The mistake made by CACs Training Director- Caleb Tab

Errors from the point of view of training needs assessment

A needs assessment is a part of planning training processes, used for improvement in training
of organizations. A core of the training program will be unsuccesful when a training
assessment is wrongly.
In my conception, the training program may have the wrong content and objective and cause
some impact to the casino. Trainees sent to training programs for which training program
they do have the relevant related to their job.

Treating presenting problem only: Caleb should be think over about the staff

schedule, busting responsibility and ensure the training would not cause the shortage.
Insufficient data collection or analysis: When100 croupiers send to the training, the
operation of casino should be affected. This point must be considered in training

assessment
Feedback collection: After the training, the feedback from the staff is very important.

Caleb should gather the feedback from the first batch of participle.
Applying no tools or the wrong tool: Relevant training for the related staff
Trying a quick fix: Take time to focus on the real problem rather than just send the
croupiers to the training.(Deborah D. Tobey2005)

Transfer of learning is trainees effectively and continually applying what they learn from
the training program to their job.
Errors transfer of learning
Training time period- The training program taking too long of training period and time. A
long term training will make people feel boring and tired, it will cause the training program is
wasted.
Training design- U can think about it, 100 croupiers all group in one training program, how
about their feeling? A training program is more effectively when it separate in small batch.
The core of training always is quality, not quantity.
Working Environment- Croupiers take part in that training program is really related to their
relevant task?
Trainee characteristic- Attitude and moral character of a staff is important. If a person dont
have motivation and ambition in their daily work, they would take this training program is
important.
Error training evaluation
Why Caleb fail in measure a training evaluation?
She did not gather the feedback from the participle. Mean she think she are right but she not
the person take part in training program, she must get the feedback from staff for make sure
the training program is process under the core and objective which is set by the organization.
The training program is can process by selected staff; according to the need of the staff
required skills, to evaluate financial advantage and expenses of that training design. In
additional to this, to measure the expenses and advantage of various development program in
order to choose the most effective program.

How she can correct the error

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Caleb can correct the error by do a correct training assessment

I.
II.
III.
IV.
V.

A focus on business and organization goal

Focus on performance accomplishments and performance
Linkage of performance analysis to the job
Analysis of performance gaps
Identification of interview that will close the performance gaps(2002,Piskurich)

Explain 4 level evaluation

Level 1 - Reaction
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Level 1 solicits opinions of the learning experience following a training event or course.
Typical questions concern the degree to which the experience was valuable (satisfaction),
whether they felt engaged, and whether they felt the training was relevant. Training
organizations use that feedback to evaluate the effectiveness of the training, students
perceptions, potential future improvements, and justification for the training expense. A
variety of sources estimate that approximately 80 percent of training events include Level 1
evaluation.
Level 2 - Learning
Level 2 measures the degree to which participants acquired the intended knowledge, skills
and attitudes as a result of the training. This level is used by instructors and training
executives to determine if training objectives are being met. Only by determining what
trainees are learning, and what they are not, can organizations make necessary improvements.
Level 3 - Behavior
Measures the transfer of learning and knowledge taht has occurred in learner behaviour from
the training program. Evaluation at this level attemps to answer the queston: Are newly
acquired skills, knowledge, or attitude in use during the everyday environment of the learner?
For many trainers this level represent the truest assessment of a programs effectiveness.
However, measuring at this level is difficult as it is often impossible to predict when the
change in behaviour will occur and require important decisions of when to evaluation, how
often to evaluate, and even how to evaluate
Level 4 - Results
Increased efficiencies, decrease costs. Increase revenue, improved quality. Better morale,
increase retention, and loyalty to the company or organization. Frequently thought of as
bottom line results. This measure the success of training in terms executives understand.

Effective strategies to win over Gaming Operation Director

Explain the 3 training program purpose to the Director Operation of Gaming

a. Customer service
At the table, croupiers are requires to lead a harmoniously and enjoyed ambience to the
player.
b. Leadership
Croupier need to clarify about the regulation of the game, croupier need to ensure all players
have followed the regulation.
As a croupier, you will need good perception ability and excellent in arithmetic skills.(2015
Input Youth Job Guides)

c. Team Building
Attain the vision and mission of the organization via the team building.
A enjoy powerful group is a productive and reformation one. During the interaction,
cooperation and originality are given space to inhale, the result can be good effect for the
organization goal.
To reach the characteristic of above, leaders require set up suitable goal. Example, leaders
require to make sure there is a powerful connection among the division and build a vigorous,
create organization culture in the company where social intercourse is valued. To set out on
team building active day is a valid way to reach the goal of organization. (2014 Ash Curtis)

To inquire Gaming Operation Director(Margaret Chan) for input about what kind of
training is suitable for croupiers.
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Caleb Tan can win over Margaret Chan by use this approach-Inquire Margaret Chan which
training is suitable for a croupiers. A training course can combine the suggestion between
Caleb and Margaret. Few suggestion of training programs are provided by Margaret:

i.

