Bancroft Construction: A Case Study on Safety Training and Evaluation

This case study analyzes the safety training program at Bancroft Construction, addressing key aspects such as needs assessment for roofing supervisors, the development of a comprehensive training plan, and strategies for evaluating the program's effectiveness. The study explores the importance of needs assessment in identifying skill gaps, involving stakeholders like employees, owners, and supervisors. It details various methods for gathering information and outlines safety-related and non-safety skills. The case study also provides a detailed training plan, including effective delivery methods like lectures and discussions, recommendations for training types, and the role of a safety manager. Furthermore, the study explores pilot testing processes, strategies for improving training transfer, and best practices for setting employee expectations, performance management, and formal reviews. Finally, the study discusses using rewards and incentives to encourage positive employee performance.

CASE STUDY

Table of Contents
INTRODUCTION.......................................................................................................................................3
Scenario 1....................................................................................................................................................3
IA) NEEDS ASSESSMENT FOR THE ROOFING SUPERVISOR...........................................................3
IB) COMPREHENSIVE TRAINING PLAN..............................................................................................8
IC) EFFECTIVE STRATEGIES FOR TRAINING PROGRAM EVALUATION...................................13
Scenario 2..................................................................................................................................................15
IIA ) BEST PRACTICES FOR SETTING EMPLOYEES EXPECTATIONS..........................................15
IIB) RECOMMEND BEST PRACTICES FOR PERFORMANCE MANAGEMENT.............................16
IIC) DESCRIBE BEST PRACTICES FOR FORMAL, LEGALLY DEFENSIBLE PERFORMANCE
REVIEWS.................................................................................................................................................17
IID) STRATEGIES FOR USING REWARDS/INCENTIVES TO ENCOURAGE POSITIVE
EMPLOYEE PERFORMANCE................................................................................................................20
CONCLUSION.........................................................................................................................................21
REFERENCES..........................................................................................................................................22

INTRODUCTION
In the construction company, safety management training is very important. With the help of
training, the employees gain information about various activities of roofing supervisions and the
problems which are faced by them. The present report is based on Bancroft Construction
Company which is an USA based company. The company conducts safety training program for
improving the skills and knowledge of the construction firms. Along with this, it has also
highlighted on the reward system of the business organization.
Scenario 1
IA) NEEDS ASSESSMENT FOR THE ROOFING SUPERVISOR
1) Use of need assessment in training program
The ultimate goal of the need assessment is to determine the current and future desired
performance. The differences or the gap between the two is the learning that must occur on the
basis of good training design (Demirkesen and Arditi, 2015). In the safety training program,
through the need assessment, the Bancroft construction can find the required skills which are
essential to maintain safety at the workplace.
Advantages of need assessment:
 Through the need assessment, the Bancroft construction can construct sound training and
add value to the training process
 Need assessment analysis helps the Bancroft construction to understand the actual
performances of employees and it helps to develop a standard to achieve targets,

 The need assessment helps to measure the gap in employees and smooth the progress of
the learning and development of new skills and knowledge to mitigate current
performance gaps (Sacks, Perlman and Barak, 2013). In addition, it helps to deal with
future learning needs and development.
2) Reason not to perform need assessment
There are several reasons when the company may not conduct the need assessment. The aim of
the need assessment is to fill the gap in between current and future training needs. Following are
the reasons because of which a company does not adopt need assessment:
 The Bancroft construction may fail to analyze when they want to develop the
performance of the employees (Evanoff, 2013). The need assessment only identifies
those skills which are required but in order to improve the overall performance the
company needs to use other elements.
 The company may also refuse the need assessment when they already know what
objectives need to be included in the training assessment.
3) Stakeholders group involved in need assessment
3a) Following are the three stakeholder group involved in need assessment
 Employees
 Owners
 Supervisors
The entire above stakeholder's group should be involved in the needs assessment. The reason to
be involved in the need assessment of the employees so that they can identify the actual skills,
which the employee are lacking and what are the future needs of the company. In addition, with

