week 1, PSY410 Week 5, PSY410 Week 3, PSY410 Week 2, PSY410 Week1, PSY410 Week 1, MKT440 Week 5, MKT440 Week 4, MKT440 Week 3, MKT440 Week 1, MGT373 Week 5, MGT373 Week 4, MGT373 Week 3, MGT373 Week 2, MGT373 Week 1, MGT411 Week 5, MGT411 Week 3, MGT411 Week 2, MGT411 Week 1, OPS571 Week 5, OPS571 Week 4, OPS571 Week 1, MKT593 Week 4, MKT593 Week 2, MKT593 Week 1, MKT562 Week 4, MKT562 Week 3, MKT562 Week 2, MKT562 Week 1, MKT544 Week 5, MKT544 Week 4, MKT544 Week 3, MKT544 Week 1, MKT554 Week 4, MKT554 Week 2, MKT554 Week 1, GLG220 Week5, GLG220 Week4, GLG220 Week2, GLG220 Week1, ENT588 Week5, ENT588 Week 5, ENT588 Week 4, ENT588 Week3, ENT588 Week2, ENT588 Week1, MFCC551CA Week8, MFCC551CA Week7, MFCC551CA Week6, MFCC551CA Week5, MFCC551CA Week4, MFCC551CA Week3, MFCC551CA Week2, MFCC551CA Week1, CCMH506 Week7, CCMH506 Week6, CCMH506 Week5, CCMH506 Week4, CCMH506 Week3, CCMH506 Week2, CCMH506 Week1, CCMH504 Week6, CCMH504 Week5, CCMH504 Week4, CCMH504 Week1, CCMH510 Week5, CCMH510 Week3, CCMH510 Week2, CCMH510 Week1, FIN571 Week5, FIN571 Week2, BIS221T Week 5, ENV100T Week 2, ENG223 Week5, ENG223 Week4, ENG223 Week3, ENG223 Week 2, ENG223 Week2, ENG223 Week1, PHL458 Week5, PHL458 Week4, PHL458 Week3, PHL458 Week2, PHL458 Week1, HST175 Week5, HST175 Week4, HST175 Week3, HST175 Week2, HST175 Week1, POL115 Week 3, POL115 Week1, POL115 Week2, HUM105 Week3, HUM105 Week2, HUM105 Week1, SOC100 Week4, SOC100 Week3, SOC100 Week2, SOC100 Week1, PSY203 Week 5, PSY203 Week4, PSY203 Week 4, PSY203 Week3, PSY203 Week 3, PSY203 Week 2, PSY203 Week 1, FIN486 Week4, FIN486 Week 2, SCI201 Week2, SCI201 Week 1, SCI201 Week1, FIN366 Week5, FIN366 Week 5, FIN366 Week4, FIN366 Week 4, FIN366 Week3, FIN366 Week 3, FIN366 Week2, FIN366 Week 2, FIN366 Week1, FIN366 Week 1, FIN419 Week 1, ISCOM476 Week5, ISCOM476 Week3, ISCOM374 Week 5, ISCOM374 Week4, ISCOM374 Week 3, ISCOM374 Week3, ISCOM374 Week2, ISCOM473 Week5, ISCOM473 Week4, ISCOM473 Week2, ISCOM473 Week1, ISCOM424 Week5, ISCOM424 Week4, ISCOM424 Week3, ISCOM424 Week 2, ISCOM424 Week2, ISCOM424 Week1, ARTS125 Week5, ARTS125 Week3, ARTS125 Week2, ARTS125 Week1, HRM498 Week5, HRM498 Week4, HRM498 Week3, HRM498 Week 2, HRM498 Week2, HRM498 Week1, BIS221T Week2, BIS221T Week1, MTH216 Week3, MTH216 Week2, PSY405 Week5, PSY405 Week 3, PSY405 Week3, PSY405 Week2, PSY405 Week1, PSY110 Week 5, PSY110 Week 4, PSY110 Week 3, PSY110 Week2, PSY110 Week1, CJS201 Week 2, CJS201 Week5, CJS201 Week4, CJS201 Week3, CJS201 Week2, CJS201 Week1, ACC491 Week5 team, ACC491 Week5, ACC491 Week 4, ACC491 Week4, ACC491 Week 3, ACC491 Week3, ACC491 Week 1, ACC491 Week1, ECO365 Week1, COMM315 Week5, COMM315 Week4, COMM315 Week3, COMM315 Week2, COMM315 Week1, SOC262 Week5, SOC262 Week4, SOC262 Week3, SOC262 Week2, SOC262 Week1, MGT230 Week 5, MGT230 Week 4, MGT230 Week5, MGT230 Week4, MGT230 Week3, MGT230 