Homework Question

OL 655 Case Study One: Using Training and Development to Spice Up Business Results Guidelines and Rubric

Overview This course includes two case studies. These exercises are designed to actively involve you in human resource management decision making and to help you apply the concepts covered in the course to complex real-world situations. The case studies provide practice reading and give you experience analyzing employee competencies, planning strategic talent development strategies, and forecasting workforce needs. These exercises also provide practice communicating your reasoning in a professional manner. Case Study You may know McCormick & Company from its flavorings and spices that enhance the taste of appetizers, main dishes, and desserts. You should also know that training and development play a strategic role at McCormick & Company. Learning is driven by the company strategy. The company’s main strategies include growing sales, fostering innovation, managing the cost base, and planning for succession. To ensure that training and development are strategic, the director of learning and development has positioned the training department as a team of performance consultants who serve the needs of the business. Also, McCormick & Company has emphasized teaching at all levels of the organization, with the goal of making the company more agile and able to adapt to change and cope with the loss of expertise due to the retirement of baby boomers. Teachers include trainers and all employees with supervisory responsibility, regardless of their level. McCormick & Company’s board of directors will provide additional funding for training and development initiatives if a business case is made for additional financial resources. Prompt To answer the prompt below, utilize the following readings:

 “Growing Talent and Sales at McCormick”: http://ezproxy.snhu.edu/login?url=http://search.proquest.com/docview/227019996

 “Gap Analysis Revisited”: http://ezproxy.snhu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&AuthType=cookie,ip,url,cpid&custid=shapiro&db=bth&AN=530 96203&site=ehost-live

 This week’s textbook reading: Chapter Two of Employee Training and Development

 McCormick & Company’s website: www.mccormick.com

If you were the Vice President of Learning for McCormick, how would you approach training and development? Your paper should include the following:

 Evaluate the types of training and development initiatives would you create

 Design metrics you would use to collect information that allows you to determine and measure the effectiveness of your initiatives

 Defend for or against having employees, who are not training or learning experts, teach others as a means to making training and learning more strategic

Guidelines for Submission: Case Study One must follow these formatting guidelines: double spacing, 12-point Times New Roman font, one-inch margins, and APA citations. Page length requirements: 2–3 pages, not including cover page and references.

Rubric Critical Elements Exemplary (100%) Proficient (90%) Needs Improvement (70%) Not Evident (0%) Value

Training and Development

Initiatives

Submission meets “Proficient” and extends explanation to include additional training and development initiatives

Evaluates and creates training and development initiatives at McCormick & Company

Attempts to evaluate and create training and development initiative at McCormick & Company

Does not include training and development initiatives

25

Metrics Submission meets “Proficient” and extends explanation to include all metrics that would be used to determine the effectiveness of the initiatives

Designs metrics of measurement to determine the effectiveness of the initiatives

Attempts to design metrics of measurement to determine the effectiveness of the initiatives

Does not include any metrics of measurement to determine the effectiveness of the initiatives

25

Employees Who Are Not Training or

Learning Experts

Submission meets “Proficient” and includes additional suggestions as to why or why not employees who are not training or learning experts make training and learning more strategic

Defends why or why not employees who are not training or learning experts make training and learning more strategic

Attempts to defend why or why not employees who are not training or learning experts make training and learning more strategic

Identifies no suggestions as to why or why not employees who are not training or learning experts make training and learning more strategic

25

Articulation of Response

Submission is free of errors related to grammar, spelling, syntax, and organization and is presented in a professional and easy-to-read format

Submission has no major errors related to grammar, spelling, syntax, or organization

Submission has major errors related to grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas

Submission has critical errors related to grammar, spelling, syntax, or organization that prevent understanding of ideas

25

Total 100%