Training

Case Solution for Ions Consulting: The MP 2 Training Program

Complete Case details are given below :

Case Name :      Ions Consulting: The MP 2 Training Program
Authors :           June Cotte; Seung Hwan (Mark) Lee
Source :             Ivey Publishing
Case ID :            907C29
Discipline :        Human Resource Management
Case Length :    05 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The recently hired human resources (HR) director had to come up with a program that would meet the needs of transferring knowledge from older, more experienced project consultants to the junior and newly hired inexperienced associates. The HR director designed a program called the Mentoring Management Project for Professionals (MP 2). The program met with great resistance from all levels of the organization, which made the development and the implementation process more difficult. The MP 2 program was implemented on a trial basis and after four months, due to mixed results, the HR director was more confused than ever. He had three days left to prove to the executive board that the program is worth the cost, the time and the resources to implement.
 
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Case Solution for Elite Personal Training

Complete Case details are given below :

Case Name :      Elite Personal Training
Authors :           Elizabeth M.A. Grasby, Nina Gupta
Source :             Ivey Publishing
Case ID :            907N05
Discipline :        Entrepreneurship
Case Length :    11 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Analysis the marketing, operating and financial aspects of a personal fitness training centre to be located in London, Ontario, to determine an appropriate pricing and promotion strategy and the resulting projected financial success of the venture. Need to develop cash budgets based on their assessment of the information provided. The analysis points to the financial uncertainty for a start-up company without hands-on experience from past years of operation.
 
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Case Solution for Training and Development at RVA: A Nonprofit Organization

Complete Case details are given below :
Case Name :      Training and Development at RVA: A Nonprofit Organization
Authors :           Zunaira Saqib
Source :             Ivey Publishing
Case ID :            W12426
Discipline :        Organizational Behavior
Case Length :    04 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The case is about a non-profit organization located in Manchester, England. As a regional association helping smaller voluntary organizations and groups survive and grow, the organization itself depends on fundraising and donations and runs on project-based funding. The projects normally run for three to five years. Hiring and training new employees every two to three months is common. Due to project timelines, employees leave as soon as they find another job. Many complain about the lack of development opportunities within the organization. The chief executive officer has seven people working for him and needs to make a plan to retain his employees for the whole life of each project. For this purpose, he has decided to devise training and development programs for them. There are different options available for this purpose, each with pros and cons. Considering scarce funding, small project tenure, and his goal to provide fair opportunities for all, he must decide which option best fits his organization’s needs and resources.
 
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Case Solution for Brady Training Program

Complete Case details are given below :
Case Name :      Brady Training Program
Authors :           Allan Cohen, William Duckett
Source:              Babson College
Case ID:             BAB087
Discipline :        Organizational Behavior
Case Length :    07 pages
Solution sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
This case chronicles the events that prompt the recruits of one computer company’s training program to aid one another on assignments and projects despite rules explicitly prohibiting such behavior. It emphasizes personal values and the choices made in different circumstances. It also raises questions about the responsibility of companies to design organizations that induce ethical behavior. Bill Flynn is a 23-year-old newcomer to the Brady Co. Information Systems Department. After having worked for one year in sales for a different computer manufacturer, Flynn joined the Brady Co. to develop his understanding of hardware and programming. Upon learning that the Brady training program is intensely rigorous and competitive–usually less than one-third of the recruits complete it–Flynn and other recruits begin to help one another, despite being forbidden at the outset from doing so. Flynn forms a study group with two classmates; catches two recruits photocopying former students’ completed assignments and takes a copy to share with his own group; and reads the supervisors’ secret files evaluating recruits’ progress. After seeing comments in his own file that question his commitment to become part of the Information Systems Department, Flynn cultivates disingenuous friendships with his supervisors. When he survives the 12-month training program, Flynn is offered a formal position in the company; however, he already has secured two other job offers from competing companies. Upon hearing this news, the Brady management immediately makes a superior offer and encourages him to join the firm.

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