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I have a case for HRD
I have a case for HRD
1 Mid -term Case Analysis Due March 20 th (11:59 pm) Training for Associates at Asurion Technology providers constantly update their products. That’s why technology support companies like Asurion must be knowledgeable about the latest devices. Asurion offers mobile protection, extended warranties, and other technical support and services to t heir clients. Asurion aims to help people “get the most out of their connected lives.” To deliver superior service, the company needs talented frontline associates who serve clients over the phone. In 2015 it became clear that associates needed more trai ning to keep pace with the rapidly advancing technology hitting the market. New associates received three weeks of training covering technical information that was impossible to master in a short timeframe. Recognizing the problem, you , as an HRD professional are invited to design and launch a refresher training program. This program will support the current onboarding program by bridging a gap between new hire training and other development programs. Case Analysis Assume you ar e a HRD professional or training manager and c reate a PowerPoint slide presentation (you may use Canva or any other pla tform ) in which you outline your responses to the following questions. Your responses should be informed by the readings and lectures ; you might use additional resources as well . Your slides should be very clear and a s creative as possible! Slide 1 should include your name and a title (preferably catchy!) for your HRD progra m! Last slide has to be sources . Submit your presentation material (PPTs or P df file) on Blackboard, Under Assignments, look for “Submit Mid -term Case Analysis” on March 20 th 11:59 pm. 1. What needs assessment methods will you use to identify developmental needs of associates at Asurion ? (1-2 slides) (Chapter 4 ) 2. Propose a design for the refresher training program . Imagine that the training needs analysis revealed key needs including quicker call response time and new hires’ ability to use the correct client tools for each call . Your training design must include program/learning objectives, activities, sequence of activities or time/schedule . (1-4 slides) (Chapter 5 ) 3. Which approach (on -the -job training, classroom training, or self -paced training) will you use to implement the training programs you designed for associates ? What are the advantages and disadvantages of your selected approach? (1 -3 slides ) (Chapter 6 ) 4. How will you evaluate the training programs you designed? (1-2 slides) (Chapter 7 ) The best design s/sol utions will be considered for bonus points and a prize! 2 Grading criteria (50 points total) You can earn points for: 1. Proposed Program Content (5 points) – Content clear and detailed and in relation to the readings and lectures . 2. Needs Assessment Proposal (question 1) (10 points) – Clear description of assessment methods . The needs analysis suggested are appropriate and consider more than one source of data collection . 3. Design/Implementation Proposal (question 2 and 3) (20 points) – The proposal clearly address all key areas . Training o bjectives specific and appropriate ; Appropriateness of training approach and activities selected ; Adequacy , sequence, and timing of activities . 4. Evaluation Proposal (Question 4) (10 points) – Evaluation plan and instruments appropriate . Address both reacti on and learning level . 5. Presentation Quality (5 points) – Organized, professional, correct grammar, spelling, and punctuation . Incompleteness – varies depending on what is missing.

  
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