Question

Imagine that you are a corporate trainer at BP Amoco. You have been asked to create a training program by your manager, but she needs to understand how you will determine the content for the training program as well as success of it.

Your presentation should be compelling while including the follow components:

• various evaluation designs that are possible at BP Amoco

This is your opportunity to display and apply your knowledge by responding to a potential client engagement. Imagine that you have been contacted by a representative from a British Petroleum Company for a potential organizational development intervention within their corporate offices. It seems that their management staff is having communication challenges resulting in some expensive mistakes in the form of missed supply orders. However, the employee who has contacted you has no confidence and little understanding of organizational development. It is clear they have been tasked to explore the option by the executive board. The British Petroleum Company representative states that they have not had an opportunity to engage an organizational development consultant before and want to learn more before dedicating any additional company resources in a conversation.

Answer 1

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1.

EXPLANATION:

Level 1: Reaction and Satisfaction

This will show how the participants would feel about the training program

Level 2. Learning

Showing how the participants improve their knowledge and skills, also their attitudes.

Level 3. Application and Implementation

Shows whether the learners adopt the new skills acquired from the trainings

Level 4. Business Impact

It mainly focus on the actual results achieved and how these results impact the organization.

Level 5. Results

Benefits of the organization from the training.

Evaluation design is the structure that provides the information needed to answer each of your evaluation questions. Some of the designs that can be use in BP Amoco include; quasi-experimental designs, experimental design and Non-experimental design.

2.

EXPLANATION:

The first to do is to explain what organizational development is. Here the representative would be informed that OD is simply taking what is already established and expanding on it. What you job is is to find the areas of weakness, which in this case is communication, and how to effectively combat them. For example, if the orders is what is costing the company, then it must be because there is something wrong with the input system or the way the orders are communicated. That is where you would start. Afterwards, you would make additional recommendations to increase profits and communication between the different offices. Lastly, you would provide timelines for these to be accomplished. You would inform the representative that you would work extensively with the offices and be in constant communication, developing the necessary steps to accomplish the OD objective.

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