CASE STUDY #4

The ABC Training Program

Presented by:
Galicinao, Jeanjen
Valencia, Sofia Allyson T.
Victoria, Koleen Martie A.
Villaluna, Wendy P.
BSBA HRM 2-1

Presented to:
Dr. Marivic F. Flores
I. Time Context
When the ABC Corporation employs 350 employees and about 30 supervisors and
managers.
II. Viewpoint
HR Manager (Human Resource Department)

III. Statement of the Problem

1. Lack of training review analysis

Since the company employs huge amount of employees and it has unplanned action for it.
2. Absence of Budget Planning
A conflict has arisen due to not enough planning on the cost of the training.
IV. Statement of Objectives
 To implement proper training needs
 To determine the materials and factors for development program
 To analyze the correct training method
V. Areas of Consideration

Strength Weakness
1. ABC Corporation has been engaged in 1. The management does not have a
the manufacture of electronic necessary action and plan when
components for automobiles for the employing.
last five years 2. Employee knowledge
2. Innovative and demanding in national
market
Opportunities Threats
1. Have the ability to develop new 1. Growing competition and
product standardisation of products
2. Growing market in automobile 2. Changing economic environment
services
3. Strong demand for the new updated
products

VI. Alternative Courses of Action (ACA)

ACA 1
 Establish a systematic approach or proper procedure in training needs
ACA 2
 Establish a what, where, who, when and how for training purposes
ACA 3
 Execute an accurate plan and choose a precise development approach
ACA 4
 Prepare a plan for training module
ACA 5
 Create a budget proposal and training analysis
VII. Final Decision
The group’s recommendation for the final decision would be ACA 1 and ACA 5. Since
the corporation lacks training review analysis and budget planning the best solution is to
establish a systematic approach or proper procedure in training needs and create a budget
proposal and training analysis
VIII. Detailed Action Plan
STEPS IN SYSTEMATIC APPROACH/ PROCEDURES IN TRAINING NEEDS
1st ASSESSMENT PHASE
The Human Resource Department will conduct an organizational analysis, task analysis and
individual analysis.

2nd EMPLOYEES READINESS FOR TRAINING

Management must ensure the employees or influence them to learn. Self-efficacy; Understanding
the Benefits of training; Awareness of training needs; and Basic Skills are factors to motivate
them.
3rd LEARNING ENVIRONMENT
For employees, they will be needing to acquire knowledge and skills. Meaningful materials,
practice, feedbacks, are the principles that will be inportantly needed for them to apply it to their
job.

4th TRANSFER OF TRAINING

It is the time that the employees will going to apply what they have learned from the training.
THE FOLLOWING ARE THE PROCESS IN TRAINING ANALYSIS AND BUDGET
PROPOSAL

1st Analyze the training needs

 What are the materials needed to be used
 How much will be the budget for training
 Until when will the training will be conducted
 Where will be the training will be conducted

2nd Select the proper training methods

These are the possible methods for training:
 Presentation Method
 Hands-on Training
 Group Building Method

3rd Evaluate the training cost

The following must be evaluate:
 Learning
 Behavior
 Results