The Five Person Group Into Sub Teams - 1465 Words

For our 628 project, we split the five person group into sub-teams. My two person team was responsible for qualitative methods of diagnosis. We arranged to interview the HR Director and a few HR staff. I believe my experience as an HR Manager working with executives on a regular basis aided in my ability to view the situation from a 30,000 foot level. I helped to formulate the organizational analysis questions: How does the goal of diversity training align to organizational objectives and strategy? Why is diversity training important for ZF to conduct? How does ZF define diversity? Do you need to leverage diversity for performance improvement? I was sensitive to picking up clues on what was in it for the HR Director, her departmental†¦show more content†¦However, the team was anxious to move forward on design. Also, our classmate who worked at ZF was saying to us, â€Å"Listen, they said this, but they really want this.† It didn’t exactly match what our researc h was pointing out, or what we were designing. We were forging ahead without really understanding the performance gaps and doing proper diagnosis. Another factor limiting our ability to thoroughly diagnose was that our clients claimed there really weren’t any performance gaps. They wanted to implement diversity training as a â€Å"proactive† measure. They believe that a diverse workforce is a competitive advantage for ZF. They also wanted to head off any possible future issues caused by lack of training. When we tried to probe if there had been any issues (e.g. complaints, legal issues, etc.), they denied any, but also stated that they really couldn’t share that kind of information. Additionally, we were also limited by time (one semester), resources (money, people), and experience. We discussed these constraints openly with the client and included them in our letter of agreement. However, we needed to narrow the focus of the training and tie to needs. As I was learning in class and through the ZF project, I slowly started to try to introduce some of the concepts at work with the leadership team. How do we know the sales managers are not securing sales due to a lack of training? Did anyone analyze this? The VP in charge of product training pointed out that