Reviewing Important Concepts
1. Explain the purpose and benefits of an effective onboarding process for new
employees. (LO 1, 2)
Onboarding helps new employees go through the passages of coming from outside the
2. What are the similarities and differences between training and development? (LO 5, 6, 7,
8, 9)
Training is more present-day oriented; it focuses on individuals’ current jobs, enhancing
those specific skills and abilities needed to immediately perform their jobs. Development
3. Explain the purposes of the employee handbook and what it should include. (LO 4)
4. How does the ADDIE model of training design connect training with strategy? (LO
5)
Jobs are designed to fulfill organizational goals and strategy. Training is designed to
5. Why is evaluation of training effectiveness necessary? (LO 7)
Training effectiveness should be evaluated for several reasons. First, the benefits gained
by training programs must outweigh the costs. Second, training cannot be improved
unless its effectiveness is evaluated. Evaluation is a fact of life for operational divisions
6. Explain the differences in philosophy of the Calm Waters and White-Water Rapids
views of change. (LO 9)
The Calm Waters metaphor says that successful change requires unfreezing the status
quo, changing to a new state and refreezing the new change to make it permanent. The
status quo can be considered an equilibrium state. In contrast, the White Water Rapids
Evaluating Alternatives
7. Describe what a socialization program might look like if management desired
employees who were innovative and individualistic. (LO 1, 2)
Let the class play with this. Notions of individuality and creativity are important. The
idea that the socialization should be consistent with the desired outcomes is important.
The program would not be a formal, cookie cutter, HRM–prepared two–day session.
Possibilities include:
8. Anne and Ed are disagreeing over the content of the employee manual of their new
start-up. Anne wants to keep the content to a bare minimum or have no handbook
at all because a lawyer friend of hers warned her that handbook are often
misinterpreted and can create legal problems. Ed wants a comprehensive handbook
with standardized rules and policies to prevent misunderstandings. Explain if you
would side with Anne or Ed and why. (LO 4)
Anne actually has a few allies. She will find that if no handbook is provided, managers
will need to coordinate policies and procedures with each other and provide
Ed has a stronger case. When managers and employees have a thorough understanding of
policies and procedures, misunderstandings and misconceptions are less likely to occur.
Research and Communication Skills
These activities require students to research a topic and report the findings to the instructor or the
class. They can be assigned to either individuals or groups and are designed to develop critical
thinking, research and presentation skills necessary for HR. Grading can be simplified by using
the grading rubric above.
Activity Summaries
9. Students ask to observe an orientation or training session at your institution or another
10. Students search YouTube for short videos that have different cultures. Their thoughts are
Making a Difference: Service Learning Projects
Overview: Service Learning Projects provide students with opportunities to develop and
demonstrate HR skills and build a professional network that will assist in getting a job in HR.
The activities that relate to this chapter on training and development explore the orientation
process for volunteers or new college students. A sample assignment with requirements and
grading materials is available at the front of the Instructor’s Manual and as a download from the
text website.
Case Application 8-A:Training for Kindness
When confronted with complaints about the quality of care, The Director of Nursing and HR
Director at Kindness House Hospice look for ways to reduce their excessively high employee
turnover as a way to reduce the staffing shortage they blame for the problem.
When questioned about their orientation and training problems as a source, the CEO suggests
using the successful onboarding program developed for the medical staff at a pediatrics clinic.
Student questions examine the turnover problem and appropriateness of using the borrowed
onboarding program.
Questions:
1. How should Kim Larson handle the suggestion to use the onboarding program from
Central Pediatrics? What onboarding, socialization, and orientation practices would be
appropriate for new medical staff at Kindness House? (LO 1, 2, 3,4)
The mission and strategy of the organization should be considered when developing an
effective onboarding program. The onboarding program at Central Pediatrics may be
Elements to consider when creating practices and activities for Kindness House onboarding
should include:
New hires should make connections with other employees. Mentors should be
established.
2. Using the ADDIE model of training design, design an employee development program for
the supervisors. (LO 5, 6, 7)
Analyze: Jobs should be designed to align with strategy. HRM should determine how
Design: It appears that although the job is stressful by nature, the staffing problems make it
Develop: Training methods should be selected that are appropriate for the staff. What works
Evaluate: Reduction of turnover and the resulting cost savings can be measured as ROI.
3. Identify the best training methods for teaching the medical staff at Kindness House how to
relate to patients, how to handle stress, correct completion of paperwork, and proper safety
procedures. Explain why you selected each training method. (LO 5, 6, 7)
Methods may include:
4. Research: Find examples of how improved onboarding and training been used to improve
culture, reduce turnover, and increase efficiency in healthcare or other industries.
Summarize your results and include your sources. (LO 1, 2, 7)
Answers will vary.
Case Application 8-B: Leading People at Whirlpool
Supervisors identified as having potential at Whirlpool are invited to participate in a unique
employee development program that involves their managers too.
Questions:
1. Discuss how each of the levels in Kirkpatrick’s model could be applied to the
Leading People supervisor training. Explain which would be the best indicator of
the effectiveness of the program. (LO 7)
Level one measures whether participants liked the training; felt they achieved their
learning goals; how much they liked the trainers; and any suggestions they have for
2. Evaluate the “Closed Loop Learning Method.” Which of the training methods in the
chapter does it seem to incorporate? What training method would you add to the
“Closed Loop Learning Method” and why? (LO 5, 6,7)
3. How do you feel the involvement of the managers influences the success of the
Leading People program? (LO 8, 9)
Including managers helps to keep the supervisors accountable for demonstrating the
4. Apply the concept of the “Learning Organization” to supervisor training at
Whirlpool. How well does the concept describe Whirlpool? (LO 10)
In a learning organization, employees practice knowledge management by continually
5. Research: Find other organizations that have their own “University” to administer
employee training and development. What types of programs do they offer? Who is
invited to attend? (LO 6, 8)
Many organizations have supervisor, manager or executive training and development
Online Case Application 8 – C: TEAM FUN
Questions:
1. Explain to Kenny and Norton why employee onboarding and socialization is necessary
(or not necessary) for the new TEAM FUN! store. (LO 1, 2, 3)
2. What orientation activities do you recommend? Who should be involved? (LO 3)
3. What should be considered as Tony and Bobby design training for the new employees.
(LO 5, 6, 7)