Imagine that you are a member of the HR department of a small retail company and upper management has asked you to create a new employee customer service training class for all new employees. Write a

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***** from a ********* *** help *** organization ******* **** ***** *********** **** **** **** **** *** *** hinder **** ** any way *** ***** *** **** * needs ********** *** **** ****** *** ******** *********** deficiencies ** ******* ** ************ needs ********** **** ********** ******** the ****** ********* *** ********* ******** for ******** ************ ****** ************ assessment identifies *** *** ***** ************ ************* ** gaps ***** *** ******** how **** an ******** is doing * *** ** **** ********** *** person’s capacity to ** new or ********* **** ******* *** that a needs ********** *** ****** any existing *********** ************ ** by ********** * personality **** Not all *********** are ******* ** ******* ** ****** ** with ***** *********** ** **** ******** ** **** ***** *** ** good ********** The *** way **** * ***** ********** ***** ****** any ******** *********** deficiencies would be ** ****** ** ************** ****** ******** ** perform ****** is * stressful ***** *** if a ****** ** *** **** ** ****** *** ******* they ***** crack ***** *** *************** * customer ******* training implementation **** *** ********* *** *** ****** ** ******** (ie ************ ********** **** ***** ********* **** **** ********** ******** ** ** *** *** training)Training ** *** ****** industry ** **** ********* and will ** *** ******** ***** *** ***** ****** ********** *** ***** *** *** company to ********** *** they *** ************ *** ******* ** will also **** *** hires * ****** ** learn **** ***** *** company ******* and what ***** *** ******* * unique *** ** **** for There *** ******* **** that *** hires ****** ** trained **** ******* in ****** customer ******* including: ************ **** ***** role **** ******** *** ** *** job ******** *** ** ***** trainings ******* * *** ** ***** *********** *** ***** *********** such ** ******** visual *** kinetic This ** the best *** ** train *** ***** ** ***** *** * ***** ***** ** *********** ** **** ******** ** **** ** ***** *** information *** apply ** **** ********** *** way *** a new **** in *** ****** industry ** *** ********** *** *************** *** you ******** *** ******** ****** **** you **** ******** *** ************ ****** ******* * ******* that **** ** *** ** the **** ways to **** *********** ***** **** * presentation the ********** ** not **** ******* *** *********** but **** *** also seeing the *********** *** **** ** ****** ***** ******** **** ***** **** that the individual *** ** ******** ****** of *** information ** **** ** ****** The case ***** ********* *** ****** ******* ** ***** *** ***** to *** *** ******* *** ** day activities ** *** ****** industry ** ******* **** to ****** the ********** ** **** prepared for *** customers and *** ***** ****** **** * ****** ******** **** ** **** ** ****** ** all ***** **** ******* **** **** ******* the **** studies ** ** **** *** a new hire ** read ******* * case study *** **** *** ******** *** **** **** ***** *** *** **** fully ********** *** things may ****** ** the ****** ******** By **** playing kinetic ******** *** able to *** ** *** apply *** *********** that **** **** been ****** **** ** **** *** *** ****** *** ***** ******* **** *** see what may ** *** *** ****** ***** ** work This **** ** exposure will help *** **** on ********* **** a **** ***** problem presents ****** ******** is ***** *** *** ***** ** the ****** ******** ******* **** *** **** to *** *** * ********* ****** **** out if ******* properly ** modeling *** ******* ******** and ********** ** ***** ** * *** **** *** ************ is **** ** ensure **** *** employee was ****** *** ****** *** ** ******* in *** ***** *** ** ** ****** at **** they do On the *** ******** ** ********** ** *** *** employee ********** ** *** ****** ******** ** ********* ***** ********* *** **** **** experience *** ******** ***** *** *** ** the best *** ** train *** three learning areas; ******** ****** *** ******* *** ***** tapped **** *** employee ** **** ** **** ** more ******* ******* ** ** ** the moment ****** ************* ****** ****** include ** the *** ******** for their *** ***** so **** can **** sure **** ***** ********* are ******* ******** *** fully ***** ** *** *** company ****** be ******* *** of ***** ******** ******* **** I ******** *** ******* *** ****** *********** in *** retail industry They each ***** * ********* ****** of training **** ** *********** with another method to ***** * ***** **** ************* *** *** ways to ******** ** ******** *** has ** interest ** ********* * training ************* classes *** *** the ***** ***** * typical *** **** ***** ** do ****** **** *** able to go out **** the ***** *** ****** get a ***** ** ***** ****** *** *** to ****** ********* ** ***** ** ****** ********* *** have ** ******** ** ********* * ******** ***** the ** ********** **** look at **** to ********* fun ********** that ******* *** *********** **** **** **** to learn *** first *** **** ** ******** ***** ** motivated who *** ** ******** ** ********* * training ***** ** ** ***** a ************ *********** ****** **** **** **** ********* ******* ** *** ********* **** course ***** ********* ********* to ****** ********* *** ** ****** **** credits *** *** ****** When ** employee ******* * ******* level ** ******* *** *** ******* * certain ****** ** ****** ***** **** **** be ******** for * ********* **** ** * ******** *** to ******** the ********** of an ******** ******* to ****** * ******** and help promote *** ****** ************ ** one **** ******** ** *** whole ****** *** ***** ** develop ***** ********* ******* way ** motivate ** employee *** **** *** **** to attend a ******** ***** ** by ****** *** training *** ******** **** *** ** *** ***** ******** ** ****** *** ********* for ***** **** ****** they officially start working *** the ******* ***** the ******** that they *** valued for ***** **** ********* would **** know **** ******* training ** ********* *** ********** It ** imperative for employees ** **** *** ** ** their **** ********* *** *********** ** ** ******** ** *** **** to ******** their **** ** ******** **** **** be asked to leave **** **** ********* ********* ** * positive *** *** **** ********* *** organization’s ******** with ********** *** *********** ** their employees **** may be *** putting to some employees but ** shows **** the organization **** **** **** *** is ******* ***** ***** ************ ******* *** their time that they invest **** everyone *** comes to **** *** *** ******* **** could **** ** * **** promotion for *** retail ************ because it **** **** ***** **** *********** ** ***** more ****** *** enforcing policies * ******* could ****** **** **** are ********** in ********** *** ***** ****** and that **** are ********* ** ********* *** ** the ******** *** development that ** individual needs ** ** * part of * ******* ************** a survey ** ******* ******** **** the ********* who ****** the training 1 *** ********** ** *** training were ******* ******* * ************* and interaction **** encouraged 3 The ****** ******* were ******** to ** * The content was ********* *** easy ** ****** * The materials *********** were ******* * *** ************ understands the ******** of ** ***** 7 ******* *** ********* are *** **** *** ****** ** communication ******* you/your ***** *** *** organization? * **** training ********** will ** ****** ** ** **** * *** ******* *** knowledgeable about *** training topics ** *** ******* was **** prepared ** The ******** ********** **** *** 12 *** **** ******** *** *** ******** *** sufficient ** ******** service *************** are **** ******* ** Customer service representatives ****** ** ************ ********* ** ******* ** Customer service *************** *** in ** best interest ** ******** service ************** *** **** ********** 17 *** ******* **** and facilities **** ******** and comfortable ** Overall * ** ********* with *** ******** ******* *************** who conducted ** ******** ** **** did *** **** most ***** **** training? ** What aspects ** *** ******** ***** ** ********* ** *** ** *** **** to ****** **** practice ** * ****** ** **** ********* 22 **** ********** ******** ******* trainings ***** you like ** **** ** the future? ** ****** ***** ***** ******** ** expand ** ******** responses ************** * ******** ******* for customer service *********** ** *** ****** ******** takes time *** ********** ******* ** *** ****** **** ***** ********* play ** *** ******* ** ***** for ** ************ ** ** successful **** **** understand **** *** ********* *** important *** **** ** ****** with the ***** ***** position *** *** *** to the CEO *** ********* ******** ******* ** **** as *********** shopping **** * ******* **** thought and emphasis into *** *** ***** ** *** ******* **** *** establishing a ******* **** ******** *** ********* **** *** *** **** culture ** **** ******** *** ********** *** the ************ ** *** *** * **** **** ** ** up to the ** ********** to **** **** *** ****** ***** assessments *** ***** administered ** **** can find the **** candidate possible for *** ******** *** HR department **** **** ********** **** having the ****** ******* ** train *** *** ***** is what encourages *********** ** stay **** the ************ **** **** **** ****** is probably *** best way *** ********* to *** **** **** are being ***** **** **** ********** * ******** ****** the ************ ** able ** ******* data **** **** **** **** how they are ***** **** their ******** process *** this **** help *** HR ********** ******* ***** ******** methods **** **** gives the *** **** *** ***** ********* *** *********** to **** feedback ** the ******* **** **** went ******* If **** *** **** *** *********** ** ****** ******* **** a ********** **** ** the ******** *** **** ********** they *** voice their ******** ***** *** **** ******* *** process *** future trainees or **** parts ** *** ******** **** ****** **************** ******** ******* Tips (nd) ** for ****** ******** ********* ********* June ** 2014 **** http://wwwbusinesstrainingworkscom/training-resources/21-customer-service-tips2) ****** ******** ******* ******** ********** ********* **** ** **** from ******************************************************************************************** ******* G * ***** ***** * G ****** ***** resource management **** ed) ******* *** **** ***** & **** ***

Click here to download attached files: Assignment 4 HR Training Class.docx