Alleviation Legislation Summary

The scenario I chose for my discussion revolves around retaliation claims against an organization. The business manager could be, depending on company size, the vice president or director of claims who asks for the training. They would tell the corporate trainer that managers need to handle retaliation claims better and to develop training on that subject. The trainer then begins to identify the key performance metric (KPM) directly influenced by the training (Paramoure, 2013, p. 9). Working with the manager, it is revealed that submitted retaliation claims have grown to 41.1% of all submitted claims to the company. The KPM for this training is to be the decrease in percentage of submitted retaliation claims. From there the manager and trainer work together to identify the standards of performance from job descriptions and job requirements (Paramoure, 2013, p.
These standards include communication skills (verbal and written), knowledge of retaliation legislation, and knowledge of company policies. While looking at the standards the manager realizes that not many managers know current retaliation legislation and the trainer plans on incorporating this into the training. Next is to connect what the KPM measures with the training goals (Paramoure, 2013, p. 13). The trainer and manager decide that the training goal is to prepare managers with the knowledge and skills to lower retaliation claims by at least 10%. Then training objective are created to connect to the training goals. At the end of training, managers will be able to describe what a retaliation claim is and legislation surrounding it, execute policies to prevent the submission of retaliation claims, and react to submitted retaliation claims effectively. In the end, the trainer comes up with their version of the training request. It reads, "managers will be able to understand, prevent, and respond to