HRM 6623 discussion response influnces and trainability
Please respond to:
Robert W. Moore
Week #2 Discussion Questions
Describe at least three ways that factors in the external environment can influence employee behavior. If you were an HRD professional involved with an action team that was charged with evaluating the likely success of a proposed downsizing of your organization, what factors would you want to consider in making this recommendation? That is, based on what you know of HRD to this point, how can HRD professionals impact the likely success or failure of this action?
The external environment is one of the primary factors that influence employee behavior. Clarity and purpose are the cornerstones of any organizational culture and are integral for employee motivation and retention (Lee & Ha-Brookshire, 2020). Changes in the external environment, such as a drop in the unemployment rate or an increase in the minimum wage, can significantly impact employee behavior. The passage of a new law or tax, for example, can cause a change in the perception of the value of a particular job, which in turn can cause an increase or decrease in the number of people who are interested in applying for a job. This, in turn, can have a significant impact on the behavior of employees. A declining economy, for example, can cause companies to be more strategic about the size of their workforce, which can, in turn, lead to a reduction in the number of employees. Other factors that can influence employee behavior include the adoption of new technologies, such as robots, that can eliminate specific labor-intensive jobs, the growth of a nearby competitor, and the introduction of a new benefit such as a 401(k) plan. Even seemingly minor events, such as a company’s decision to close a branch instead of reducing the size of its workforce, can significantly impact the decision to reduce the size of the workforce. HRD personnel and the organization must maintain an investment in the workforce to ensure future success (Werner, 2017).
Explain the role that trainability plays in the effectiveness of an HRD program or intervention. Briefly describe the options available to assess the trainability of employees.
One of the essential functions of an HRD program or intervention is to train people to perform better on a specific task. In some cases, the training can improve a person’s current skill set, while in other cases, it can train people to perform a new skill set. The role that trainability plays in the effectiveness of an HRD program or intervention is an important consideration. The higher the trainability of a person, the more likely they are to benefit from a training program. This is because a high trainability person is more likely to show improvements on a cognitive ability test, demonstrating their learning ability. Trainability improves their performance on the job, which increases their earnings. The primary goal of an HRD program or intervention is to increase the trainability of the people. Some options to assess employee trainability are technology-based training, simulators, roleplaying, and case studies. Although not all-inclusive, these are just a few of many training processes available to organizations to determine employee trainability. One benefit of technology-based learning is that it allows students to learn the material in a way that best suits their learning style, often leading to a better understanding of the material. As an external training tool, simulations allow individuals to have their skills and knowledge reinforced in a safe environment that does not involve intense competition or individual failure. They have improved safety in various fields, including aviation, vehicle design, and public safety. Roleplaying is a technique communication specialists use to effectively teach employees about their responsibility in building an effective relationship with their audience. It is an engaging method because it combines didactic and experiential learning elements to create a unique learning environment. One of the best ways to develop analytical and problem-solving skills is by doing case studies. Case studies allow students to experience new learning using a hands-on, practical way. They allow employees to focus on the critical parts of a subject and deepen their understanding of the material.
Werner, J. M. (2017). Human resource development: Talent development. Cengage.
Lee, S. H., & Ha-Brookshire, J. E. (2020). In pursuit of corporate sustainability: Factors contributing to employees’ workplace behavior. Journal of Fashion Marketing and Management: An International Journal, 24(2), 235–249. https://doi.org/10.1108/jfmm-09-2019-0203
Read Chapters 2 and 3
Chapter 2 & 3-power points slides attached
Book: Human Resource Development by Jon M. Werner 7th Edition