This week you will work on the ‘Methods and Evaluation’ sections of your Final Project.??Papers will include: Title/cover
This week you will work on the "Methods and Evaluation" sections of your Final Project. Papers will include:
- Title/cover page (in APA format)
- Training Methods Section (focus on the learning event)
- How are you delivering the training? What are trainees actually doing during the training? What are the trainers doing during the training? Give good detail. Remember, someone should be able to take your plan and implement it without difficulty.
- Prepare your Evaluation section using Kirkpatrick's model as a guide
- What outcomes are most appropriate?
- Consider Reaction Outcomes, Behavior and Skill-Based Outcomes, and Learning or Cognitive Outcomes.
- Consider threats to validity, benefits of the training versus the costs, and Return on Investment/Expectations.
- How will you address possible challenges? What can you do to mitigate or prevent them?
- What outcomes are most appropriate?
- References (in APA format)
Papers will be 3-5 pages in content length, mostly narrative in format. However, some items can be contained within a chart or table, or a bullet points outline as you create sections of your Final Project. See the rubric for specific details to guide you in developing your papers. Papers must follow APA guidelines (especially in regards to citing sources to avoid plagiarized work). You will utilize content from additional resources, such as scholarly articles, journals. (Note: Wikipedia is not a scholarly resource).
Resources:
- Kirkpatrick's Four-Level Training Evaluation Model Analyzing Learning Effectiveness (Links to an external site.)
- Return on Expectations (Links to an external site.)
- Return On Training Investment And How To Measure It (Links to an external site.)
- What's the Difference Between Return on Expectations and Return on Investment?
1
Course
Date
Instructor
Training Program Title: Joyful Bakers Company Training.
Training Specialist/Designer:
Pre-training
In pre-training, we need to engage the learners fully and secure their attention to set the pace for the other phases. At first, the training will be communicated through memos, social media pages, and workers groups to make sure every employee is reached out. After the official communication, the learners need to be motivated and excited about the new program (Joshi et al.,2020). To engage the learner’s needs setting clear learning goals, making learning convenient, rewarding learners for their engagement, and creating open communication channels between the learners and the trainers. The learners must register early in advance after receiving the training call, venue and dates. The earlier the registration, the higher the reward.
Additionally, the learners are encouraged to research the subject of the training so that they can contribute and answer related questions.
Other materials needed to accomplish the training are notepads, questionnaires to be filled, and audiovisual equipment to foster demonstrations. Trainees must also have a set of questions related to the topic for more understanding (Joshi et al.,2020). Additionally, electronic gadgets such as phones and laptops can also be used for recording and research activities.
Learning Event
|
Time |
Training Event |
Objectives |
Assessment |
|
9:00 am – 9:30 am |
Welcoming the trainees. Appreciation for participation note. Guest introduction. Introduction of the objectives. A brief overview of the session. |
Introduction of the new strategy. We are addressing the weaknesses of joyful baker's company. Employees training and engagement. Teamwork simulation. |
We are assessing the existing strategy. Assessing the vulnerabilities and weaknesses. |
|
9:30 am – 10:00 am |
Introducing the training technique. Engaging the trainee in the topic discussion. |
Introducing audiovisual presentation of concept maps. Internet research through personal gadgets. Personal training while answering individual questions. |
Discussion stage. Trainee participation. Question and answer stage. |
|
10:00am-10:30 am |
Short break |
Snacks and mid-day tea. Trainee interaction. |
Building interpersonal interaction. |
|
10:30am-11:30 am |
Answering individual questions. Issuing a new strategy. |
From the trainee research, any questions will be discussed. Discussing the new strategy. |
Fixing the vulnerabilities and weaknesses from the previous strategy. Assessing the new strategy. |
|
11:30 am-12.30 am |
Closing up and refreshments. Guest leaving at their pleasure. |
Closing remarks from the instructor. Offering Refreshments. |
Clarifying any underlying question. Vote of thanks to the participants. |
Post-Training
After training, the trainees need to be assessed based on the training objectives. The assessment will be done in self-assessment questionnaires. Informal feedback through a personal instructor channel and focusing on peer groups will highly be appreciated (Nahshan et al., 2021). Other assessments will be done to work through observation and actual job key performance monitoring to ensure the new strategies are tracked.
The effectiveness of the training must be gauged to know if it’s meeting the goals. The instructor will use performance metrics, learner outcome, and process measures in this case. Learner outcome entails a thorough observation of the trainees to ensure their productivity and customer services have increased (Nahshan et al., 2021). It will be done through test scores, job satisfaction, and customer feedback review. Alternatively, the instructor will engage the trainee on their satisfaction with the training and participation engagement in the session; this will also help gauge the training session quality.
