What do you think of Apex's training process?

Answer 1

They should first be able to identify groups that would create a diverse workforce. Examples: single parents, older workers, minorities and women, welfare recipients, and global candidates. In order to retain these employees, students would first need to understand the needs of each group, and then create plans and programs that accommodate these specific needs. For example, to attract and keep single mothers, employers could give employees schedule flexibility, and train the supervisors to have an increased awareness of and sensitivity to the challenges single parents face. sourced with consideration give to the same set of advantages and disadvantages listed above. The training plans need to be created by training experts familiar with the actual position and compiled into a training manual applicable to each section...Every position would have a formal (written) description. Training procedures would be documented for each position. Supervisors would be formally accountable for training.After reviewing the case it's for sure that Appex Door Company must rebuild their training process to overcome their problems. A formal (written) and updated Job description: The employees of Appex Door Company "decide to do it their own way" which is a major drawback for this company. As by this view an employee will never taught...

Answer 2

Very little