PART 1

1. What could happen if an organization did not conduct a needs analysis?

2. What could happen if an organization did not evaluate a training program?

3. How should people be selected to participate in a training program?

4. How can lifelong learning help an organization -obtain a competitive advantage?

5. What types of problems can training not solve? Which would be better handled by other areas of hrm?

6. What types of problems can training best solve?

7. If your organization did not want to spend money evaluating training.. how would you convince them to invest in doing so?

8. Can you teach people to be ethical? How?

9. What do you think are the biggest obstacles to transferring ethics training back to the job? How can an organization overcome these challenges?

10. Describe an ideal socialization experience. What would make this experience the most effective for you?

PART 2

1. if you were not performing up to standard, what would you want your supervisor to do?

2. if a newly hired subordinate came to you with concerns about his being able to perform well on the job, what would you do? Why?

3. How should the performance of an assembly line worker making cars he evaluated? How should the performance of a marketing executive for the same company be evaluated? Why do your recommendations for each job differ?

4. Would you want your coworkers to evaluate your job performance to determine the amount of financial bonus you receive? Why or why not?

5. Would you want your subordinates to evaluate your job performance to determine the amount of financial bonus you receive? Why or why not?

6. How would you give feedback to a new employee struggling to learn his or her job?

7. How would you overcome the common obstacles to performance management?