Concept Map/Curriculum Road Map/Storyboard
There is a close transition of objectives from the previous recommendations. The main goal is to improve the sales and profitability index while upgrading customer services for a better image.
· Advanced management.
· Employees' training recommendation.
· Building customer relationships.
Training session objectives;
· Solving the weaknesses and vulnerabilities to leas with the objectives.
· Training and employee engagement.
· New strategy implementation.
· Follow up to ensure improvement.
References
Joshi, M., Chen, D., Liu, Y., Weld, D. S., Zettlemoyer, L., & Levy, O. (2020). Spanbert: Improving pre-training by representing and predicting spans. Transactions of the Association for Computational Linguistics, 8, 64-77.
Nahshan, Y., Chmiel, B., Baskin, C., Zheltonozhskii, E., Banner, R., Bronstein, A. M., & Mendelson, A. (2021). Loss aware post-training quantization. Machine Learning, 110(11), 3245-3262.
,
Running head: TRAINING PLAN 1
TRAINING PLAN 3
Training Plan
Student Name
Institution Affiliation
Training Plan
Joyful Bakers experienced challenges during the COVID-19 pandemic because it lacked the infrastructure and the technology to move to remote working. Currently, we have acquired the technology needed and the infrastructure for the purpose of changing the bakery business to remote working and also facilitate online sales and delivery. The change is much needed in the organization for the purpose of reducing the expenditure that is associated with renting office spaces and also increasing sales by leveraging the online platforms. There is a gap of the skills needed by the organization to make the change success and that is the problem that limited technological skills. The gap is critical aspect that demands for a well-structured training plan. All the employees are supposed to undergo the training exercise for them to deliver value. The training would make it easier during the implementation because the employees will be having the skills needed to deliver. The training would involve targeting the remote project management where employees will be trained about the ways in which they would manage projects from their remote workplaces. The approach ensure that assigned work to each employee is accomplished. The remote project management tools that would be of focus include the Trello, Asana and Monday among others. I addition, focus will be also directed towards the virtual collaboration which is an important aspect for the organization where the employees will be sharing ideas and concepts with each other using the platforms like the Skype, zoom and email among others (WR, 2022). Learning about the virtual collaboration explains about the need of understanding how teamwork and collaboration would work when the employees that are used into face-to-face collaboration sessions. In this scenario, the training is important to make sure that the team spirit is maintained in the organization.
Objectives
To make sure that employees can define remote working within a week of training.
To identify the challenges of remote working and solutions to them within 30 days of training.
To discuss the role that remote working brings to the organization within a month of implementation.
To investigate about ways of achieving remote working in terms of virtual communication and video conferencing within 30 days of training.
To test the employees understanding of the topic after 30 days of training through evaluation.
To design an implementation strategy for the remote working for Joyful Bakers in a week period.
Strategy
The training would be conducted where the basics including how to setup a teleconference or video conferencing session is done and other important basic remote working issues for the program to start. The other part of the training is done as in-training where employees gets the training as they continue with work and implementation. The training is conducted by a virtual and remote working expert and coach that ensure that employees are briefed with any kind of training information for them to be prepared during training sessions.
Curriculum
The main curriculum for training in the organization is mainly on matter of virtual and remote working where components that include virtual communication, video conferencing setup, remote project management and virtual collaboration. The curriculum training also include ways of updating the computers and systems that makes it easier for them to operate in the workplace. The curriculum can also be adjusted based on the employees’ preferences to make sure that other sectors be broken down for a better understanding.
References
WR. (2022). We Work Remotely | The Top 4 Must-Have Tech Skills for Remote Work. We Work Remotely. Retrieved 9 March 2022, from https://weworkremotely.com/the-top-4-must-have-tech-skills-for-remote-work.
R
unning head
:
TRAINING PLAN
1
Training Plan
Student Name
Institution Affiliation
Running head: TRAINING PLAN 1
Training Plan
Student Name
Institution Affiliation
,
1
Needs Assessment in Joyful Bakers Company
Student’s Name
Institution Affiliation
Professor’s Name
Course Name
Due Date
Needs Assessment in Joyful Bakers Company
Introduction of the Problem/Issue
It is important for every organization to conduct training and development programs so as to ensure the employees and managers are well equipped with the necessary skills to perform their job effectively and efficiently. Surprisingly, the success of a training and development program cannot be realized if a need assessment is not done. Therefore, a needs assessment is crucial in designing a training and development program because it is the backbone for the entire training program (Ho et al., 2018). For the past few months, we have been experiencing lots of challenges with the employees in our company. Most of them have registered high levels of job dissatisfaction, and therefore, they are performing poorly. As a result, we have realized sever accidents within the work premises. For incident, within last week two of our employees sustained major injuries while operating the baking machines. Therefore, the management came up with a committee to ascertain the deficiency in the performance of the employees.
