Unit IV Case Study
Video: Training (Wilson Learning)Instructions: Read the video case in your textbook,titled "Training (Wilson Learning),"then watch the corresponding video in the Unit Study Guide. Answer 4 of the Discussion Questions on page 251. Be sure to restate each question in your own words before answering in essay format.
Your total assignment response must be at least 400 words in length. You must use at least your textbook to complete
this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style. NO PLAGIARISM
8-20. How does Wilson Learning's "know, show, do" approach fit with the training processes that this chapter described?
8-21. Explain what specific training tools and processes discussed in this chapter you would use to implement a "know, show, do" training approach.
8-22. What do you think of the experimental design Wilson used to assess the call-center training program? How would you suggest the company improve it?
8-23. Discuss four types of technology Wilson could use to deliver training, based on the information in this chapter.
8-24. What are two reasons that Maxene gives for thinking it is important for different learning styles to be recognized?
8-25. How does identifying the intended outcomes of a training shape the training itself?
Course eTextbook Dessler, G. (2015). Human resource management [VitalSource Bookshelf version] (14th ed.).Retrieved from https://online.vitalsource.com/#/books/9781323081716
Chapter 8:Pearson MyLab: Wilson Learning: Training
Pearson Link: http://media.pearsoncmg.com/ph/bp/bp_video_links/2013/mgmt/hrm/hrm_0701_512.html
Please change page numbers- used older version of text.
Wilson's Learning uses "know, show, do" approach to help train employees. This is done by having the new employee first shadow or watch a current employee doing their job, or having a seasoned employee facilitate the new employee's training by telling the new employee what they need to know. Then, the facilitator must show the new employee how it is done, then the new employee must do the work (to confirm their understanding). The process of "know, show, do" fits with the training processes described by Dessler (2015). Dessler suggests to initially make sure new employees feel welcomed, then help the employee understand the organization and culture. The organization must use the analysis-design-develop-implement-evaluate (ADDIE) training process to understand what a new employee must know, then design training to show what must be done, eventually having the new employee implement their ...
This detailed solution answers the case study questions in Desslers (2015) Human Resource Management book about Wilson Learning and training. Includes APA formatted references.