Communication Skills Training

In many ways, a croupiers is like a performer. Croupiers required to sustain a high level of
activity at your table and deal with all of playesrs, no matter what or how of ability grade or
the gravity with which they place their bets. Casino dealers must have above-average
communication skills to effectively engage players.
ii.

Conflict-Resolution Skills Training

Casino dealers often must resolve conflicts with patrons who are displeased with the outcome
of a play or simply distressed because they're losing money. In either case, you may be the
first person to encounter the customer's wrath. You must have sharp customer service and
conflict-resolution skills..
iii.

Analytical Thinking Skills Training

The skill response immediately and analytically is an major requirement for an effective
croupiers. Analytical thinking can let you to exactly compute win or lose hands in a matter of
seconds. Games at the table are lightning-paced, and the velocity and accurateness which you
define which player wins and who loses affects the confidence that players have in you and
the game that you're dealing.
iv.

Physical Endurance Training

Croupiers need strong hand-and-eye coordination. This is because , the position of croupiers
has required long-time periods to stand. In addition, you must qualified bear about the
condition of workplace which may require exposure for smoke and loud noises. 2015 Ruth
Mayhew
Caleb Tan can request the CEO to appoint Margaret Chan as a trainer.

To attain a more better and more suitable training course trough the communication between
the Margaret Chan and Caleb Tan. An agreement can reach from the combination idea of
them. Therefore, Margaret Chan able to conduct the training course by the professional core.
This is because, Margaret Chan is more familiar about what is require in that field of work.
Trainers- Margaret Chan would compare the ways of the training offered by other training
centers. So, our teaching will be recognized by those investors, and their new casinos trainers
would not challenge our course contents and ensure upgrading and modifying our training to
cope with the actual need .

Training in small batch

Through the training by small batch, company can mobilization the staff with no difficulty. It
can prevent the impact for the operation. In additional, the trainers will more confident for the
small batch training, this is because, training program divide in small batch is more easier to
focus and control the staff and ensure the staff have absorb the knowledge which is train by
trainers.

Use e-learning

Why we choose for using e-learning? Cause it has many benefit, example:

1.

Flexible E-learning courses can be accessed anywhere, anytime. They are

convenient means to train a large team, spread across the world. Online courses can
be accessed even while travelling or holiday.

2.

Consistent-E-learning courses, which meet learning standards and specifications,

provide training of consistent quality. In classroom training, there are different
trainers(worldwide)handling same topic. So, the learning may not be consistently
delivered.

3.

Reduce cots-E-learning is very cost effective and saves a lot of time. We can reduce
the expenditure and time involved in travelling, no cost of trainers and facilities,
logistics such as organizing of training venue, hotel accommodation for employees.

4.

Easy to update-Online courses cab be updated easily. But, in many organizations, if

training material needs to be updated, it has to be reprinted. This may be very
expensive and requires a lot of effort. With e-learning, this problem can be eliminated
because content can be updated and published in quick time.

5.

Simple track-E-learning lets the employees know how much they learned and where
they are in the course. It enables organizations to track the course completion status
and scores. This plays an important rolein evaluating and improvising their training
programs.
.

2015 Lee Ann Orbringer

Set up a training communities

This training invited different of any skill level to explore the entire

Management committee/board members have ultimate responsibility for directing the activity
of the organisation, ensuring it is well run and delivering the outcomes for which it has been
set up.
Every management committee/board should provide leadership to the organisation by:

Setting the strategic direction to guide and direct the activities of the organisation;

Ensuring the effective management of the organisation and its activities; and

Monitoring the activities of the organisation to ensure they are in keeping with the
founding principles, objects and values

Must marked you training department

Make people understand the role of training department

Understanding Organizational and Team Needs

Throughout this process, different people will want or need different things in relation to
work and training. For example, some people respond well to increased responsibility, while
others may prefer to develop a wide variety of skills. We all have a dominant motivator, and
these motivators influence things such as what type of development we want, what types of
goals will cause us to respond positively, and what types of rewards we want. As a manager,
you should understand these different patterns of motivation.( DaveBolton)

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