As an organizational leader, what strategies would you implement to ensure that each issue is addressed appropriately within your organization?
As a manager, what role would training have in your departmental strategy?
Predict ramifications for failure to address these social issues in the workplace.
In today’s workforce there are a number of serious social issues that appear in the work environment that should be addressed immediately. Serious issues include diversity, sensitivity, sexual harassment, discrimination, fairness and equity in hiring and advancement, accommodation of individuals with disabilities as well as safety training.
Why are these issues of critical importance in the workplace?
For this scenario consider the organization that you are currently employed with. You are responsible for developing training programs to address training needs. At the completion of every program, you conduct an evaluation to determine if the training was effective in terms of changes in attitudes and improvements in job performance. The company has experienced financial difficulties in the last three years. Thus, to save money the CEO decides that evaluation of the training process is no longer a priority. From the CEO’s perspective, no one really cares about training evaluation and in most cases there is nothing to evaluate. As the trainer you know that the CEO is not correct.
Therefore, you decide to challenge the CEO’s misconceptions. What counterarguments would you present to support your premise that training evaluation is a necessary component of an effective training program and what the data is used for does matter? If the CEO’s position remains the same, how might failure to evaluate training processes cause problems with the organization in the long-term?