Week2, MGT230 Week1, MKT421 Week5, MPA533 Week 5, MPA533 Week 4, MPA533 Week 3, HRM310 Week 5, HRM310 Week5, HRM310 Week4, HRM310 Week3, HRM310 Week2, HRM310 Week1, HRM324 Week5, HRM324 Week4, HRM324 Week3, HRM324 Week2, HRM324 Week1, MGT418 Week 5, MGT418 Week5, MGT418 Week4, MGT418 Week3, MGT418 Week2, MGT418 Week 1, MGT418 Week1, HSN560 Week6, HSN560 Week5, HSN560 Week4, HSN560 Week3, HSN560 Week2, HSN560 Week1, FIN422 Week 5, FIN422 Week 4, FIN422 Week5, FIN422 Week4, FIN422 Week3, FIN422 Week2, FIN422 Week1, FIN402 Week5, FIN402 Week4, FIN402 Week3, FIN402 Week2, FIN402 Week1, IT200 Week 4, IT200 Week5, IT200 Week4, IT200 Week3, IT200 Week2, IT200 Week 1, GEO180 Week 4, GEO180 Week5, GEO180 Week4, GEO180 Week3, GEO180 Week 2, GEO180 Week2, GEO180 Week1, ISCOM305 Week 5, ISCOM305 Week5, ISCOM305 Week 2, GEN201 Week 5, GEN201 Week 4, GEN201 Week 3, MGT445 Week5, MGT445 Week4, MGT445 Week3, MGT445 Week2, MGT445 Week1, MPA533 Week 6, MPA533 Week5, MPA533 Week2, MPA593 Week6, MPA593 Week5, MPA593 Week4, MPA593 Week3, MPA593 Week2, MPA593 Week1, MPA583 Week6, MPA583 Week5, MPA583 Week4, MPA583 Week3, MPA583 Week2, MPA583 Week1, MPA563 Week6, MPA563 Week5, MPA563 Week4, MPA563 Week3, MPA563 Week2, MPA563 Week1, PSY360 Week5, PSY360 Week4, PSY360 Week3, PSY360 Week2, PSY360 Week1, HM475 Week 4, HM475 Week5, HM475 Week4, HM475 Week3, HM475 Week2, HM475 Week1, MPATM543 Week6, MPATM543 Week5, MPATM543 Week4, MPATM543 Week3, MPATM543 Week2, MPATM543 Week1, MPA573 Week 3, MPA573 Week6, MPA573 Week5, MPA573 Week4, MPA573 Week3, MPA573 Week2, MPA573 Week1, MPA543 Week6, MPA543 Week5, MPA543 Week4, MPA543 Week3, MPA543 Week2, MPA543 Week1, HRMPA533 Week6, HRMPA533 Week5, HRMPA533 Week4, HRMPA533 Week3, HRMPA533 Week2, HRMPA533 Week1, LAWPA513 Week 5, LAWPA513 Week6, LAWPA513 Week5, LAWPA513 Week4, LAWPA513 Week3, LAWPA513 Week2, LAWPA513 Week1, HSN525 Week8, HSN525 Week7, HSN525 Week6, HSN525 Week5, HSN525 Week4, HSN525 Week3, HSN525 Week2, HSN525 Week1, NSG550 Week6, NSG550 Week5, NSG550 Week4, NSG550 Week3, NSG550 Week2, NSG550 Week1, MPA533 Week6, MPA533 Week5, MPA533 Week4, MPA533 Week3, MPA533 Week2, MPA533 Week1, NSG513 Week6, NSG513 Week5, NSG513 Week4, NSG513 Week3, NSG513 Week2, NSG513 Week1, NSG512 Week 6, NSG512 Week6, NSG512 Week5, NSG512 Week4, NSG512 Week3, NSG512 Week2, NSG512 Week1, NSG511 Week6, NSG511 Week5, NSG511 Week4, NSG511 Week3, NSG511 Week2, NSG511 Week1, HCS529 Week5, HCS529 Week4, HCS529 Week3, HCS529 Week2, HCS529 Week1, HCS535 Week6, HCS535 Week5, HCS535 Week4, HCS535 Week3, HCS535 Week2, HCS535 Week1, HCS552 Week6, HCS552 Week5, HCS552 Week4, HCS552 Week3, HCS552 Week2, HCS552 Week1, PSY340 Week 2, PSY340 Week5, PSY340 Week4, PSY340 Week3, PSY340 Week2, PSY340 Week1, PSY335 Week 2, PSY335 Week5, PSY335 Week4, PSY335 Week3, PSY335 Week2, PSY335 Week1, ETH120 Week5, ETH120 Week4, ETH120 Week 4, ETH120 