Using a learning platform, create your own short training program and provide the link. You can use any learning platform. You should not buy any software, y
Instructions
Implement. Using a learning platform, create your own short training program and provide the link.
You can use any learning platform. You should not buy any software, you can sign up for a trial period. Examples:
Articulate Rise: Articulate 360 – Start Your Free Trial of Articulate 360 (14 day trial)
Ispring suite: iSpring Learn | Free Trial (ispringsolutions.com) (30 day trial)
EdApp: Free | EdApp: The Mobile LMS (RECOMMENDED)
LearnWorlds (30 day trial) Create Your Online School and Start Teaching Today (learnworlds.com)
Your training course should include at least:
- Overview or introduction (make sure the outcomes are stated up front)
- Content of course (the actual content, readings, videos or other learning materials, self assessments or quizzes) for at least one topic or module
- Assessment (some kind of assessment at the end)
- Opportunity for learner feedback (Survey)
In your classroom, post the link for your faculty. Make sure you have given the faculty access to your course.
My reference list:
Abawa, A., & Obse, H. (2024). Organizational culture and organizational performance: Does job satisfaction mediate the relationship? Cogent Business & Management, 11(1). https://doi.org/10.1080/23311975.2024.2324127
Bedard, A. (2024, November 8). The 8-step process for leading change | Dr. John Kotter. Kotter International Inc. https://www.kotterinc.com/methodology/8-steps/
Schein, E. H., & Schein, P. A. (2016). Organizational culture and leadership (5th ed.). Wiley.
Home Depot to invest $10 million in diversity-driven firms. (2021). In Qualified Remodeler, 47(8). SOLA Group.
Swortel. (2024, November 18). Culture at the Home Depot | Diversity and inclusion. Careers at Home Depot. https://careers.homedepot.com/culture/
Cory Brown
Assignment 2: Training Plan
October 19, 2024
HRMN 406
Employee Training and
Development (2248)
ADDIE worksheet – HRMN 406
1. Analyze
What is the learning need?
The U.S. Navy requires personnel specialists to efficiently use Salesforce to manage key HR processes, including gains, losses, pay transactions, and travel claims. The training addresses gaps in knowledge and skills, enabling real-time updates, reduced processing times, and accurate data management to improve operational efficiency and morale (Ross, 2019, Chapter 12, p. 250). Salesforce’s flexibility and user-friendly design make it an ideal platform for Navy HR tasks, and its free, self-paced training programs are available to active-duty personnel, veterans, and their spouses for supplemental learning (Stilwell, 2024).
Who are your learners? What are their backgrounds? What do they already know? Learners are Navy personnel specialists with experience in HR tasks but limited exposure to Salesforce. They are familiar with legacy systems for managing gains, losses, and pay transactions but need specific training on Salesforce's features to optimize workflows (Ross, 2019, Chapter 12, p. 252). Many learners can leverage Salesforce’s free self-paced training programs alongside this structured training plan (Stilwell, 2024).
What do the learners need to know? Summarize the content of your training program.
1. The training program will focus on:
· Basics of Salesforce navigation and interface.
· Processing gains and losses: Including entering, updating, and validating records.
· Managing pay transactions: Handling pay adjustments and troubleshooting discrepancies.
· Processing travel claims: Submitting and approving claims within regulatory guidelines.
· Utilizing real-time updates and reporting tools. The goal is to ensure learners can confidently manage these tasks in Salesforce with minimal errors (Ross, 2019, Chapter 12, p. 254).
Delivery/Resources/Timeline. What is the delivery method? What resources will you need? What is your timeline?
Delivery Method: Hybrid approach with live instructor-led workshops, self-paced eLearning modules, and a Salesforce sandbox environment for hands-on practice. Supplemental self-paced training resources from Salesforce will also be recommended to learners (Stilwell, 2024).
Resources Needed:
· Access to a Salesforce sandbox environment tailored for Navy HR tasks.
· Training manuals and video tutorials for gains, losses, pay transactions, and travel claims.
· Dedicated facilitators with Salesforce and Navy HR expertise.
Timeline:
· Week 1: Introduction to Salesforce and managing gains/losses.
· Week 2: Pay transactions and troubleshooting techniques.
· Week 3: Travel claims, assessments, and final review (Ross, 2019, Chapter 12, p. 255; Treser, 2021).
2. Design
Outcomes. At the end of the training the learners will be able to:
· Navigate Salesforce to manage gains, losses, pay transactions, and travel claims with 95% accuracy.
· Process travel claims in compliance with Navy regulations.
· Generate real-time reports for decision-making and auditing.
· Resolve common errors independently using Salesforce troubleshooting tools (Ross, 2019, Chapter 12, p. 256).
Instructional methods. Describe activities, how learners will engage with the material.
Learners will engage through:
· Hands-on Practice: Entering and validating gains, losses, pay transactions, and travel claims in the Salesforce sandbox.
· Scenario-based Exercises: Processing mock data for pay adjustments and travel claims.
· Live Demonstrations: Facilitators will walk learners through complex tasks like troubleshooting discrepancies.
· Knowledge Checks: Quizzes on regulatory compliance and Salesforce features (Ross, 2019, Chapter 12, p. 258; Stilwell, 2024).
Assessment: What can the learners do/show/present/submit to show they have learned the content?
· Successfully complete a simulation involving gains, losses, pay transactions, and travel claims with a score of 90%.
· Create and submit a real-time report for auditing purposes.
· Demonstrate troubleshooting of a mock pay discrepancy or travel claim error (Treser, 2021).
3. Develop
This is where you will actually develop the material that goes into your course. Include at least:
1. Overview or introduction
2. Content of course
3. Assessment
4. Opportunity for learner feedback
4. Implement
This is where you will upload the content and materials into your Articulate Rise trial.
This will be considered your PROTOTYPE.
Here you will also CALIBRATE by asking 2-3 colleagues to go through your course and give you feedback (also known as USABILITY TESTING).
5. Evaluate
How will you evaluate the effectiveness of your training program?
The effectiveness will be evaluated using the following metrics:
· Learner satisfaction: Post-training surveys with a target score of 4.5/5.
· Knowledge retention: Achieving a minimum score of 90% on final simulations involving all four tasks (gains, losses, pay transactions, and travel claims).
· Workplace application: Monitoring a 20% reduction in processing errors and a 30% improvement in transaction speed within three months post-training (Ross, 2019, Chapter 12, p. 259; Treser, 2021; Stilwell, 2024).
References
Ross, S. C. (2019). Training and Development in Organizations: An Essential Guide For Trainers. Routledge. http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=1881039&site=ehost-live&scope=site
Stilwell, B. (2024, September 12). Salesforce offers free, Self-Paced training for active duty, veterans and spouses. Military.com. https://www.military.com/veteran-jobs/salesforce-offers-free-self-paced-training-active-duty-veterans-and-spouses.html
Treser, M. (2021, May 12). Getting to know ADDIE: Part 3 – Development. eLearning Industry. https://elearningindustry.com/getting-to-know-addie-development
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