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    Rajesh Kumar
    The Houghton Refrigeration Company experienced a series of workplace injuries that prompted safety training. However, the president chose an inexperienced supervisor, Bill Young, to conduct the training. Bill read through the material in a monotone voice without engaging the employees. As a result, the training was ineffective and the employees left laughing. The president should have selected a more qualified trainer, such as a safety professional, to properly train employees and reduce workplace injuries.

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    Summary

    Uploaded by

    Rajesh Kumar
    38 views5 pages
    The Houghton Refrigeration Company experienced a series of workplace injuries that prompted safety training. However, the president chose an inexperienced supervisor, Bill Young, to conduct the training. Bill read through the material in a monotone voice without engaging the employees. As a result, the training was ineffective and the employees left laughing. The president should have selected a more qualified trainer, such as a safety professional, to properly train employees and reduce workplace injuries.

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    The Houghton Refrigeration Company experienced a series of workplace injuries that prompted safety training. However, the president chose an inexperienced supervisor, Bill Young, to conduct the training. Bill read through the material in a monotone voice without engaging the employees. As a result, the training was ineffective and the employees left laughing. The president should have selected a more qualified trainer, such as a safety professional, to properly train employees and reduce workplace injuries.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    38 views5 pages

    Summary

    Uploaded by

    Rajesh Kumar
    The Houghton Refrigeration Company experienced a series of workplace injuries that prompted safety training. However, the president chose an inexperienced supervisor, Bill Young, to conduct the training. Bill read through the material in a monotone voice without engaging the employees. As a result, the training was ineffective and the employees left laughing. The president should have selected a more qualified trainer, such as a safety professional, to properly train employees and reduce workplace injuries.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 5

    Submitted By: Charanpreet Singh

    Student ID: A00139558


    Summary:
    The Houghton Refrigeration Company is a small-town manufacturing company that builds refrigerators
    for large appliance companies. The company hires mostly assembly line workers, and during summer
    months, additional employees are hired to handle heavy workloads. However, the new employees receive
    no orientation, and their training is typically completed within 10 minutes. The first-line supervisors
    usually show the employees how to do a job once, then watch while the employee performs the job once.
    In addition, the company had experienced a rash of injuries to its employees, which prompted the
    president to conduct a series of short training programs on safe material-handling techniques. The
    president was at a loss as to who should conduct the training, and out of desperation, he chose Bill
    Young, the first-line supervisor of the "lid-line," who was recently trained on safety and was active in the
    Red Cross. Bill Young nervously conducted the training on a departmental basis with small groups of
    employees attending each session. However, Bill's presentation was ineffective, and the employees
    returned to work immediately after the training, laughing about the training fiasco.
    Case Study Question 1:
    Comment on the president's choice to have Bill Young conduct the training. Was it a good idea for Bill to
    be the trainer? How else might the president have chosen a trainer?
    The president's choice to have Bill Young conduct the training was not a good idea. Bill Young did not
    have any experience as a trainer, and his monotone voice and lack of engagement made the training
    ineffective. Additionally, Bill's reluctance to conduct the training suggests that he did not feel confident in
    his ability to deliver the material effectively.
    The president could have chosen a more qualified trainer, such as an experienced safety professional or a
    human resource employee with training experience. The trainer should have a strong understanding of the
    material and be able to engage the audience effectively. Additionally, the trainer should be able to adapt
    to the needs of the audience and adjust the training as necessary to ensure maximum effectiveness.
    If the president wanted to utilize an internal employee as a trainer, he could have offered training or
    development opportunities to the employees to build their skills and confidence. This would have allowed
    the company to develop a pool of internal trainers with the necessary skills to conduct effective training
    sessions in the future. (Nkomo, Fottler, & McAfee, 2005)

    Case Study Question 2:


    How effective was Bill Young as a trainer? What characteristics of an effective trainer did he display, and
    which did he not display? What could he have done to make the training more effective?

    Bill Young was not an effective trainer in this scenario. He lacked engagement and did not display any
    enthusiasm for the material. He read the training script in a monotone voice, and there was no opportunity
    for interaction or discussion with the employees.
    An effective trainer should be able to engage the audience and create a learning environment that
    encourages participation and interaction. They should be knowledgeable about the material and be able to
    convey it clearly and effectively. Additionally, an effective trainer should be able to adapt the training to
    the needs of the audience and be able to answer questions or address concerns that arise during the
    training.
    To make the training more effective, Bill could have utilized a more interactive approach. This could
    have included role-playing exercises, group discussions, or demonstrations to help employees understand
    the material better. He could also have shared personal experiences or examples of how to apply the
    training material in real-world situations to make it more relevant and engaging for the employees.
    Furthermore, Bill could have utilized visual aids such as PowerPoint slides, videos or posters to illustrate
    the key points of the training. This would have helped to reinforce the material and make it more
    memorable for the employees. He could also have given feedback or positive reinforcement to employees
    who demonstrated good lifting techniques during the training, as this would have encouraged them to
    continue to apply the material in their work. (Nkomo, Fottler, & McAfee, 2005)
    Conclusion:
    The case study of the Houghton Refrigeration Company highlights the importance of effective training in
    the workplace. The president's decision to choose an inexperienced trainer resulted in a failed training
    session that was ineffective and provided no value to the employees. The president should have chosen a
    more experienced and skilled trainer to conduct the training or outsourced the training to a professional
    training company. An effective trainer should possess certain characteristics such as being an engaging
    speaker, having excellent communication skills, and making the training session interactive. By following
    these guidelines, companies can ensure that their training sessions are effective and result in a positive
    impact on employee performance and job satisfaction. Effective training not only improves employee
    productivity and performance but also contributes to a safe working environment, which is crucial in
    industries like manufacturing, where employees are exposed to various risks and hazards. Therefore,
    investing in effective training programs is essential for the success and sustainability of any organization.
    In conclusion, the Houghton Refrigeration Company's case study highlights the importance of effective
    training and the potential consequences of ineffective training.
    References:
    Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2005). Applications in Human Resource Management
    (5th ed.). South-Western/Cengage Learning.

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