Week2, ETH120 Week1, DOC705R Day 2, DOC705R Day5, DOC705R Day4, DOC705R Day3, DOC705R Day2, DOC705R Day1, MGT314 Week5, MGT314 Week4, MGT314 Week 4, MGT314 Week2, MGT314 Week1, SOC333 Week 1, SOC333 Week5, SOC333 Week4, SOC333 Week3, SOC333 Week2, SOC333 Week1, PSY310 Week 5, PSY310 Week5, PSY310 Week4, PSY310 Week3, PSY310 Week2, PSY310 Week1, PSY305 Week5, PSY305 Week4, PSY305 Week3, PSY305 Week2, PSY305 Week1, COMM102 Week5, COMM102 Week4, COMM102 Week3, COMM102 Week2, COMM102 Week1, PSY245 Week 4, PSY245 Week 3, PSY245 Week5, PSY245 Week4, PSY245 Week3, PSY245 Week2, PSY245 Week1, PSY215 Week 5, PSY215 Week5, PSY215 Week4, PSY215 Week3, PSY215 Week2, PSY215 Week1, MPA553 Week6, MPA553 Week5, MPA553 Week4, MPA553 Week3, MPA553 Week2, ACC574 Week6, ACC574 Week5, ACC574 Week4, ACC574 Week3, ACC574 Week2, ACC574 Week1, QNT562 Week6, QNT562 Week5, QNT562 Week4, QNT562 Week3, QNT562 Week2, QNT562 Week1, BIS320 Week 4, BIS320 Week 3, BIS320 Week5, BIS320 Week4, BIS320 Week3, BIS320 Week2, BIS320 Week1, PSY250 Week1, PSY250 Week5, PSY250 Week4, PSY250 Week3, PSY250 Week2, LTC310 Week5, LTC310 Week4, LTC310 Week3, LTC310 Week2, CPMGT300 Week5, CPMGT300 Week4, CPMGT300 Week3, CPMGT300 Week2, CPMGT300 Week1, SOC315 Week5, SOC315 Week4, SOC315 Week 3, SOC315 Week3, SOC315 Week2, SOC315 Week1, LTC328 Week5, LTC328 Week3, LTC328 Week2, LTC315 Week4, LTC315 Week3, LTC315 Week2, ACC561 Week6, ACC561 Week 3, ACC561 Week3, ACC561 Week2, ACC561 Week1, QRB501 Week4, QRB501 Week2, HCS433 Week3, HCS433 Week2, HCS437 Week5, HCS437 Week4, HCS437 Week3, HCS437 Week2, HCS465 Week5, HCS465 Week3, HCS465 Week 2, HCS465 Week2, HCS451 Week5, HCS451 Week3, HCS451 Week2, HCS483 Week4, HCS483 Week 4, HCS483 Week 3, HCS483 Week3, HCS457 Week 5, HCS457 Week5, HCS457 Week4, HCS490 Week5, HCS490 Week 4, HCS490 Week4, HCS490 Week2, HCS385 Week 5, HCS385 Week5, HCS385 Week4, HCS385 Week3, POL215 Week5, POL215 Week 3, POL215 Week2, POL215 Week1, HST206 Week 5, HST206 Week4, HST206 Week3, HST206 Week1, LDR531 Week6, LDR531 Week 5, LDR531 Week5, LDR531 Week4, LDR531 Week 3, LDR531 Week3, LDR531 Week2, LDR531 Week1, HRM531 Week5, HRM531 Week4, HRM531 Week2, HRM531 Week1, HST276 Week5, HST276 Week4, HST276 Week3, HST276 Week1, ENG135 Week4, ENG135 Week5, ENG135 Week3, ENG135 Week 3, ENG135 Week2, ENG135 Week1, SOC110 Week5, SOC110 Week4, CJA345 Week1, CJA345 Week2, CJA345 Week 2, CJA345 Week3, CJA345 Week 3, CJA345 Week4, CJA345 Week 4, CJA345 Week5, CJA345 Week 5, MGT448 Week 4, MGT448 Week 3, MGT448 Week5, MGT448 Week4, MGT448 Week3, MGT448 Week2, MGT448 Week1, ISCOM305 Week 4, ISCOM305 Week 3,ISCOM305 Week 2, ISCOM305 Week5, ISCOM305 Week4, ISCOM305 Week3, ISCOM305 Week2, ISCOM305 Week1, PSY280 Week4, PSY280 Week3, PSY280 Week2, PSY280 Week1, PSY280 Week5, PSY280 Week5, PSY225 Week 5, PSY225 Week 4, PSY225 Week5, PSY225 Week4, PSY225 Week3, PSY225 Week2


