From: Guojun Chen (company’s consultant)
Date: April, 5, 2012
Subject: Training program analysis
General Computing Corporation (GCC) provides diversity training programs to employees to help them appreciate and embrace the diversity in workplace. While, the HR-vice-president realized that employees are not motivated and do not want to put more effort into the training program, most of the employees failed in the exam and would have to retake the training.
In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to take performance. Locke pointed out that goals should be Specific, Measurable, Attainable, Relevant, and Time-bound. Being specific means writing them out, defining them and describing the goals. Measurable means establishing some sort of criteria that will verify when you have reached your goals and will give you that sense of achievement. Goals must be attainable. Realistic goals must be relevant to you as an individual and must be something that you honestly believe in. setting a time-related goal simply means putting a deadline on the goal and thus having something to work towards.
The company’s training program has two important topics to cover, one is diversity enforcement, and the other is employment opportunity legislation. Based on the specific theory, the company should set a specific goal for one training program. It will be better to consider creating two separate training classes for this training program. The goal of the training program is not attainable because it is too optimism to assume that human behavior changes after hearing a one day long presentation. Employees will only retain basic points from training classes, so it would be more efficient to focus on one major point per training session rather than trying to make multiple important points that may not be retained by the employees. Realistic... [continues]
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