Technological. Management.

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ou are the task manager for a large customer service corporation consisting of 1,000 employees. You are responsible for 25 direct reports in your department. You have noticed that over the past year there has been a significant decline in the ability of employees to use and manage the technology of the organization. It is currently to the point where production is suffering. Your task is to improve the  Technology Management of your employees in your department.  You are given 6 months to complete this, as the season nears when you are the busiest with customers.  Using the APA style format, write a 3-5 page paper describing how you are going to turn your department around within the 6 month period.At a minimum, your paper must include:

· Identification of issues, concerns, and incidents leading to poor Technology Management

· Strategies and techniques used to improve Technology Management

· The timeframe strategy used for producing these results with a 6 month period

Present your findings as a 3-5 pages Word document formatted in APA style.

Which of the following is the most important feature(s) of body language?

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Since the presenter usually cannot see the audience when delivering a virtual presentation, how can he or she keep their attention and get feedback easily?

 

 

Which of the following is the most important feature(s) of body language?

 
Business uses virtual presentations for the following reason.

 
How pitch, speed, and volume blend together is known as vocal__________.

 
Mark the statement that is not one of the Ten Commandments of Good Listening.

 

PART 2

Written Responses:

  • Unless otherwise indicated, there is a 250 word minimum response required.
  • Credible reference materials, including your course textbook(s), may be used to complete the assessment.
    • If you have questions regarding the credibility of your reference, please contact your professor.
  • APA Information
    • In-text and reference citations are required for all written responses.
    • REQUIRED FOR UPLOADED ASSIGNMENTS ONLY:    title page, margins, header, double spacing, and hanging indentation
    • For questions concerning APA formatting, please refer to the APA Guidelines found at the Student Resources link on your Course Menu.

please do not copy and paste from internet. list question and answer together

1.Much of the oral communication that goes on in business is the informal, person-to-person communication that occurs whenever people get together. Analyze and explain how the elements of good talking help us to communicate better?

 

2. Understanding the differences between virtual and face-to-face presentations is certainly becoming more important as business needs grow. Assess and explain the principal differences between face-to-face and virtual presentations. As an attendee or class participant, is seeing and interacting with the presenter of critical importance to you. Why or why not?

Training And Development

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  1. Basic Competencies

This portion of your project connects with a problem that many organizations are facing today, the skills gap. The skills gap refers to the difference between the skill requirements of available jobs and the skills possessed by job applicants.

 

Vice President Cindy Kramer has brought to your attention that two of the office personnel you are going to be training lack basic workplace competencies. These individuals are having problems with all new technology, which has been introduced over the past several years. Growing up in the late 50s and early 60s, they were not acquainted with computers at an early age, as the majority of younger workers are today. Even the Coffee Maker and electric stapler are intimidating to these employees. They also lack skills to answer and control the multiple phone lines, due to the new technology of such equipment.

 

Cindy would like you to document how your training will assist in filling the skills gap connected with these employees. How might you assist the employees in the technical training they require in connection with the training topic you have chosen?

 

Cindy has advised you also, that another office employee lacks in basic English skills. Maria was hired ten years ago by Fleet Trucking, after she and her family moved here from Malaysia. She has very limited English-speaking skills, but is the most valuable employee when it comes to organization of paperwork and files, scheduling drivers for deliveries, and keeping updated logbooks.

 

Cindy is seeking confirmation that you have a plan on how to assist Maria, to ensure that she benefits from the training as greatly as the other trainees do. What can you do? Hire an interpreter? Coach Maria? Attempt to train a coach to work with her? What are your suggestions and why do you feel this will benefit Maria? (1 page – double spaced)

 

  1. Training Adult Learners

 

Cindy Kramer, one of the vice presidents at Fleet Trucking, has responded to your memos by expressing the concerns of upper management about training office personnel. They are especially concerned about several of the office staff who have been on the job for quite a while. Cindy points out that these are older employees, who have been with the company for years. Younger office employees will no doubt enjoy the training. But some of the older employee have not attended school for 25 years. Cindy is concerned that placing these employees into a classroom setting would make them feel as if they were in elementary school again.

 

Assignment: (1 page – double spaced)

 

Develop a statement addressed to Cindy Kramer and upper management explaining to them the importance of learning styles, adult learning, and how to make it work so that older employees can learn comfortably alongside younger ones. Compose the memo by addressing the following issues:

 

  1. Outline some of the distinctive ways adults learn, particularly compared to how children and youth learn. How are you going to ensure that you meet these needs?
  2. How your training will seek to address adult trainee characteristics and why it is important to be aware of these:
    1. Trainability
    2. Motivation
    3. Perception of the work environment
    4. Personality and attitudes
  3. Explain how you plan to meet each learner’s individual learning style needs in the design of your program.
  4. Explain why it is vital to meet each learner’s needs.

 

  1. Design an actual training session that you plan on implementing. See Figure 5-1 for a “Training and HRD Process Model.” –(See attached for help, 1 page double spaced, How to properly answer a phone while at work)

 

Remember! Focus your training session on the simple training task you chose earlier. Now you know why we suggested a simple task for this exercise, such as answering the phone or using a stapler – there is plenty to prepare for even that simple task!

 

Be sure to include the following in your design for the training session:

 

  1. Your list of objectives. (Based on your task analysis data)
  2. How long will the training require?
  3. What type(s) of training materials and media are you planning on using? And why?
  4. Lesson Plan. This is your step-by-step training agenda on how you will implement the program. This includes an outline of exactly how you will present the materials, what information, what skills the employees will sharpen, what they will practice, and the steps you will take to ensure the learners gain knowledge, skills, and abilities in this area.

What is the hazard communication standard?

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  1. What is the hazard communication standard? Explain how this standard applies to the workplace. What should employers do in order to be compliant with this standard? What are the possible implications to an employer for failure to adhere to this standard? (220 words)

 

 

 

  1. Performance evaluations are important tools for managing performance. However, they can also easily be mismanaged by supervisors and employees alike. The situation becomes more combustible when employees first do a self-evaluation followed by a formal evaluation from the supervisor.

    Co. Sigma Inc. gives employees annual evaluations. The manager can rate each employee as Exceeds Expectations (EE), Meets Expectations (ME), Partially Meets Expectations (PE), or Horrible Employee (HE). Employee Bill turns in his self-evaluation and has himself as an EE in all 10-performance categories. Supervisor Mary reviews the self-evaluation and is troubled. She believes he is an EE in 2 categories, but is an ME in 6 categories, a PE in 1 category, and an HE in 1 category. She wonders how such a disconnect could exist between how he views himself and reality.

    a)     What do you think could have caused this disconnect?
    b)     How should she go about remedying this situation?
    c)     If she just goes ahead and gives him all EEs even though he does not deserve them, what problem(s) might this create? (220 words)

 

 

 

Reference:

 

Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Mason, OH: South-Western