Employee Training Program, Interview Process, Skills and Legal Aspects

This assignment delves into the intricacies of employee training programs, interview processes, and related legal considerations. It explores the application of instructional design for training, the use of learning management systems, and the importance of assessing training needs. The assignment also discusses the legal aspects of the interview process, including the Americans with Disabilities Act and the Civil Rights Act, and how to handle sensitive information. It also provides insights on the best practices for designing interview questions, conducting interviews, and evaluating candidates. The document emphasizes the significance of skills development, ethical considerations, and the importance of continuous improvement in both the interviewer's and applicant's roles. The assignment references scholarly articles to support its assertions and provide context for the different ideas discussed.

Answer 1
I would develop a training program by utilizing the different aspects of instructional designs.
Different aspects of instructional design would be used to measure needs for training programs,
ensure readiness for training, and plan different activities of the training program (Gardner,
2016). I would also utilize learning management system for employee training program.
Answer 2
Yes, the organization can utilize the available information to make a decision. The Age
Discrimination and Civil rights act of 1991 place demands on the choice of selection methods.
Answer 3
The structure could be designed on the basis of classroom instruction. The situational structure
would include coming up with personal life cases and role playing. The behavioral structure
would be having the interview in more desired behavior. On the basis of the evidence, I would
think the behavior is more consistent because research concludes that it is an accurate way to
teach interpersonal skills.
Answer 4
The legal authorities that protect this are the Americans with Disabilities Act of 1991 and the
civil rights act of 1991. An organization should not consider family health during evaluation of
an applicant (Haahr, 2013). If the employee is expected to perform work on time and if he or she
does not, only then the organization will have a reason to let the employees go. Other reasonable
causes can be unethical practices.

Answer 5
I think the interview must be one of the final steps in a multiple hurdle mode. If I utilize more
than one method, I will go about weighing this as 20% because it mostly depends on higher
manager decisions.
Interpersonal skills questions
Answer 1
The most difficult part of the interviewer is to prepare question schedules for conducting an
interview and for applicants it is to handle hesitation (Bosch, 2012).
Answer 2
As an interviewer and applicant, I can improve my skills by gaining experience through
continued practice.

References
Gardner, A. K., Diesen, D. L., Hogg, D., & Huerta, S. (2016). The impact of goal setting and
goal orientation on performance during a clerkship surgical skills training program. The
American Journal of Surgery, 211(2), 321-325.
Haahr, A., Norlyk, A., & Hall, E. O. (2013). Ethical challenges embedded in qualitative research
interviews with close relatives. Nursing ethics, 0969733013486370.
Bosch, P. C., Doshier, S. A., & Gess-Newsome, J. (2012). Bilingual nurse education program:
Applicant characteristics that predict success. Nursing Education Perspectives, 33(2), 90-95.