Employment training and development

Worksheet attached

HR410 UNIT 8 ASSIGNMENT WORKSHEET

(Note the length requirement is 1,000 words)

Use the same organization for the Unit 8 Worksheet that you used for your Unit 1–4 Worksheets.

Return on Investment (Follow Table 6.11 for costs and 6.12 for benefits and ROI calculation):

Your Name:

Organization: (single sentence)

What organization will you use for this worksheet? It should be the same organization you used for your Unit 1–4 Worksheets.

Identify the Training Program: (single sentence)

What potential training program will you assess?

Costs (You may insert an Excel spreadsheet into the worksheet for your costs. Be sure to include each cost category in your spreadsheet.)

Direct Costs (If any. If not, explain why.)

Determine the direct costs. List the direct costs, line item, calculation, and dollar figure. (Table 6.11)

Indirect Costs (If any. If not, explain why.)

Determine the indirect costs. List the indirect costs, line item, calculation, and dollar figure. (Table 6.11)

Development Costs (If any. If not, explain why.)

Determine the development costs. List the costs, line item, calculation, and dollar figure. (Table 6.11)

Overhead Costs (If any. If not, explain why.)

Determine the overhead costs. List the overhead costs, line item, calculation, and dollar figure. (Table 6.11)

Compensation for Trainees (If any. If not, explain why.)

Determine trainee compensation. List the trainee compensation costs, line item, calculation, and dollar figure. (Table 6.11)

TOTAL COSTS

Benefits (Again, you may insert an Excel spreadsheet into the worksheet for your benefits.)

Determine the benefits. List the benefits, line item, calculation, and dollar figure. (Table 6.12)

TOTAL BENEFITS

Return on Investment (ROI)

Show your ROI calculation. (Benefits/Costs = ROI) (Table 6.12)

Recommendation

Does the ROI cost-benefit analysis indicate that this potential program has value for the organization? Explain.

Running head: BNSF TASK ANALYSIS 1

BNSF TASK ANALYSIS 1

Task Analysis

Stephanie A. Gillmer

Purdue Global University

HR 410-01 Employee Training and Development

Professor Lisa Hone

August 18, 2020

Name of Organization

BNSF Railway

Summarize Business Strategy

BNSFs business strategy is to be efficient and continue growth in transportation for rail customers.

Step 1. Job: What

The job used for the task analysis will be in an Intermodal Equipment Operator. This job has three levels of proficiency in handling different equipment. All employees in the craft must be able to perform all areas as needed. The heavy equipment involves cranes, side-loaders, forklifts, and hostler trucks (Intermodal Equipment Operator, n.d.). All employees with BNSF must comply with federal and company safety rules, respond to and act on safety concerns, and policies and procedures (this includes: wearing required safety equipment).

Step 1. Job: Why

This job was selected for the task analysis because it is familiar. It is essential to know what is involved in the task analysis for this position. The job analysis will determine what activities, responsibilities, skills, outcomes, and what the work environment requires; all of these are necessary to get as much data as possible together when writing a job description. The information has frequent output results of this job analysis (Heathfield).

Step 2. Task

To identify a preliminary list of performed tasks in this job, it involves relating to the job target. A list is made by individual brainstorming, focus group discussion, as well as questionnaires and interviews (SCHLEBUSCH, 2019). A team can observe incumbents that require certain aspects of the job. The job analysis list should have an outcome of making employee and recruiting and hiring plans, posting and advertising position, and conducting performance development plans with the performance management system (Heathfield).

Step 3. Validation

It is crucial to validate evidence to support the use of credentialing exams that come from performing a job analysis in the profession (Wyse, 2019). A standard method is the task inventory method. People in the field get surveyed using a rating scale about the task necessary to complete the job safely and competently. Many jobs, including working on the railroad, require passing an exam to work in the workplace providing a link between what the people know must know and how to do it safely and competently (Wyse, 2019).

Step 4. KSAOs

To determine required competencies (KSAOs) first involves breaking down the job into tasks. Next, through a survey, generally, incumbents, a subset of tasks, are identified based on occurrence frequency, importance, significance, and other similar criteria (Goffin & Woycheshin, 2006). The final stage is judging the mental process. A group of experts (SMEs) would attempt to infer the KSAOs that are required to meet the demands of the employees from the tasks identified. KSAOs that are important in the position of intermodal equipment operators include active listening, critical thinking, reading comprehension, complex problem solving, and monitoring.

Step 5. How Trainable Are the KSAOs?

Typically, a job that is a fixed entity is considered to be where people fit precisely. When hiring for a position, people get selected by being a good match of the requirements asked of the job. Although, in training, people can develop into fitting the job. Employees need to posses the requirements of the job, skills, and knowledge. Surveys can ask employees if the KSAO is trainable. For example, how important is it that equipment operators possess this KSAO? Can the KSAO be taught in classroom training, simulation training, or field training? If SMEs report that the KSAO is trainable, then the KSAO is considered for candidate training (Rail Industry Job Analysis, n.d.). The KSAOs are trainable in the intermodal craft; there is training, and experience from senior workers who can advise new employees.

