Avondale Industries’ training and development office met
with upper management to determine what next year’s needs and goals of
the company were. The office then went to work on designing and
developing training that would help the company train its employees to
reach the company’s goals. The team was enthusiastic about its training
courses and sent out an email listing the schedule and topics, but when
the first two training sessions were offered, most managers chose not to
send any of their employees. Which statement best explains what the
trainers should have done that would have helped increase participation?
Avondale Industries’ avionics division asked the training
and development office to assist them in implementing training on new
equipment that would be installed in all sites, including the global
sites. An analysis of the work to be done, as well as what the key tasks
are, was provided to the trainers. The next step was to develop a list
of what was needed for employees to successfully complete the work. The
trainers requested that each site select two of their very best
employees to participate in a few focus groups to help the trainers
design the training. What can the employees contribute to help the
trainers design a more effective training program?
Avondale Industries adopted a new customer relationship
management (CRM) service and first implemented it in its sales and
marketing departments. Upper management is rolling the CRM out to its
other customer-facing departments next (recruiting, customer service,
and business services), and the training and development office has been
asked to arrange the training. Several employees in business services
are highly skeptical of the CRM adoption because they have seen tools
come and go that are supposed to be the latest and greatest in managing
customer relationships to help business grow. The trainers have enlisted
the help of two of the CRM champions, one from sales and one from
marketing, who are passionate about the CRM and are skilled in its use.
They plan on having the employees jump right in and start using the
software to demonstrate how having the right data can create incredible
customer experiences. Why might having the CRM champions help improve
the training experience for the nay-sayers and help them be motivated to
Before providing software training for the engineers at
Avondale Industries’ site in Bengaluru, India, the training and
development office sent out a survey to participants to learn their
career goals. How can this step help improve the training the company
plans to provide for the engineers?
The production site of the avionics division of Avondale
Industries in Tucson, AZ, close to the US-Mexican border, relies heavily
on workers who have immigrated from Mexico. Over the years as the
company has added more automation on the production line, the company
has found that many of its frontline workers, who have an excellent work
ethic, lack the basic reading and math skills needed to solve problems
that arise. To address the issue, the company contracted with an online
educational software company to improve the employees’ literacy and
quantitative skills. Employees who successfully pass courses receive
subsequent bumps in salary and promotions. Which of the following
statements best explains why the training has been successful?
When designing a diversity training program for its
supervisors and managers, Avondale Industries’ training and development
office was faced with the daunting task of delivering an effective
training on a limited budget to its 24,000 employees at its seven US
sites as well as its four global sites. The purpose of the training was
to increase employee cultural awareness as well as improve employees’
ability to communicate effectively with others in different states and
countries who might have differing views. Which of the following
approaches will best meet the company’s needs to train its employees on
this very important topic?
Avondale Industries just hired a new trainer, a recent
graduate from a prestigious master’s program in human resources. After
two weeks on the job, he was sent to conduct a training session for new
HR employees in Avondale’s two sites in Texas. Feedback from the
training revealed the training was poorly received, and the trainer
especially received negative feedback. The new trainer was highly
recommended by the university (Avondale recruits there regularly), and
so the company does not want to dismiss him because of one failed
attempt. Which option is best for the company to do to help this new
trainer improve and have a successful career?
The trainers at Avondale Industries use the ADDIE (analyze,
design, develop, implement, and evaluate) model of instructional design
to create new training programs. When designing a new training program,
why should they always consider how employees will transfer their
training back to their jobs?
When Avondale Industries acquired the adhesives and
sealants company, they needed to hire a great many new employees for the
production line. In order to provide training for a large number of
frontline employees, the company duplicated part of the production line
so the trainees could receive hands-on training and practice what they
were learning. They were able to practice extensively for two days. Why
was this type of training especially successful when the trainees went
to work on the line?
Avondale Industries engaged the services of a consultant to
help company executives as they developed the company’s strategy plan
for the next five years. The consultant, an expert in strategy, insisted
that, as part of his assignment, he be allowed to visit the different
departments in company headquarters where he could meet with employees
and question them about job challenges, company culture, and work
climate. The consultant spent two days with frontline employees before
meeting with the executives. Which of the following best explains why it
was important that the consultant familiarize himself with the company
After each training session, the training and development
office at Avondale Industries asks participants to complete a survey.
Feedback from the participants helps the trainers evaluate the
effectiveness of the training, make improvements, and plan for future
courses. The surveys always ask participants’ if they found the training
relevant and engaging. Why are positive trainee reactions important to
the trainers and the company?
The training and development office at Avondale Industries
was asked to determine the return on investment (ROI) for its new
training program for company recruiters. Recruiters were asked to
compare their productivity before the training to after the training
(productivity was calculated by counting the number of recruits they
attracted to the company during a one-month period, both last year,
before the training, and this year, after the training). There was an
increase in new hires, and a dollar value was given to this number. This
number was then divided by the cost of the training. The return on
investment showed an approximate 32 percent increase in recruiting.
Which statement best answers the question of whether the company should
make the training and development office gather this data to determine
if the new training program was effective and why?
Avondale Industries’ training and development office was
trying to assess whether their training for new sales personnel for the
avionics division was effective. The office set up training for three of
the sites, two in the US and one abroad and did not provide training
for the remaining three sites, also two in the US and one abroad. A
pretest was given to all new sales personnel in the training as well as
to those who were not trained. All other job tasks remained the same,
and supervisors were instructed to proceed as normal with onboarding
their employees. After a month of training, the performance of the new
sales personnel in the two groups were compared. Results showed that the
sales personnel that were trained outperformed those not trained by 29
percent. Which statement best explains why this experiment was helpful
for the training and development office?
As Avondale Industries grew, the challenge of training more
and more employees in a variety of topics grew. The training and
development office originally provided classroom-style training for
almost all programs, but the expansion of the company to different
states and then different countries made in-person training slow,
cumbersome, and expensive. The training and development office
transitioned several training programs to online instruction,
implementing proven instructional approaches that made the learning
environment much like the actual work environment. The big question they
asked every time they developed an online training program was, “Can
the level of learning via an online platform compare to that achieved in
a classroom setting?” Which statement best answers that question?
With the expansion of Avondale Industries to London, Hong
Kong, Brisbane, and Bengaluru, the need for cross-cultural training grew
as employees moved to work at these sites. The training and development
office developed a pre-departure orientation program for employees and
their families and engaged a country host who provided in-country
training after they arrived. Which statement best explains why is it
necessary, and important, to provide these cross-cultural training
services for employees moving abroad to work?
Any citation style (APA, MLA, Chicago/Turabian, Harvard)
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