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Reinventing the Wheel at Apex Door

Company

Q1. What do you think of Apexs training process? Could it help


to explain why employees do things their way and if so how?

Answer:

The training process at Apex has no organizational effectiveness. The sole purpose of
any training is to make the new employees familiar to the organizational culture and
values that drive the employees to achieve companys strategic goals. In case of Apex
Door Company, the existing on job training fails to create this desired link between
organizational strategy & employees work attitude. Their training is unstructured,
aimless to some extent and totally pointless in terms of output as the top management
is not receiving the expected behavior from the employees. Furthermore, the absence
of any training manual makes the entire training process weak and ineffective. The
training process is not professionally designed, which is evident from the employees
attitude. For improving the quality of output, the employees should be given effective
trainings. It is the responsibility of the senior management to introduce at least a training
manual that would help the employees in managing their roles and responsibilities
accordingly.

It appears, the employee does things their way because the company clearly does not
have in place a structured training process. Due to the lack of well written manual &
neatly crafted training guidelines, the employees never learned how to do things
properly or what exactly is expected from them, leading to a chaotic work culture in the
first place. Consequently when these bewildered employees were given the task of on
job training to familiarize the new employees they failed to instill the mindset which
could have motivated or made them learn the desired way of doing work. Rather the
incompetent trainers successfully made the new employees more confused and the
subsequent domino effect led to employees to do things their way. The employee
must know what an employer wants them to do and how they want them to do it. If the
employee is left not knowing, then he/she is left to improvise or teach other employees
"their way" of accomplishing tasks.

The Apex Door Company has many flaws in delegating work and it also shows lack of
interest to work from the employees. This is due to the incomplete and unorganized job
description, as well as for the fact that the training lacks standardization. This has
happened due to the haphazard system of working. The case shows that every
employee is approached the same way while training in all departments and is not
trained according to the job profile.

This is the key anomaly which contributes to the laid back attitude of employees and
resistance to change. As Jim Delaney delegates work to the employees they do things
their way which is because of the lax work culture as explained earlier due to the loop
holes in design of work method. It is to be noted, an organizations culture is made up of
all of the life experiences each employee brings to the organization. Moreover, culture is
especially influenced by the organizations founder, executives, and other managerial
staff because of their role in decision making and strategic direction. Apex Door
Company is lagging in these areas, causing undesirable outcomes.
Q2. What role should job descriptions play in training at Apex?

Answer:

Job description set the boundaries of jobs in terms of required knowledge and skills. By
understanding the job description, a trainer can define the leading requirements for new
or transitioning employees. The job description should play a pertinent role in training at
Apex because the job description defines the learning requirements for a new or
transitioning employee

By understanding the job description, a trainer can utilize the information it provides for
designing the training. With this information a tailor made training can be designed and
executed which would be effective for the employee to be more productive, effective
and efficient. The training would benefit all parties involved. Not only the trainee, but
also the trainer can define the learning requirements for new or transitioning employees
by understanding the job description.

Q3. Explain in detail what would you do to improve the training


process at Apex?

Answer:

For improving the training process, a rational approach would be to look into the best
practices. The gold standard here is still the basic analysis-design-develop-implement-
evaluate training process model which has been proved to be very effective over the
years. In case of Apex Door Company a structured approach to improve the training
process would be as follows:

-Analyze the training need


-Design the overall training program

-Develop the Course (By assembling/ documenting/creating appropriate training


materials)

-Evaluate the Courses effectiveness.

We should start our training effort by carefully thinking about the organization's strategic
goals and objectives, our unit's goals and objectives, what work is to be performed, and
the strengths and weaknesses of our staff by thinking carefully about the knowledge
and skills needed to do the job. Next, a current need analysis has to be performed to
know what should be addressed by the training right at this moment. The context and
content of the job should be kept in mind while doing the analysis. Consequently, a task
analysis has to be carried out for analyzing specific job requirement. After gathering all
the information, we need to develop the course by assembling appropriate training
materials. Knowing what a job requires and how well we want it done will give us data to
make training decisions. We should also look at broad performance issues and
opportunities needed to change or improve the organization and the individual
employee's strength and growth opportunities.
An individual "needs assessment" focuses on the specific knowledge, skills, and
abilities required of each employee. Individual needs should be viewed within the
context of strategic goals of the organization in order to ensure professional growth and
development of employees within established career paths. Our servicing human
resources office can direct us to resources to help us assess the individual training
needs of the employees. We would recommend the following suggestions to improve
the training process-
Every position would have a formal written description.

Training procedures would be documented for each position.

Supervisions would be formally accountable for training.

Both Orientation to familiarize and on the job training has to be implemented to for
effectiveness.