Now Home Depot
focuses on in-store training, such as doing exercises from a
workbook and analyzing sales reports, so more supervisors can have
time to complete the training. I found that Home Depot's training
is similar to case analysis we do in college. This type of training
may increase total participation since they can be done in-store
and improve supervisors' analyzing skills. However, I think that
this type of training is ineffective to actually improve
supervisors' important soft skills, such as communicating with
employees and delegating responsibility. Since the article
mentioned that the main problem of old training is a lack of people
skills, I do not think that Home Depot's training system is
effective to resolve problems, such as struggling with asserting
authority, communicating with workers and delegating
responsibility. To improve its training system, Home Depot needs to
focus on developing people skills and have activities based on
communication and interaction.
show more content
Dell's
supervisors needed to complete a varied program, including
role-playing exercises, lectures, question-and-answer sessions, and
hearing workers talk about experiences with supervisors. Unlike
Home Depot's training, Dell's supervisors could get feedback from
not only their peers but also professional coaches. This strong
feedback system may help to find supervisors' mistakes and correct
them. Moreover, their case study was directly focusing on
relationship with employees. I think that Dell's traning system
promotes action learning, which is practical and effective to train
"the leaders" by developing supervisors' people








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