Please answer the following with atleast a paragraph per question and use APA format for atleast one citation in each original post. Please respond to the two student posts as well in a few sentences.
Question 1: Defining training and understanding its strategic purpose
At first glance, Week 5 content spans two seemingly disparate functions – developing training and assessing employee performance. The processes are defined and presented sequentially in your text. In reality, the functions are more closely related than they seem in the sense that assessing performance could identify a need for training, couldn’t it? Let’s talk!
What I would like you to do for this first conference is to think about training. What exactly is training? Please don’t parrot-back the text definition!!!
Include in your discussion and explanation, your ideas about WHY you think corporations spend billions of dollars every year to provide training for their employees. And last, in your “definition” discussion include your ideas about how training supports an organization’s strategic goals and objectives. What does training do for an organization? Are there really any benefits? Why or why not……?
Question 2: The Instructional Design Process
Your book refers to the Training Program Development Model and provides a really nice graphic of the flow presented in Figure 8.6 on page 19. For years, I’ve known this process as the Instructional Design Process. Whatever the title, the process flow is standard.
To respond to this topic, I would like you to discuss and describe in detail the instructional design process or as our book refers to it, the Program Development Model. Demonstrate your understanding of the process. What are the major components? Why do trainers follow this process flow? What are characteristics and/or consideration of each of component? Do you think one stage is any more important than another? Be sure to explain your answer and include citations from your research to support your ideas.
Question 3: Critique this Training Proposal (Everyone responds)
Now that we have discussed the stages of training design including the needs assessment, the design and the evaluation steps, I am asking you to apply your knowledge and understanding. Review the following proposed training design and then develop a critique of its effectiveness and make your recommendations for improvement. Let’s do it!
Your analysis might be guided by the following questions: What do you think is done well in the design and what suggestions do you have for improving the training? Why? Do you think the design met the stated training outcomes and is the evaluation as designed substantial enough? Are the evaluation goals Specific, Measurable, Acceptable, Realistic and Time Bound? Imagine yourself as an attendee at the training. How effective would this session be for you?
Your specific program analysis might include determining if the right intended audience is included in the training, if their possible learning styles have been taken into consideration, and if the goals and objectives of the program are clear and appropriate. Is the delivery of the program effective? Is the assessment of the training sufficient?
Question 3 Otovo
“I believe the most important part of any training program are the desired outcomes. For me, it is the one thing that I constantly repeat in my head when we move from point to point. The only thing that I did not see was a performance review. Performance reviews are a major help for the instructor and the next and upcoming classes. Moreover, poor performance reviews due to inadequate job training can produce employee dissatisfaction and conflict.
Yes, all three basic requirements VISUAL, AUDITORY, and KINESTHETIC were placed in this evaluation. For visual, there were flipcharts provided, For auditory there was a lecture, along with the review of flipcharts, and for kinesthetic there were group brainstorming. Group brainstorming is good because it helps people get away from the slide be slide presentation and think up of incidents/ topics that might have been missed. All in all, there was a substantial amount of information that no matter what kind of learner you are, you understood the information.
Considering that this training is for safety these evaluation goals are Specific, Measurable, Acceptable, Realistic and Time Bound. Even if these individuals had a good quarter or year without any mishaps, a strategic HRM must understand that there will always be mishaps bound to happen. Knowing this, there is always room for safety training.
Personally, I am not a big fan of training, however when it comes to safety training, I am usually very engaged. To end it all off with a 20-question exam was the icing on the cake. The exam, along with the performance review can let the instructor know where he could improve in his presentation. For this layout I believe that there is a good mix of learning styles, and that the information that was brought forward were the heavy hitters.
Truitt, D.L. (2011). Sage Open. The Effect of Training and Development on Employee Attitude as it Relates to Training and Work Proficiency. Retrieved from https://journals.sagepub.com/doi/pdf/10.1177/2158244011433338”
Question 1 Iverson
Sorry about my late posting.
Training is simply receiving instructions or mentoring in order to better someone’s skills in a certain area. No one knows everything about anything so training is important to continue to grow personally and professionally. Businesses’ conduct training for many different reasons which are all beneficial. Some of the most common types of business training are ethics training. Business has evolved over the years and what may have been considered appropriate, are no longer legal. For example, discrimination was a business practice that is no longer legal. Discrimination cases can cost a business tens of millions of dollars in lawsuits and fines so it is important that businesses’ ensure their employees know what discrimination is and how to overcome possible prejudices the employee may have. This type of training is beneficial for both the employee and the business. Learning about discrimination can help employees identify any prejudiced they may have consciously or subconsciously. It is also beneficial for the business so the business is less likely to have employees discriminating against someone based off their race, religion, sex, sexual orientation, disability, etc.; and potentially save the business millions in lawsuits and fines.
Human. (n.d.). Human resource management. Retrieved from http://www.saylor.org/site/textbooks/Human%20Resource%20Management.pdf ”
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