Most of the supervisors at Avondale Industries were promoted from within the company and were high performing individuals in their previous positions. However, managing people requires a different skill set. HR wants to build new supervisors’ skills to manage people, purpose, and performance, and set them up for success right from the start, but the training is quite extensive and expensive. How can HR best identify which supervisors need the training and which do not?

  • Interviewing the supervisors and observing their interpersonal skills will inform the HR staff immediately about which supervisors need the training.
  • Conducting a person analysis will help identify individuals whose behaviors do not meet standard performance requirements and then provide them with appropriate training.
  • HR should review the supervisors’ past performance appraisals for information about their management skills as well as their ability to manage conflict.
  • HR should talk to the supervisors’ bosses and ask them to provide an assessment of the supervisors’ skills and ability to get along with people.

Avondale Industries’ training and development office met with upper management to determine what next year’s needs and goals of the company were. The office then went to work on designing and developing training that would help the company train its employees to reach the company’s goals. The team was enthusiastic about its training courses and sent out an email listing the schedule and topics, but when the first two training sessions were offered, most managers chose not to send any of their employees. Which statement best explains what the trainers should have done that would have helped increase participation?

  • The trainers should have consulted with the supervisors to coordinate the training schedule with the production schedule.
  • The trainers should have provided an incentive to participate, either to the supervisors or the employees.
  • The trainers should have clearly communicated the purpose of training and how it ties to the company’s goals and vision. Managers and their employees would then participate.
  • The trainers should have indicated to employees that the trainings were mandatory because development of the course was driven by upper management.