these, they are also share about the skills gap. Involvements of owners are important in need
assessment so that the owners can deliver their expectations from the employee training
(Dawood, Miller, Patacas and Kassem, 2014). By involving owner, in need assessment, the
company can provide the standard skills which can raise profits of the Bancroft construction. The
Reason for Involvement of supervisors in need assessment is that all the activities of employees
are supervised by them. It actually provides brief information to skills gaps which need to be
involved in training.
3b) Methods involved for gathering information from stakeholders group
 Employees- For conducting the information from the employees the company can use
focus groups.
 Owners- In order to conduct information analysis, the owner-trainer can use
questionnaire which has different types of questions about the training and needs
assessment.
 Supervisors – The method for collecting information from the supervisor is by taking
interviews based on the series of questions.
3b) Method used to gather Information from Each Stakeholder Group
i) Advantages of information methods
Focus group- In order to collect information from employees, the company should set a
small group of people by which they can ask a question to employees regarding need
assessment (Roy and Jacob, 2015). The advantage of using this method is that the group
members influence each other by responding to ideas and comments.

Questionnaire- Through this method, the business can evaluate employee’s ideas and belief. It
is time-efficient and cost-effective method which can be used by the company in order to
research or collect information.
Interviews- Through the interviews, employees can collect all information about a single topic
in a frequent way and through this; they can also generate ideas or feedback about need
assessment.
ii) Disadvantages of Information Methods
Focus group- The main disadvantage of the focus group is that the employees are not
involved in the discussion with group members, so natural observations can be made ( Del
Puerto, Clevenger and Glick, 2015). For collecting information, employee’s active
participation required.
Questionnaire- With the help of this method, the company can collect only limited information
from the owners.
Interviews- For gathering information from the interview, business receive only limited time.
The supervisors of the company are involved in different activities so, maybe there is lack of
time.
4) Four safety skills gaps/training needs of Roofing Supervisors
Following are the four skills gaps which can be associated with roofing supervisors.
 Manual Dexterity
 Organize roofing material
 Read and interpret drawings

 Time management
4a) Safety-related Learning Objectives and Behavioral Changes
 Develop knowledge about the labor safety at a construction site and gain learning about
the carpentry, pouring cement, installing drywall, and the installation of specific types of
equipment through the training.
 In the construction of other business, it is required that budgeting, planning, recording,
and marketing are conducted (Teizer, Cheng and Fang, 2013). Through the training need
assessment, the employees can become familiar with word-processing, spreadsheet and
publishing software.
 All the construction workers need to develop a deep knowledge of the design and
planning so they can effectively overcome with all types of risks. With the help of the
training, the employees can learn about all types of safety equipment.
 The construction workers should be smart and be able to handle work according to
situations. So, the learning objectives of training need assessment and the training
program should be designed accordingly. The behavioral change is that workers receive
complete information about the correct lifting posture, and careful attention to safety.
4b) Non-Safety Skills
The non-safety skill for the roofing supervisor is lack of communication skills. Due to the lack of
communication, accidents can occur. The communication must be completed between sender
and receivers with the correct meaning (Kaskutas, Dale, Lipscomb and Evanoff, 2013). If the
communication is not effective between two parties then misconduct may occur.
5) Two Strategies that may Improve Training Transfer at Each Stage

a. Before training takes place
 Carry out the thorough training needs analysis
 Align learning outcomes with business goals and on-job tasks
b. During the training program
 Draw upon the learner’s prior knowledge to create associations
 Use instructional strategies that establish relevance
c. After training takes place
 Associated training with social learning
 Arrange post-training follow-up sessions.
IB) COMPREHENSIVE TRAINING PLAN
1) Effective delivery methods for safety training methods
 Lecture method
 Discussion methods
a) Reason for selection of safety training methods
 Lecture method
The reasons for selecting the lecture method are that they provide a general understanding of the
topic. It is based on one-way communication method through which the trainers can provide
complete information about the material (Zhang, Boukamp and Teizer, 2015). The lectures are
logically sequenced so the trainees can follow each topic. During the lecture, trainees can listen,
observe and take notes. With the help of this delivery methods, training can be provided to a
large number of employees at the same time.

