HRM540 Weekly Journal Entries

This week we learned about preparing leaders for the future. In Discussion 1, we talked about the different levels of leadership within an organization and how training needs are different and progress with each level. It was interesting to see how the concepts from previous weeks were woven into this topic. Many students mentioned the importance of understanding what the root cause of training needs are and how this plays into creating programs for leadership development. Discussion 2 had us review a case study where training funds were cut. We had to analyze the information provided in the reading to determine a method for presenting a business case for adding executive training into the corporate budget. Topics such as intangible and tangible assets, qualitative and quantitative data, as well as metrics and analytics were discussed. It was mentioned how difficult it is for HR leaders to present the information to back the need for training as often the numbers cannot be derive...

This week we learned about designing training. The first discussion asked us to consider if we would customize and build training ourselves or outsource training development for new supervisors. It was interesting to read the perspectives of other classmates and their justification for the method they chose. Quite a few classmates mentioned that nobody knows the business like current employees, so training development would best be created in-house. Others contested that obtaining an outside perspective may open the door for additional learning opportunities and recommended outsourcing training development. The second discussion asked us to identify an e-learning vendor that could assist with creating customized training. We reviewed an infographic from The Training Associates that outlined how to find and select vendor partners. There were some vendors listed in the discussion that I had never heard of. I chose SweetRush based on the company's client reviews, the company objec...