The onboarding process for the marketers at Avondale Industries has been identified as the first to undergo a major revision. The marketing department wants the initial two-day training to be engaging, interactive, and impactful. In designing the program, the training team identified four activities for the training program.

lectures from the company’s best marketers and upper management (kind of like TED talks)
break-out sessions where experienced marketers team up with new employees to complete hands-on projects
e-learning that has to be completed before meeting in person
video training (stored on the company’s YouTube channel), with videos that answer FAQs, how-to videos, and videos that provide information about current marketing trends

Why did the trainers include diverse activities in the training?

  • The diverse activities help the transfer of learning by reinforcing what the employees will be doing in their day-to-day jobs.
  • The different activities enhance the training and is in keeping with the original request to make the training engaging, interactive, and impactful.
  • The training activities help people learn by observing the experiences of others so they can model their behavior after those who model correct behavior.
  • Because people have different learning styles, the trainers have included different activities to meet the needs of a diverse group of people.

The production site of the avionics division of Avondale Industries in Tucson, AZ, close to the US-Mexican border, relies heavily on workers who have immigrated from Mexico. Over the years as the company has added more automation on the production line, the company has found that many of its frontline workers, who have an excellent work ethic, lack the basic reading and math skills needed to solve problems that arise. To address the issue, the company contracted with an online educational software company to improve the employees’ literacy and quantitative skills. Employees who successfully pass courses receive subsequent bumps in salary and promotions. Which of the following statements best explains why the training has been successful?

  • Because the training has improved employees’ literacy and quantitative skills on the job, they have been able to use these skills to improve their family and community contributions.
  • The employees are able to pace themselves through the online learning platform and learn at the speed that works for them individually.
  • Improving oneself is something that all people want to do. Having the company provide such an opportunity is powerful and impactful to the employees.
  • The employees are motivated to learn because they can clearly see the benefits for themselves and the company.

Avondale Industries’ unmanned vehicle site in Fort Lauderdale, FL, has been operating for two years with great success. However, the unmanned vehicle site in Denver, CO, which has been in operation for the same amount of time, has struggled with high turnover and a higher level of defective parts. Managers and employees at both sites were surveyed, and the results showed that the manager in Fort Lauderdale was very effective at motivating her employees, addressed issues promptly and appropriately, and set challenging but realistic expectations. However, the employees in Denver reported that their manager struggled with issues stemming from lack of communication and lack of support. The manager wants to keep his job and is willing to participate in training. Which of the following statements best explains what the trainer can do to help the manager improve?

  • The trainer should provide the supervisor with articles that he can read to teach him about how he can better engage with his employees.
  • Helping the supervisor improve should start with the trainer reviewing his performance appraisals and identifying management skills in which he is weak.
  • The trainer should establish learning objectives with the manager that focus on changing his behavior so he can better communicate and support his employees.
  • The trainer can connect the supervisor with his counterpart in Denver so he can learn what she does with her employees that is so successful.

Avondale Industries’ senior management team has worked hard to define company values and provide an inspiring strategic direction. Members of the team have identified a need for training for themselves in the following skills: change management, communication, strategy development and alignment, and team leadership. The Chief Human Resources Officer (CHRO) has asked the training and development office to submit a proposal on how the senior team can best be trained over a short period of time. Which of the following proposals might best address the training needs of the company leaders?

  • Using an external trainer can bring in an outside perspective and provide honest feedback without fear of someone’s career being hurt.
  • Engaging an external trainer for the executives will allow the training and development office to focus on training for which they are more qualified, since they are not executives themselves.
  • Because the time frame for training is limited, having a company trainer provide the instruction will be more efficient.
  • An internal trainer will understand the company better and will know best which executives need to change their behavior, which they can point out during the training.

Avondale Industries just hired a new trainer, a recent graduate from a prestigious master’s program in human resources. After two weeks on the job, he was sent to conduct a training session for new HR employees in Avondale’s two sites in Texas. Feedback from the training revealed the training was poorly received, and the trainer especially received negative feedback. The new trainer was highly recommended by the university (Avondale recruits there regularly), and so the company does not want to dismiss him because of one failed attempt. Which option is best for the company to do to help this new trainer improve and have a successful career?