 Discussion Methods
The discussion is a two-way communication in between the lecture and the trainers to increase
learning opportunities. The method includes short lectures to provide the basic information about
the trained. This is followed by a discussion among the trainers and between the trainees in order
to support safety training methods (Choudhry, 2014). These methods allow verbal and non-
verbal feedback from trainers and help the trainee to receive desired learning methods.
Discussions take place during the training which enhances employee’s performances.
b) Recommendations
The best place to facilitate training methods is at Bancroft construction campus. Lecture method
and discussion method can be given during the on the job training under the supervision of
managers and executives.
2) Type of Training Designed
In order to provide the safety training, there are mainly two type of training methods i.e internal
and external methods (Guo, Li, and Li, 2013). The best method to provide training employees is
an externally designed method.
 All the works of the construction company are taking place outside of the company. So
for the workers, it is important to gain knowledge at the real construction sites through
which employees can gain information about the company’s affairs.
 In the external business training, the company can give knowledge to employees about
the use of equipment and tools which are majorly used at the construction site. Through

this method, employees can gain all essential skills such as time management,
presentation skills, and physical skills.
3) Person facilitate the safety training
The safety training required to fulfill the specific qualifications of workers in the safety
training. As according to the OSHA’s training standards, the training must be effective
and its goal should provide high level of education to workers. In the construction
company, the training must be provided by the safety manager ( Park and Kim, 2013). The
manager is known for each activity which is related to the safety of construction site.
Through the safety managers, employees receive all required information and also they
can learn to handle construction operations related to the roofing.
4) Process of Pilot Testing in Safety Training Method
A pilot test is a test in which the Bancroft construction takes training program for a trial run. It is
the first phase training program, through which the company can evaluate the performance of
employees at the first time. It is designed to evaluate whether the training program will work or
not. Following are the process of pilot test:
 Conduct the Physical Classroom
For the classroom training, it is important to have audiovisual and computer equipment. The set
of the classroom according to the standard setups and easily accommodate the number of
learners for the pilot (Teoh, 2016)). The virtual classroom should include all technical
capabilities so the training program can easily be displayed to the learners.
 Select 8-15 learners for participate

In order to make the training program effective, it is advisable that pilot test should include 8-15
learners in their training program so the delivery of program can be effective. Along with it,
Bancroft construction can also appoint the instructor, who helps in evaluating the effective need
of training.
 Send a Reminder to Learners
Before starting the pilot program, it is essential for the company to send a reminder to learners
via email. So they must be aware of schedule.
 Prepare the materials
In the physical classroom training, the Bancroft construction’s trainer can provide materials by
including copies of slides and distribute the materials when training program starts. For the
virtual classroom pilot program, the organization need to make sure that before starting classes
learning materials should be to learners.
 Create Awareness to Participate in the Test
Before starting the training, awareness should be created for the learners so that the employees
can be motivated to participate in the training. So, they must become aware of the instruction and
if there is any problem related to the learning material they can also be informed.
 Collect Appropriate Feedback in Training Intervals
During the training period, the individuals can be asked to provide feedback at appropriate
intervals (Wang, Li and Tam, 2014). The instructor can select any interval for receiving the
feedback from employees about the materials and can obtain clear knowledge about the
instructors.

 Collect a Debrief
At the end of the pilot test, the organization should conduct a debriefing program that considers
the entire training program. The provider can ask about the effectiveness of training and parts of
the program which need to be revised. Pilots can also provide suggestion so that the service
providers can ask changes in techniques.
 Assess the Results
In this step, learner’s performance needs to assess on test and activities so that it can be made
sure that the questions and activities really address the objectives (Wang, Li and Tam, 2015) The
learners should understand the instructions questions and that learner have really been taught the
material so they have an opportunity to perform successfully at the assessments
 Reviews of notes
After completing the pilot, the organization should review notes. By making categories in the
program, the service provider can make priorities as a guide, revise the training program and also
address issues before completing the program.
5) Two Strategies for Motivating Employees to Participate in Training
There are different ways in which the Bancroft construction can motivate the employees to
participate in the training program. Some of them are given below:
Career Advancement
It is possible that workers may be frustrated with the company’s job or position because there is
no career advancement available for employees. If the company provide training to them, then