08 Aug Planning for Training Session This assignment will provide the structure for the actual objectives, assessments, and instructional experiences and materials you will fully develop
TOPIC: Planning for Training Session
This assignment will provide the structure for the actual objectives, assessments, and instructional experiences and materials you will fully develop later in the course.
Based on the findings from your needs assessment, in 750- 1000 words total, do the following:
- Explain how you will go about solving the organizational problem you identified.
- Describe your general approach to the training solution you will develop.
- Write one to two learning objectives that will be the desired performance outcome of your intended learners.
- Describe the assessments you will use, both formative and summative, to assess how well your learners meet the objectives.
- Explain why your assessment techniques will be appropriate and effective in assessing student learning.
- Explain the learning materials you will gather and construct that will give the learners the knowledge and skills they will need to meet the objectives.
- Explain why the materials and learning experiences you provide will be effective in helping the learners meet the objectives.
Cite at least three academic sources to support your claims.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.
RESOURCES
Read Chapters 3, 4, and 5 in The Trainer’s Handbook. https://bibliu.com/app/#/view/books/9781118933145/epub/OPS/toc.html#page_2
Read "Tips for Writing Effective Learning Objectives," from Communique (2019).
Read “Design of Learning Objects for Concept Learning: Effects of Multimedia Learning Principles and an Instructional Approach,” by Chiu and Churchill, from Interactive Learning Environments (2015).
Read "Objectives that Students Understand," by Marzano, from Educational Leadership (2011).
Read "Examination of the Teaching Styles of Nursing Professional Development Specialists, Part I: Best Practices in Adult Learning Theory, Curriculum Development, and Knowledge Transfer," by Curran, from The Journal of Continuing Education in Nursing (2014).
Read “How Can We Align Learning Objectives, Instructional Strategies, and Assessments?,” by Kurt, from Educational Technology (2020). https://educationaltechnology.net/how-can-we-align-learning-objectives-instructional-strategies-and-assessments/
Read “Learning Eye to Eye: Aligning Training to Business Objectives,” by Biech, from the Association for Talent Development website. https://www.td.org/magazines/td-magazine/learning-eye-to-eye-aligning-training-to-business-objectives
NEED ASSESSMENT 2
Needs Assessment
COM-472-Training & Development August 1, 2022.
Needs Assessment
Introduction
The organization getting studied is a company that owns a supermarket in a local area. There is a crucial requirement to promote proper corporate structure and integrate meaningful methods of submitting ethical operations in the healthcare environment. Management of all operational systems from a business perspective is highly imperative to determine how all internal functional processes generate better outcomes. Integrating ethical administration of all active structures is critical to developing a well-informed system that knows about most of all hospital operations (Yeo, 2007). Suitable functions integrate financing, selecting proper stakeholders, and connecting the experts in setting up an operational structure in the appropriate facilities are critical processes for submitting profitable business outcomes. This paper shall discuss different aspects of performance improvement in functional design.
Performance Problem in the Organization
There is a management issue at the supermarket due to the numerous cases of losses encountered while the financial sector performs an audit process. This is connected to hostility among different departments involved in managing client operations. The departments involved are production, information technology (IT), supply chain, and inventory optimization. Employees in the department find it hard to collaborate with other departments, yet this results in many operational issues when proposing a change in the supermarket's management. The supermarket has already undergone transformations that affect stakeholders’ interactions and daily activities, which result in losses. A forceful outcome has occurred since the administration has been subjected to management and profitability operations changes.
Ensuring training needs receive the suitable adjustment is connected to the entire technique of integrating change tailored to outcomes during employee interaction (Gaspard & Yang, 2016). Using a problem-based approach is the best method of handling change since it provides knowledge concerning internal operational factors and how change is required for the improvement of different stakeholders. Needs assessment allows understanding the scope of training, knowing desired training outcomes, offering a basis of measurement, and gaining support from Management (Lawson, 2006). All these are integrated into the problem identification process then to learn about how change is possible.
Current Knowledge Concerning Intended Learners
Presently, department managers are imperative at Supermarket since they possess operational skills needed to progress on work improvement. This consideration is crucial based on its ability to adhere to the company's rules and business activities. Storage of employee data is highly imperative in the current work environments since it allows understanding how the employees provide factual data, improving their ability to serve the supermarket as expected. The supermarket uses a central information system that stores employee data for the ultimate goal of streamlining operational processes in the business environment. The employees already understand their unique expertise and skills required to improve data manipulation in the work environment. With regard to attitude, the existing employees consider their work as having too many expectations, resulting in a lot of hostility when managing improvement expectations.
Proposed Needs Assessment Process
Improving internal operations at the supermarket shall require the right management training functions that validate all performance enhancement processes structured to increase quality output from all employees in the work environment (Lawson, 2006). Training is involved since the analysis proved that it is crucial to increase connection to expected work productivity goals that are required when dealing with many employees, all possessing unique educational backgrounds for a company's success (Christensen, 2018). By conducting this needs analysis process, there might be some areas in the business' requiring performance improvement concept that can change once employees' attitudes are adjusted. The main areas of managing the problem identified that should be required for the project team are training and development, performance appraisal, and benefits administration.
All these are crucial when determining how to improve quality behavioral adaptations when employees get provided with directions on creating accuracy in all organizational development procedures. The functions mentioned shall operate inaccurate techniques that manage customer satisfaction, retention, and employee well-being (Stewart & Jolliet, 2004). Employees’ data needs to be addressed daily to determine how they connect to the Supermarket's code of conduct and thus generate profitable activities for the company. Storing employees' performance reviews is another critical consideration that integrates comments from department managers and customers to determine how there are internal changes in the company environment.
Conclusion
The right organization of data in the supermarket’s change is crucial to produce robust performances from the system that shall increase profits for all departments while ensuring customer retention. Training employees based on the needs analysis process shall provide the company with accuracy during all internal procedures of serving clients’ needs.
References
Christensen, B. (2018). From Needs Assessment to Needs Analysis. Performance Improvement, 57(7), 36-44. DOI: 10.1002/pfi.21785
Gaspard, J., & Yang, C. M. (2016). Training needs assessment of health care professionals in a developing country: the example of Saint Lucia. BMC medical education, 16, 112. https://doi.org/10.1186/s12909-016-0638-9.
Lawson, K. (2006). The Trainer’s Handbook.
Stewart, M. & Jolliet, O. (2004). User needs analysis and development of priorities for life cycle impact assessment. Int. J. LCA 9, 153–160. https://doi.org/10.1007/BF02994189.
Yeo, R.K. (2007). Problem‐based learning: a viable approach in leadership development, Journal of Management Development, 26, (9), pp. 874-894. https://doi.org/10.1108/02621710710819357.