  • The training and development office can provide opportunities to sit in on other training programs to learn from those who are more experienced and successful.
  • Because a company invests so much in new hires, the company should be careful about what is said to the employee in case additional negative feedback causes him to quit.
  • The training and development office can work with the new employee and his university to identify areas that could be improved in the curriculum to address these shortcomings.
  • Because the trainer had one negative experience does not mean that it will happen again. The company should have him keep trying until he learns and does better.

The training provided for new accountants at Avondale Industries was not as successful as training provided for other areas in the company. When the HR department reviewed the training, it was discovered that the accountants were trained off-site so as to not interrupt the flow of business in the office. The training was very similar to a college lecture course, with a senior accountant sharing knowledge via a PowerPoint presentation. Which statement best explains how the training could be improved?

  • Making the training as similar as possible to what the accountants would encounter in their jobs would help them transfer their learning more rapidly and effectively.
  • The training could be improved by including the supervisors of the new employees so they will feel more accountable for their learning.
  • Improving the training should include preparing the accountants so that their expectations would match what is being taught in the training.
  • The training could be improved by replacing the senior accountant with someone who could relate better to the new accountants, who were probably much younger.

Avondale Industries engaged the services of a consultant to help company executives as they developed the company’s strategy plan for the next five years. The consultant, an expert in strategy, insisted that, as part of his assignment, he be allowed to visit the different departments in company headquarters where he could meet with employees and question them about job challenges, company culture, and work climate. The consultant spent two days with frontline employees before meeting with the executives. Which of the following best explains why it was important that the consultant familiarize himself with the company this way?

  • Familiarizing himself with the company helped the consultant understand the challenges the company faced and helped him feel more comfortable about providing guidance and direction.
  • Having been in the trenches, the consultant was able to express the feelings and opinions of the frontline workers more effectively to the executives.
  • Because the executives knew the consultant was familiar with the company, they felt he better understood their challenges and could more effectively direct the strategic discussion.
  • Because the consultant was more familiar with the company, he was able to target the areas in which he was expert and provide insight and feedback for improvement in those areas.

Avondale Industries spent thousands of dollars for three of its business analysts to attend an off-site week-long training program. Their boss’s expectations were high for what the analysts would learn and what improvements they would bring back to the company. The analysts came back to the office, reported they had learned a lot, had a good time, and jumped right back into work, which was extremely busy at that time. Their boss, because he too was busy, did not follow up with the analysts until several months later, at which time he asked the analysts to report on how they had implemented what they had learned. They reported that they had made no changes at all and had forgotten most of what they learned. The boss, greatly disappointed, said he was not going to waste resources like that again. How might the analysts have done better with the transfer of learning?

  • The analysts should have set goals to transfer learning and monitored their own progress—identifying and overcoming obstacles for meeting those goals. They would have then been more successful in transferring learning back to their jobs.
  • The analysts should have taken time when they returned, regardless of what was going on in their jobs, to report out to their boss and share with him what they had learned so he could select the learning that might best help the office.
  • The analysts should have been more proactive about sharing their knowledge with their boss and others in the office.
  • Because of this bad experience, not only the analysts but every employee in the office will have to forego future trainings.
  • The boss should have been the one to follow up with the analysts immediately upon their return to discern what knowledge would be most helpful to the office and then encourage the analysts to share what they learned.