In the intermodal equipment operator job, there are more manageable tasks than others. Grounding is a simple starting position in the craft. Grounding requires employees to climb up and down railcars, either putting in locking devices when loading units for outbound or taking them out for inbound containers. The job requires to know safety rules, working with heavy machinery is very dangerous, and people can be hurt extremely bad. The hostler is driving a truck, hostlers get containers from parking stalls and bring them to the side loaders (trackside) to be loaded. Hostlers also take units from the track that were unloaded from the train and park them in parking spots for customers to pick up. Hostlers can be a safety concern if someone picks up a load that leans, it could cause a truck to turn over severely hurting the worker. Operators have to have plenty of training and awareness. There are risks of hurting groundman and hostler drivers if not doing the job accurately and safely.

The KSAOs would have an advantage if the employee had prior knowledge, although the employer still needs to train after hiring. For example, I had prior knowledge and experience of driving big trucks and backing up containers. I still needed the training to meet the requirements of this job. I learned quickly and got it faster than other employees that did not have the experience, but I did not know anything about operating side loaders. The safety aspect is also much different than any other job I have worked before. A lot more awareness is needed; the senses can not be dull while working when employees are on the ground next to the heavy equipment.

References:

F. (n.d.). Rail Industry Job Analysis. Retrieved August 17, 2020, from https://railroads.dot.gov/sites/fra.dot.gov/files/fra_net/2930/TR_Rail_Industry_Job_Analysis_Passenger_Conductor_20130221_FINAL.pdf

Goffin, R. D., & Woycheshin, D. E. (2006). An Empirical Method of Determining Employee Competencies/KSAOs From Task-Based Job Analysis. Military Psychology, 18(2), 121-130. http://dx.doi.org.libauth.purdueglobal.edu/10.1207/s15327876mp1802_2

Heathfield, S. (n.d.). How to Do a Job Analysis. Retrieved August 17, 2020, from https://www.thebalancecareers.com/job-analysis-1918555

Intermodal Equipment Operator job in Memphis at BNSF Railway. (n.d.). Retrieved August 17, 2020, from https://lensa.com/intermodal-equipment-operator-jobs/memphis/jd/faed1ddd164d972b423a1ac2d1dcbe21

SCHLEBUSCH, S. R. (2019). ASSESSMENT CENTRES: Unlocking people potential for growth – 2nd edition. Place of publication not identified: KR Publishing. doi: purdueglobal.edu

Wyse, A. E. (2019). Analyzing Job Analysis Data Using Mixture Rasch Models. Retrieved August 17, 2020, from https://eds-b-ebscohost-com.libauth.purdueglobal.edu/eds/detail/detail?vid=15

Running head: COMPETENCY MODELS 1

COMPETENCY MODELS 1

Task Analysis

Stephanie A. Gillmer

Purdue Global University

HR 410-01 Employee Training and Development

Professor Lisa Hone

August 25, 2020

BNSF Competency Model

Organization: BNSF

Business Strategy and Goals:

BNSFs business strategy is to expand and be efficient in transportation for rail customers across the United States.

There are many jobs within the BNSF. The railroad is its own entity of jobs outside of civilian jobs. Jobs that are directly related to the organization’s strategy and goals are train engineers, conductors, equipment operators, track layers, mechanics, and engineers. These jobs keep trains moving, and are crucial to expanding and fixing rails across the U.S. There are many moving parts to keep trains going 24/7 every day of the year.

There are three major groups of operations in BNSF the groups include the transportation, engineering and mechanical job family. The transportation employees are the operation of moving trains from point-to-point, moving freight all across the BNSF system. Jobs within the transportation family include: engineers, conductors, and carman. The engineering job family is in charge of all aspects of supporting facilities, and tracks. Engineering includes jobs, such as, track layers, track inspectors, and telecommunications. Mechanical is a major job family that is critical to the operations of the railroad. The department maintains locomotives, rail equipment, and all loading equipment running. Should they fail, the jobs are 24/7 to get equipment up and running as soon as possible.

The jobs in the job family are grouped together because they are related by a common profession. These positions have many similarities (Job Families, 2020). In order for the jobs to create a job family it requires similar knowledge, skills, and abilities (competencies). The positions also have key behaviors that are associated and related. Another factor is they have similar pay characteristics and conditions (Job Families, 2020).

Resources:

Job Families – Aligning Jobs That Fit Together. (2020). Retrieved August 25, 2020, from https://hr.unl.edu/compensation/nuvalues/jobfamilies.shtml/