Discussion Responses

Number of pages: 2 (550 words)
Academic Level: Postgraduate
Deadline: 5 hours

Each response: Not less than 200 words

Total no of words: Not less than 600 words

Instructions: Below are 3 posts comments (each post of a student consist of 3 answers to 3 questions) that were made by 3 different students. For each comment (By a comment I mean the 3 answers to the 3 questions). Write a response.

Each student has answered the 3 questions. Now make one general response to their 3 questions. So you will have 1 response for each student making it a total of 3 responses since there are 3 students.

Comment 1 and then put the response 

amieka Jackson 
RE: HRD Applications 
COLLAPSE 
Question 1: In your experience of orientation program, what is the most beneficial content you learn from the program? What is the topic that you believe should definitely be covered but was not? Explain your point. 
Employee orientation solidifies a new employee relationship with an organization. It introduces the new employee to a job, supervisors and the organization on a whole (Werner, 2016). I have attended multiple orientation program throughout the years and so far the most beneficial content that I have learn from them would be the information regarding the different benefits that the company offers to their employees. However, the orientation should have given each individual time to introduce themselves to the floor and socialize with each other. This is a great way for employees to build relationships with each other and also to network. A lot of employee orientation focuses solely on corporate culture, core values and identity of their new workplace. This would be a great way to establish a more personal and emotional connection with employees. 
Question 2: If your organization were contemplating using a team-based approach to increase productivity and reduce cost, what training issues would the organization be likely to face? How could the organization address these issues? 
The training issues that an organization would face from using a team based approach to training would be employees not able to apply their task related skills in a group setting and team members not understanding each other’s roles and seeing how they fit together in the overall task. To address this issue, it would be necessary to have a team training that focuses on team building activities. This would help to unify individual energies, to build trust and a mutual sense of responsibility that makes an effective team (Werner, 2016). 
Question 3: Have you (or your supervisor) used the coaching technique on your subordinates (or his/her subordinates)? Which coaching model introduced in Chapter 10 best describes the coaching process you experienced (or observed)? Was the coaching effort successful? Explain which part of the coaching process was effective and which part should be improved. 
I have experienced my supervisor using coaching techniques on my subordinates, specifically the Fournies Process. The coaching was effective because my supervisor able to acknowledged that my peer was not performing satisfactory. As a result, he had to identify what was causing the issues. A coaching analysis was conducted to help him identify the root cause of the poor performance and also to find ways to assist my peer improve performance. Step 1 of the coaching process was successful because my supervisor was able to identify and define specific behaviors that was contributing to my subordinate poor performance. He then presented this to the employee for acknowledged and from there they both discuss ways to resolve the issues/issues. Usually, managers would ask employees that aren’t performing well “what is wrong?” instead of trying to find the root cause of the issue and addressing it. He took the time to review employee’s customer files and observed their interactions with clients. By doing this, my supervisor was able to identify and discuss the issue with the employee and then effectively coaching on the problem and provided the employees with various ways to improve their performance. 

Comment 2 

commemille Pizarro 
RE: HRD Applications 
COLLAPSE 

Question 1: In your experience of orientation program, what is the most beneficial content you learn from the program? What is the topic that you believe should definitely be covered but was not? Explain your point. 

1. In my experience of going through an orientation program, the most beneficial content I learned would probably be the amount of resources available for active-duty members and their family. These resources include on-base facilities, medical benefits, educational opportunities, and counseling sessions, to name a few. The topic that I believe should definitely covered, but was not really emphasized was the organizational socialization aspect of the business. According to Jon M. Werner (2017), organizational socialization is defined as the process by which an individual acquires the social knowledge and skills necessary to assume an organizational role. It is helpful to know the technical side of the business, but I believe it would be ore beneficial to know who the insiders are and how to get in touch with them, as well as other pertinent information to help a person fit in their new job or position. Sometimes determining how to properly and appropriately interact with coworkers is half the battle. 