Attendance was a problem for the swing shift at Avondale Industries’ Long Beach, CA, site during the summer. The supervisors asked for the training and development office to provide a training session on attendance and why it is important for the company. The trainer who designed the program included four parts.

shared the written attendance policy
set clear attendance expectations as articulated by the supervisors and how the company was impacted by unplanned absences
reminded the employees of the bonus that was given at the end of the year for those who had no unplanned absences
listed the employee support resources for those experiencing personal problems that impacted their attendance

The goal of the training was to reduce absenteeism by 50 percent and increase production by 15 percent. Two months following the training the trainer contacted the swing shift supervisors to see if improvements had been made. The supervisors reported that absenteeism was reduced by 68 percent and their production rate had increased by 21 percent. What conclusion can be drawn from these results?

  • The training goals had been achieved and were more successful than the trainers anticipated.
  • The results were positive, but the training could have been simplified and focused on just what employees were expected to do.
  • The employees responded well to the incentive of the bonus at the end of the year, so the trainers will be sure to include this aspect in future trainings.
  • Because there are too many possible causes for the changes, it is impossible to say that the training was the sole cause of the improvements.

Avondale Industries’ training and development office was trying to assess whether their training for new sales personnel for the avionics division was effective. The office set up training for three of the sites, two in the US and one abroad and did not provide training for the remaining three sites, also two in the US and one abroad. A pretest was given to all new sales personnel in the training as well as to those who were not trained. All other job tasks remained the same, and supervisors were instructed to proceed as normal with onboarding their employees. After a month of training, the performance of the new sales personnel in the two groups were compared. Results showed that the sales personnel that were trained outperformed those not trained by 29 percent. Which statement best explains why this experiment was helpful for the training and development office?

  • The experiment allowed the training and development office to determine if the training was effective by mostly ruling out alternative reasons for job improvement.
  • It helped the training and development office by establishing a testable hypothesis about whether the training would be effective, which it was.
  • The experiment helped the training and development office by giving them the ability to compare alternatives.
  • It was helpful for the training and development office to see that the results were positive for those who received the training versus those who did not.

Avondale Industries’ training programs all include various types of evaluation that are administered at different times. Why should the training and development office go to the added effort of evaluating its training programs in multiple ways?

  • Going to the added effort to evaluate the effectiveness of the training program demonstrates to the employees that the company truly cares about their opinions and success.
  • Evaluating training programs in multiple ways will help the trainers know if the participants feel good about what they have learned and think the training is worthwhile.
  • Multiple evaluations allow the trainers to adjust the training to better meet the needs of employees, which might change over time.
  • Conducting evaluations in multiple ways allows the company to measure that behavioral objectives have been achieved and that results are an actual outcome of the training.

About two months prior to retirement, the training and development office at Avondale Industries works with the retiring employees and their managers to develop a plan of how to capture what they know before they leave the company. Why is it important for the company to retain the knowledge these employees have gained over their many years of experience?

  • Gathering the knowledge older employees have gained during their work careers will help younger employees who might want to follow the same career path.
  • Capturing the experience and knowledge of older employees will benefit the company because the employee will leave feeling valued and appreciated.
  • Because the knowledge of older employees will benefit younger workers in the company who may not have the work ethic or organizational capabilities.
  • The critical knowledge of older employees often cannot be easily replaced or recreated, so companies that capture what these employees know will transition easier when they leave.

With the expansion of Avondale Industries to London, Hong Kong, Brisbane, and Bengaluru, the need for cross-cultural training grew as employees moved to work at these sites. The training and development office developed a pre-departure orientation program for employees and their families and engaged a country host who provided in-country training after they arrived. Which statement best explains why is it necessary, and important, to provide these cross-cultural training services for employees moving abroad to work?

  • The cross-cultural training will help the employees and their families more quickly adjust and experience less culture shock in the new country.
  • The training is necessary because the company wants the employees (and families) to be able to take full advantage of the rich cultural experiences offered during the overseas assignment.
  • Employees who receive cross-cultural training have an increased level of motivation and understanding and are more apt to be satisfied with their job assignment.
  • The cross-cultural training is important so employees understand the need to be culturally sensitive and not do anything that would embarrass the company or hurt its reputation.


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  • Released

    March 30, 2021

  • Last Updated

    March 30, 2021