1. What do you think of Apex’s training process? Could it help to explain why employees “do things their way” and if so how? Ans: Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them. You can utilize the information it provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training. In another hand Job descriptions set the boundaries of jobs in terms of required knowledge and skills. It is a description of the task in adjusting the limits of work in terms with the necessary knowledge and skills. By understanding the job description, a trainer can define the learning requirements or the material requirements for new or transitioning employees. The central problem is that Jim Delaney, president of the Apex Door Company, cannot get his employees to do specific tasks without messing up. The causes of the central problem are that when employees don't understand something. These problems come in front us clearly when it says about employers that "decide to do it their own way". Here we clearly explore the lacking of Apex Door Company not to having a through guide line or job description about the job they are doing. Apex Door Company surely has a job description but it is surely out of date or not updated regularly. If so then the employees should remain ware of minimize the use of steel in mega constructions size as it will not only minimize the amount of steel but also increase the net profit for Apex Door Company. The role of job description of Apex Door Company should be clear, univocal and regularly cheeked to meet the latest market demand in quickest time with minimum expense. Alternative solutions are that each job has a training manual, and that new up to date job descriptions be written.
2. What role does job description play in training?
3. Explain in detail what you...
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