Weegy: Focus groups are a method of group interviewing in which the interaction between the moderator and the group, as well as the interaction between group members, serves to elicit information and insights in response to carefully designed questions. [ The dynamic nature of the questions asked by the moderator and the group process, produces a level of insight that is rarely derived from 'unidirectional' information collection devises such as observation, surveys and less interactional interview techniques. Methods of recording and analyzing information gathered during focus groups, and strategies for collecting unbiased information have helped focus group research to gain credibility as an accurate and useful source of information collection. Focus group methods gained popularity in marketing research.When to Use Focus Groups Focus groups, like any other program evaluation method, are more appropriate for some situations than others. Morgan & Krueger (1993) discuss instances when focus groups are beneficial: When the security provided by the group allows members who are lower in the 'power hierarchy' within an organization to express feelings and experiences that they would not otherwise share. When the target audience is so different from decision makers that different terminology and points of view can be illuminated and understood (this information can be useful when constructing questionnaires for those audiences). When desired information about behaviors and motivations is more complex than a questionnaire is likely to reveal. Through a series of well designed questions, focus groups can often get at more honest and in depth information. ] (More)

Weegy: Why development planning makes good business sense. 1) People care if you take a genuine interest in their future. [ Emphasis here on “genuine.” Development planning should be something a manager takes a real personal interest in – not an HR-driven mandate. (Note: I am a strong believer in the value a good solid HR organization brings to a company. But I’m also opposed to making the simple needlessly complex.) 2) It helps builds loyalty, and loyalty increases productivity. The logical corollary to point #1. Taking an honest interest in someone builds loyalty. Loyal employees are more engaged. Engaged employees are more productive. 3) Good talented people naturally want to advance, and appreciate meaningful support in the process. As the HBR study showed, capable ambitious young employees want training, mentoring and coaching. They want to gain skills. They want to become more versatile and valuable to an organization. Many years ago my company invested heavily in my MBA, and it always meant a great deal to me. Who doesn’t appreciate thoughtful support that helps you advance your own career? But the flip side is, if one company doesn’t provide it, enterprising employees will go elsewhere for it.ww.forbes.com/sites/victorlipman/2013/01/29/why-development-planning-is-important-neglected-and-can-cost-you-young-talent/ ] (More)

Weegy: Job rotation is a management technique[1] that assigns trainees to various jobs and departments over a period of a few years.[2] Surveys show that an increasing number of companies are using job rotation to train employees. There are both positive and negative effects involved with job rotation that need to be taken into consideration when a company makes the decision to use this technique. Job rotation is also a control to detect errors and frauds. ] (More)

Weegy: When surveying employees for what they would like and need, training is the most requested item, besides of course, more money. Everyone wants to be trained whether they are new and just starting, or are a seasoned pro who wants to get even better. [ Proper training and support for all levels of work produce better and more productive employees. You will find that the cost of training is met quickly with lower turnover and higher productivity. You should periodically ask each employee, while you make your rounds, on what training they would like to receive. You want training done by experts who understands, and can clearly explain, the subject matter. This could be someone in your department or an outside resource. The point is to truly make the training count. It is a total waste of time if you train just for trainings sake. No one will get anything from it. It might not even apply to the real training need. Training needs to relate to what your employees do on the job. ] (More)

Weegy: By definition, a rollout program is broad based. •It can be a program consisting of multiple stores of the same design with minor adjustments for field conditions “rolled out” across a broad market. [ This would include coffee shops, fast food chains, clothing stores, etc. •It can also be a series of shop-in-shop boutiques located in major department stores that occur in a short period of time to introduce a new line or new look. •Lastly, it can consist of a particular “rollout” of a display to multiple, existing locations to introduce a new product or showcase an existing one. ] (More)