(Mt) – Aligning IT Strategies to Business Strategies Paper

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Discussion Response

Discussion Response
I need this discussion response below answer its a total of two question your have to respond to . Please put reference you used . So the questions is in bold letters but you are responding to what they answer below. 2.) (p. 211). Why do you suppose the five categories of classroom training are so popular in HRD? Identify two types of training programs a manager might not want to conduct in using a classroom format. Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Classroom training is an instructional method that takes place away from the normal work setting. In this sense, a classroom can be any training space that is away from the work site; such as a lecture hall, a company cafeteria, or a meeting room. It is a common instructional method (Werner, 2017). The five categories of classroom training are lecture, debate/discussion, audiovisual media, experimental methods, and computer-based trainings are an integral part of conducting training. These categories of classroom training are popular because each of them brings something different to learning. The significance of these five categories tend to create a composed environment to minimize the interruptions from external factors such as noise and crowds, which helps in creating an environment favorable to training. These categories can assist a larger number of audience than classic on-the-job training can.Two categories can assist a larger number of an audience than classic on-job training can. Therefore, two programs which managers might not want to run in the classroom training are audiovisual and simulation techniques. There are following disadvantages of audiovisual techniques. Some videos may contain excess music and dialogs, which may cause trainees to be annoyed. Overloaded dialogs in videos may also mislay the essence of the topic in the presentation itself. Simulation techniques can only be conducted in an artificial environment, which represents real life surroundings. It can lead to several disadvantages due to it being an expensive technique. It may also cause for trainers to update themselves with new tools, machinery, and essential information to keep pace with the real environment.1.) (p. 254). Even though most HRD professionals agree that HRD evaluation is valuable, in your opinion what are the most important reasons why it isn’t practiced more frequently by organizations? How can these objections to evaluation be overcome? Even though HRD evaluation is valuable, it is not practiced more frequently by numerous organizations. The purpose of an employee evaluation is to measure job performance. The most important reason is that HR goals are difficult to quantify and measure. Many evaluations provide quantitative measurements essential for a production-oriented work environment. For example, the support that HR provides to the strategic goals of a company is difficult to quantify and measure. “Organizations must continually assess their employees’ strengths and weaknesses. By doing so, employers are better able to match employee qualification to job assignments. Employee evaluations provide an assessment of the strengths and weaknesses for individual employees as well as the collective talents of employees by department or team” (Mayhew, 2019). The goal of aligning an organization to the strategic goals of the company is difficult to assess: reducing HR activities to measurable goals is in most cases. Employee training and development needs are other reasons employee evaluations are important. Assessing employee strengths and weaknesses is the first step in determining the type of training employees need. Training usually supports employees acquiring new skills and development while helping build upon employee aptitude and current performance. Performance measurement through employee evaluations is a component of many organizations’ compensation structures. Employee evaluations give supervisors and managers an opportunity to recognize employees’ hard work, dedication and commitment. Top management should realize the importance of the training activities of the employees and its impact on the success of the organization. Since many training programs tend to transform into failures, it is very important to take feedback and collect data related to the training programs so that the necessary changes can be incorporated into the following training programs in the future. ReferencesMayhew, R. (2019). The Importance of an Employee Evaluation. Retrieved from https://smallbusiness.chron.com/importance-employe…Werner, J. M. (2017). Human Resource Development: Talent Development. (7th ed.). Boston, MA: Cengage Learning.

American Public Five Forces and Customer Bargaining Power Paper

American Public Five Forces and Customer Bargaining Power Paper
Do some research and find an analytical tool that aids in understanding the various competitive forces that affect strategic planning. Although all organizational sectors potentially face similar kinds of competitive forces, each sector and/or organization may face unique factors that affect competitive pressure at any given time, depending on varying circumstances. For instance, you may investigate “supplier bargaining power from foreign markets” or “dealing with emerging companies in the cell phone (or tech) industry.” Please start off with this:As pointed out in this week’s lesson, the 5 competitive forces of strategic planning are:Competition from rival sellersCompetition from potential new entrantsCompetition from substitute products producersSupplier bargaining powerCustomer bargaining power (APUS, n.d.)and the force I will be talking about is Customer bargaining power.

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