Apex’s training process was lacking in all aspects.

1. As group we thought that Apex’s training process was lacking in all aspects. First of all, there does not appear to be a structured process for training new employees. Example would be there is not a specific training person. A new employee is either trained by the employee who is leaving the company for two weeks or the new employee is trained by someone else on the job. This method could have negative impact for the company because the person who is training may not be qualified or is not someone who performs wells at the job. In essence the new employee might pick up bad habits of the employee who is doing the training.

            Secondly, there does not appear to be an updated job description for the employees. Procedures and policies might have changed over the years that will dictate the way the job might be done. Employees need to be made aware of these changes, and job descriptions should comply with the policy and procedures of the company. Also, a job description clearly identifies what is expected of new and current employees.

2. Job descriptions helps outline the job’s typical duties and responsibilities for the employees. Job descriptions help set the foundation for new employees so he or she knows what is expected from the employer. Also, a job description helps identify what training is needed to satisfy certain job functions.

3. The company needs to incorporate a formal orientation process for the new employees. It was not mentioned in the text, but it does not appear each department knows what the other is doing. The company needs to develop new job descriptions along with a procedure manual. The procedure manual is key because it what clearly explain the step-by-step process for each company. The experienced employees will be asked to evaluate the new employees’ performance to identify the weaknesses in the training. Also, refresher course will be made available for all employees.

4.

Organizational-

It would appear that most of the departments need to be included in training. However, the designers and order process department need it the most based on the information provided in the text.

Operation

The designers would be trained on common mistakes made be the department. Also, the designers would be trained on a cost analysis of what their mistakes cost the company. Lastly, the designers would be shown specific schematic information on designs.

The order process people would be trained on the specific how to fill out forms properly. Also, the order process department would be trained on design definitions, so everyone is on the same page.

Demographic

Based on the information in the text it would appear that all the people identified in the organizational analysis need to be included in this group.

Individual

Management will need to refer to the employees’ performance evaluations to determine whether employees need more in-depth training, just a refresher course, or nothing at all.