The Need Assessment
While conducting the needs assessment, it is important to analyze the three areas of the organization. The three levels of analysis include organizational analysis, individual/person analysis, and task analysis. Analyzing these three parts will help us understand how to align the organizational goals to the training program. Also, the analysis would help us come up with the right people for the training program. Lastly, it would help focus on the relevant tasks and skills during the training.
Organizational analysis is done to align the training program to the business goals. It is pointless to invest in an employee training program every year without aligning the program to the organizational goals. It is impossible to ascertain whether the training is needed without knowing the organizational goals (Tourani et al., 2020). Therefore, we need to understand the organizational goals before venturing into the training program.
At Joyful Bakers, our main goal is to provide the best products to our clients to enhance their customer experience. Additionally, we aim to ensure our employees are safe and secure from any hazards. Therefore, with a competent, healthy, and safe workforce, maximizing a positive customer experience is possible. From the analysis, it is evident that the employees are not safe since some are prone to machine accidents. Therefore, we need to conduct a refresher training to help the employees understand how to operate these machines. We also need to train employees on the importance of wearing their protective gear at all times, especially in the production department.
An individual analysis is crucial because it helps understand how employees perform their jobs. It makes it easier to determine the difference between the actual and expected results, which forms the basis of the training need (Hyasat et., 2022). From this analysis, it was evident that most employees were lagging behind on how to operate the new baking machine, especially the new employees. Some employees were also negligent in wearing their protective gear, especially when operating the machines. As a result, they got hurt in the process. Therefore, we would train the entire production department because they were the most affected individuals in terms of operating the new baking machine.
Task analysis evaluates the skills and knowledge required to perform specific jobs and tasks. Therefore, it is easier to ascertain the training needs from the gaps revealed from the task analysis. While assessing how different jobs are done, we identified that most of the employees in the production department were not aware of how to operate the new machine effectively. Also, some of them were not equipped that the protective gear forms part of the requirement for this particular task. Therefore, we would conduct training that focuses on the technical skills and knowledge in this area of operation.
Methods of Conducting the Assessment
We would use data collection methods such as questionnaires, interviews, and observations for the assessment.
Questionnaires
Questionnaires would be anonymous-oriented to allow each person to give his or her ideas without the fear of being identified. Therefore, we decided to administer questionnaires with fifteen open-ended questions to all the employees to ascertain their job satisfaction level. Examples of the questions in the questionnaire include:
· Describe five things you dislike about your job
· What aspects of the organization do you think should be improved?
· Using three sentences, explain your relationship with your boss
· Explain three reasons why you think you need this training program
Interviews
We would also conduct face-to-face interviews with the departmental heads to gauge the needs of their subordinates and their specific needs. These interview questions would be processed in an open-ended format to allow the managers to give detailed answers about their feelings towards the questions asked. Some of these interview questions are:
· What don’t you like about your managerial job position?
· Describe five things that despise you about the employees you are managing
· Who are the employees that you would recommend for training, and why?
Observation
To ascertain the different needs of the employees, managers, and other aspects of the organization, it is important to observe and pay keen attention to specific areas. Therefore we decided to divide the team members into smaller groups and assign each other specific areas to be observed. We decided to observe how different employees perform their jobs using the machines, how they interact with their colleagues and superiors, and how the managers relate to their subordinates. After that, we would report the outcome of the observation process.
References
Ho, S., Pattyn, V., Broucker, B., & Crompvoets, J. (2018). Needs assessment in land administration: The potential of the nominal group technique. Land, 7(3), 87.
Hyasat, A. S., Al-Weshah, A., & Kakeesh, D. F. (2022). Training Needs Assessment for Small Businesses: The Case of the Hospitality Industry in Jordan. GeoJournal of Tourism and Geosites, 40(1), 20-29.
Tourani, S., Malmoon, Z., Zaboli, R., Jafari, M., & Nemati, A. (2020). Training needs assessment of nursing managers for achieving university health coverage. Journal of Education and Health Promotion, 9.
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