Bus692 week 3 discussions and reply to beverly and donalds discussions


Discussion # 1-Aligning Staffing Systems with Organizational Strategy

First, consider your firm’s orientation in regards to the Miles and  Snows framework.  How will the firm retrain, hire staff, or outsource to  meet future demand?  How might the processes be improved considering  the strategic orientation? Present your findings in 200 words  in  your discussion post. Use at least one scholarly source in your reply  in addition to the article and video provided. Respond to at least two  of your classmates’ posts.

Education Unlocked. (2013). Porter’s Generic Strategies (Links to an external site.)Links to an external site. [Video file]. Retrieved from https://www.youtube.com/watch?v=9wXVnBrpZ-U

Reply to Beverly-

According  to Hunt (2014), the Miles and Snow business strategy is identified by  four different levels; defender, prospector, analyzer, and reactor.

Defender- protect their market from competition

Prospector- are innovative, seek out new opportunities, take risks and grow

Analyzer- maintain their current businesses looking more for stability and to be somewhat creative in new companies

Reactor- there is no consistent strategy-structure relationship. Top  management frequently perceive change and uncertainty occurring in their  organizational environments but are unable to respond effectively

Considering Apple’s posture in the technology market, I believe they  take on both the prospector and defender position. While Apple is  innovative and continuously seeks developmental growth, they also  protect their technological advances to stay competitively ahead of  their competition. Apple does not need to retrain its employees as they  only seek out the most talented people for their company. Just the best  work for Apple and they take charge of that in the hiring process. In  that, Apple has an extensive hiring process that goes beyond the  standard protocol. They look for inventive geniuses that can take the  company to another level as their market is changing every day (Hein,  2015). Therefore, it is not abnormal for prospective employees to get a  call from a member of the Apple team directly requesting they interview  with them.


Hein, B. (25 February 2015). Want to work for Apple? Here’s the  grueling hiring process. Retrieved from  https://www.cultofmac.com/313448/want-work-apple-heres-grueling-hiring-process/

Hunt, S.T. (2014). Common Sense Talent Management.  Retrieved from https://www.vitalsource.com

Reply to Donald-

How will the firm retrain, hire staff, or outsource to meet future demand?

The Amazon will meet future demands, academ Lib. (2015) states that,”  defenders aim to maximize the efficiency of internal procedures, miles  and snow argued that they addressed administrative problems by providing  management with the ability to centrally control all organizational  operations”. Defenders in the firm protect their market from the  competition.

 How might the processes be improved considering the strategic orientation?

The process can be improved considering the strategic orientation by  using a prospector for Amazon; they look for products and market  opportunities, they can experiment with emerging environmental trends in  the marketplace.  

Considering the strategic orientation analyzers use a formal  structure process, they operate routinely and efficiently. Amazon is  definitely not a reactor, they are the leading innovative technology  brands amongst any company at this time. Their organizational structure  is intact and the decision making is sound when it comes to new products  that are introduced. 

While looking at Amazons space in the market of technology, they are  both defender and prospector. Amazon is steadily increasing the ways it  touches its customers, they are constantly training internally. The  hiring process in thorough and sound. In addition, they are outsourcing  ways to deliver in parts of the world that couldn’t receive mail.

Academ Lib. (2015). Miles and Snow’s Typology of Defender,  Prospector, Analyzer, and Reactor Retrieved from  https://www.youtube.com/watch?v=QdjYoSq_R3g
Hunt, S.T. (2014). Common Sense Talent Management. Retrieved from https://www.vitalsource.com

Discussion # 2-Kirkpatrick’s Training Model

Donald Kirkpatrick’s Four level Evaluation Model, devised in the 1970s  and a standard tool in training circles Evaluate the value and  limitations of the model in practice. Find an article or webpage that  offers updated information on Kirkpatrick’s model. Discuss the changes  in the model since 1970. Are the improvements significant? Why or Why  not? How would application of such a model improve training in your  organization? What ways could you evaluate results if you were devising a  training program? (Please remember that this question should be related  to the company you are writing your Capstone project about.) Present  your views in 200 words or more in your discussion post. Use at least  one scholarly source in your reply in addition to the article in  addition to the Kirkpatrick article. Respond to at least two of your  classmates’ posts. Remember to properly cite your sources.

Reply to Beverly-

Business’s  use Kirkpatrick’s training model so that they can improve the learner  experience and achieve the goals of their training for employee’s. The  four levels of Kirkpatrick’s evaluation model essentially measure:

Reaction – what trainee’s thought about the training

Learning – the result of the training whether an increase in knowledge or capability

Behavior – the extent of behavior and capability improvement and implementation/application

Results – the overall effects on the business resulting from the trainee’s performance

To obtain an expressive evaluation of learning in organizations, it  is recommended that are the levels are used. Since the 1970’s, there has  not been much change to the model as it is proven to work. However, it  only works when implemented which a lot of companies do not because of  time and cost (Kurt, 2016). Evaluating Apple’s training from a product  knowledge standpoint, this model could vastly improve the wherewithal of  the company. Defined by customer relationships and value-added provided  by the sales force is the information transferred to the consumer  giving them a greater understanding of the products they are using this  translates to a better customer experience thus a boost in revenue (Tan  and Newman, 2013). Ultimately, that is any businesses end goal.  Evaluating and measuring the effectiveness of the model is done through  multiple levels such as customer feedback through various forms of  social media outlets, an increase in consumers, plus the growth in  overall product sales.


Kurt, S. (24 October 2016). Kirkpatrick Model: Four Levels of  Learning Evaluation  Retrieve from  https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/

Tan, K., & Newman, E. (2013). The evaluation of sales force  training in retail organizations: A test of Kirkpatrick’s four-level  model. International Journal of Management, 30(2), 692-703. Retrieved  from  https://search-proquest-com.proxy-library.ashford.edu/docview/1367069016?accountid=32521

Reply to Donald-

Kirkpatrick’s Four-Level Training Evaluation Model can help you  objectively analyze the effectiveness and impact of your training, so  that you can improve it in the future. The model was updated in 1975,  and again in 1993, when he published his best-known work, “Evaluating  Training Programs.” (This was developed later by Donald and his son,  James, and then James and his wife, Wendy Kayser Kirkpatrick.)
The four levels are:
Reaction-measures  how your trainees (the people being trained), reacted to the training.  The company wants employees to feel that the training was a valuable  experience and that they want them to feel good about the instructor,  the topic, the material, its presentation, and the venue.
It’s  important to measure reaction, because it helps companies understand how  well the training was received. It also helps companys improve the  training for future trainees, including identifying important areas or  topics that are missing from the training.
Learning- Companies can   measure what their trainees have learned. How much has their knowledge  increased as a result of the training. Start with a list of specific  learning objectives: these should be the starting point for companies to  measure. Measuring learning in different ways depending on these  objectives, and depending on whether you’re interested in changes to  knowledge, skills, or attitude, because knowing what your trainees are  learning and what they aren’t will help you improve future training.
Behavior-  Evaluate how far your trainees have changed their behavior, based on  the training they received. This looks at how the trainees are able to  apply the information that was given.
Results-Analyze the final results of your training.

This would improve training in my organization by being able to  measure what employees or trainees have learned by allowing them to  apply what they went through in the training sessions and based on their  assessment is when they can move up the company ladder. That is how I  would evaluate, if you cant apply it then you should retrain or stay in  the position that you are currently holding. By showing trainees that  they can have the ability or opportunity to apply what they have learned  should be motivation in itself.


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