HRM250 Week 3 Assignment-Go for Goals


Rosemary, the HR manager of Mario’s Italian Bistro, has been busy this week. She had to handle two different types of training needs at Mario’s. The first outlined how Joanne, a veteran server at the restaurant, could benefit from professional development training. The second need focused on the entire staff and how they desperately needed to be retrained on cultural competency. Let’s review what Rosemary accomplished this week, and then discuss the overarching goals for training plans.

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In Discussion 1, we learned that Joanne needed both job enrichment and job enlargement. Rosemary and Mario decided to have Joanne trained as a sommelier. In this job enrichment training, Joanne would independently learn (and become certified in) a new skill. This will hopefully motivate Joanne to stay with the restaurant for the long-haul, because she would feel more fulfilled by mastering a new ability and a loyalty to Mario.

Rosemary and Mario also determined that Joanne would undergo a job enlargement. As a veteran server and former teacher, Joanne already knows how to train her colleagues. However, she is expanding this task horizontally by adding monthly, staff-wide wine trainings to her list of responsibilities. These additional tasks are less independent, as they are still overseen by Mario and Rosemary.

In Discussion 2, Rosemary assessed a need for cultural competency training, and designed a training plan for that need using the ADDIE model. Since the staff had previously had cultural competency training, Rosemary’s training plan was considered a reskilling program.

Three Major Goal of Training

As we learned in Week 1 Discussion 1, there are many different types of trainings, such as organizational trainings, task-based trainings, and individual trainings. We also learned this week that there are trainings designed from specific needs. Though these trainings differ in content, they all possess at least one of the following three overarching goals:

Job performance training: ensures that an employee successfully performs job duties. This can include corporate level training or task-based training. This level of training should include legal compliance, policies, procedures, functions, and role-based task training. For example, when Mario hires a new employee, they must be trained on OSHA safety regulations, sexual harassment, proper food handling skills, and how the restaurant operates.
Reskilling: refreshes employees’ skills or knowledge. Laws, policies, and procedures often change as time passes. In addition, there can be new skills that are needed in the workforce because of emerging technology and the discovery of more efficient processes. Skill retraining is needed when a large segment of the workforce (or the entire workforce) at an organization needs to be trained on a skill. Rosemary’s cultural compliance training was a reskilling training, as the staff had taken a training on the topic many years before. These skills clearly need to be refreshed for Mario’s staff. Also, the cultural climate around the topic has drastically changed since the team’s last training, so everyone needs to be retaught
Professional development: emphasize the aspirations an employee has for their career, and skills the organization may need to develop in their workforce. Professional development is centered on helping an employee become an expert in their field, or to learn a new skill that will allow them to branch out. Rosemary and Mario’s job enrichment and enlargement plans for Joanne are an example of this.

You can’t accomplish any of these goals without starting with a needs assessment first. A needs assessment clarifies problems these trainings can address, helps you design the learning objectives, and ensures that the skills are adequately transferred to the workforce. If the proper research and preparation is done prior to the trainings, these workplace training goals will be swiftly achieved.

Sources of Information

Difference between job enlargement and job enrichment. (2017, February 14). Top differences. Retrieved on March 20, 2020.
(Links to an external site.)


For this assignment, you will use your questionnaire from week 1 to design a quarterly training to build your employees’ communication skills using a moderate level of pre-existing knowledge.

Your needs assessment revealed that employees know how to communicate over the phone and in person, but they often have difficulty with electronic communication such as emails and online customer requests.

Design a minimum 10-slide PowerPoint to train your employees on the appropriate use of email and online communication.

Support your work with 2 citations.

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