Situations, Issues, & Learning Points

Situation 40 – A test pilot training program is being implemented in order to reverse the shrinking market share trend

Issue: how to best evaluate the training program? What comparisons should be used?

Learning points:

An effective evaluation should include:

• the best approach to evaluating the effectiveness of any training program is to follow a pre-test, post-test, control group methodology

• the previous results of those who took the training (pre-test)

• the results of those who took the training (post-test)

• the results of those who didn't take the training (control group)

Situation 41: there is a need to plan for an increase in turnover due to an ageing workforce, however senior management is not current concerned about this issue.

Issue: Do I need management's buy in before moving forward? Do I wait until management says something?

Learning points:

• succession planning needs to be proactive and not reactive

• an analysis needs to take place before the implementation of any programs

• senior management needs to be involved from the beginning

Situation 42: You have just heard that a candidate we are about to hire was given the questions to the interview prior to the interview by one of the interviewers.

Issue: How do I address the allegation? How do I move forward to select a candidate? Who needs to be involved?

Learning points:

• it is important to involve the accused's manager in addressing the serious allegation

• When a selection process goes awry and there are qualified candidates, re-interviewing (2^nd interviews) can be an option. If there are no qualified candidates or the qualified candidate opts out, it is best to start over