Question 2: If your organization were contemplating using a team-based approach to increase productivity and reduce cost, what training issues would the organization be likely to face? How could the organization address these issues? 
2. If my organization were contemplating using a team-based approach to increase productivity and reduce cost, some training issues the organization would likely face are deficiencies in workload sharing and communication within the group. Often times, when people work together as a group or a team on a project, the division of the workload is uneven. Some team members will do most of the work, and the rest of the members will do the bare minimum, yet still get the same credit. An organization can address this issue by holding everyone accountable for their work, and ensuring that employees are informed to say something if someone is not pulling their weight. In addition, an issue that is commonly seen in groups and teams is ineffective communication within the group. This may be caused by not everyone providing input, or it may be due to everyone providing their input yet not listening to what their teammates have to offer. The organization could address these issues by setting up standards and expectations for communication amongst the group, whether it be by setting up meeting times, or utilizing other forms of communication. 

Question 3: Have you (or your supervisor) used the coaching technique on your subordinates (or his/her subordinates)? Which coaching model introduced in Chapter 10 best describes the coaching process you experienced (or observed)? Was the coaching effort successful? Explain which part of the coaching process was effective and which part should be improved. 

3. My supervisor and I have used the coaching technique on our subordinates, conducting both coaching analyses and coaching discussions. The coaching model that best describes the coaching process I have experienced is performance management. Werner defines performance management is an ongoing process of performance improvement, rather than primarily emphasizing an annual performance review. The coaching effort, in my opinion was successful because it was a combination of both formal and informal feedback. The formal feedback fulfills the technical requirements of coaching, while the informal feedback makes it more comfortable for the person receiving coaching. The times when this process was not effective was when the employee was not being open to the coaching or when they were responding with statements that weren’t necessarily truthful but rather, what they thought the coaches wanted to hear. 
Ccomment 3 
Question 1: In your experience of orientation program, what is the most beneficial content you learn from the program? What is the topic that you believe should definitely be covered but was not? Explain your point. 
I’ve been to a few orientation programs and I’ve been extremely satisfied with all of them, for the most part. The orientations were all very interactive and extremely fun, which helped keep everyone engaged and ready to keep on going with the orientation information. It also helped learning the information a bit easier with the program being so interactive. For me, I learn best with different types of content such as videos, PowerPoints, orientation leaders speaking, and even computer training. The orientations consisted of these, but the one part that was missing was getting to know everyone going through training during the orientation program. This part was well done by the smaller orientation programs with companies such as Kohl’s and Columbia Sportswear, but was very difficult at Walt Disney World when it was a much larger group of people so you really only got to know the 3-4 other people at your table and that was it. All the information covered in the orientation program was amazing and I wouldn’t want to change anything about it. This would be extremely beneficial to those going through the orientation process to also get a chance to meet new people and network as well as getting to know their fellow employees for a more comfortable workplace. 
Question 2: If your organization were contemplating using a team-based approach to increase productivity and reduce cost, what training issues would the organization be likely to face? How could the organization address these issues? 
The major training issue an organization would most likely face would be that each team member wouldn’t understand one another’s roles, the significance of those roles, and how each puzzle piece fits together to make that crucial team approach. The solution is to add team building activities. Working as a team requires a great deal of skill, especially when it comes to communication. There’s a lot employees have to understand and learn how to do properly when it comes to a team-based approach and its important to have this sort of training in the workplace to help employees understand and fully learn how to adapt to these new skills so the team can work together successfully. Team building activities would be the absolute easiest way to help build that trust and understanding of what it takes to work together as a team. 
Question 3: Have you (or your supervisor) used the coaching technique on your subordinates (or his/her subordinates)? Which coaching model introduced in Chapter 10 best describes the coaching process you experienced (or observed)? Was the coaching effort successful? Explain which part of the coaching process was effective and which part should be improved. 
My supervisor has used coaching techniques on my subordinates. The coaching model that I feel most applies when it comes to the coaching model would be performance management. This seems to be what coaching technique my supervisors have done to myself and other employees at most of my work locations. I find this to be highly effective because this is an ongoing process of performance improvement rather than simply having an annual review and no further discussions about improvement at any other time of year. I've noticed that this coaching effort has indeed been successful and others seem to really enjoy this because it shows that the supervisors actually care about constantly improving and keeping the company’s best interest of continuously growing and succeeding. In order for this to be fully successful is when the employees are truthful to gain the best feedback in order to help them grow and improve as an employee. I personally think this is a coaching technique and have had a positive experience with it in the workplace. 
Feel free to ask them question or make suggestion this is for an online discussion class be careful fo the academic tone , choose word wisely . graduate level
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