Question description

 

 

 

Assignment 2: Designing a Training Program
Due Week 8 and worth 300 points

Create a written proposal in which you detail the complete design of an employee training program. 

Write a six to eight (6-8) page paper in which you:

1. Design a two (2) day training program for a group of twenty (20) employees.
2. Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training.
3. Develop the training objective for this program based on an analysis of the business.
4. Determine the training cost for the training program you are proposing. Include a detailed breakdown of time allotted for each piece, the subsequent cost analysis, and the total cost for the project as a whole.
5. Select key training method (s) to deliver the program to employees, such as an e-Learning module or a one-day face-to-face training program.
6. Create an agenda of activities for the training program.
7. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

• Identify when to conduct a Training Needs Analysis (TNA).  
• Analyze the various approaches to performing a Training Needs Analysis.
• Develop strategies for training design.
• Use technology and information resources to research issues in training and development.
• Write clearly and concisely about training and development using proper writing mechanics.

Click here to view the grading rubric for this assignment.

Design a two (2) day training program for a group of twenty (20) employees.   This question required a response similar to the material on pages 134 - 138, 194 – 195, 306 – 311, and 337 – 344.  This was a lengthy response and contained parts of some of the following questions.  It is not an agenda.  That is question six.  Please reread the pages to see how a proper Training Program of any length should be created.

Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training. TNA’s are either proactive or reactive and both provide an organizational analysis, an operational analysis, or a person analysis. These items need to be identified in your response of the question.  Pages 124 – 129

Develop the training objective for this program based on an analysis of the business. Based on the choice or proactive or reactive TNA, and an operational, organizational, or person analysis, your objectives need to address the training needs and be focused on either the trained reaction, learning, transfer of training, or organizational outcome.  Pages 152 – 158

Determine the training cost for the training program you are proposing. Include a detailed breakdown of time allotted for each piece, the subsequent cost analysis, and the total cost for the project as a whole.  This should be a chart or table similar to the one on page 151, or for e-training on pages 266 and 267.  You should have a list of training items as well as personal costs listed with their respective costs AND a total cost.

Select key training method (s) to deliver the program to employees, such as an e-Learning module or a one-day face-to-face training program. Chapter Six was all on training methods with a chart on page 237 listing lecturettes, open discussion, demonstrations, small-group discussion, equipment simulators, business games, memory games, in-basket and case studies, role-play, behavior modeling, task-related exercises or activities, coaching and mentoring. 

 

Create an agenda of activities for the training program. An agenda should contain some of the following traits: Type the name of the training at the top of the agenda. Add the date, time, and location of the training. Make a list of the items you need to cover. For instance, if the training session is on Fire Safety, some of the items to be covered might include Electrical Safety, Fire Hazards, and Emergency Evacuation Plans. Organize the items in the order to be presented. Put them into a logical sequence. For instance, it may not make the most sense to start Fire Safety training by going over the Emergency Evacuation Plans before explaining how to identify fire hazards. Start the agenda with Introductions and end with Questions and Answers. Assign each topic item a bullet point or a numeral. Include the name of the individual responsible for presenting a particular item if more than one person is conducting the training.
 Review the agenda to verify it includes everything. Compare the duration of the training to the amount of information on the agenda.  Adjust the agenda if you feel that the training will run over or run short.

 

 

A few days ago, I posted an announcement that answered questions about Assignment 2.  A common question that often comes is, "I can't find specific information about a company's compensation plan."

Keep in mind that a compensation plan is a broad topic.  It includes incentives, benefits, and other aspects of an employee's total compensation.  Specifics regarding how much people are paid, pay scales, etc., are not going to be published.  But this isn't the only aspect of a compensation plan.  You have to look at what a company is doing in terms of all areas of compensation.  

The key to most of the questions in this assignment is making "educated assumptions."  What I mean is, you have to look at what information is provided and make the connections to the concepts discussed in the textbook.  It's like the discussion question that dealt with discretionary benefits.  Companies don't usually pull benefits out of a hat, there is usually a reason most benefits are offered.  For example, a wellness program might improve the health of employees, which in turn decreases the claims to the health insurance carrier thereby decreasing the company's costs.  

The key to this assignment is making those connections between what you know about the company and what you know about the concepts discussed in the textbook.  As I've mentioned before, we have to think like a company executive, not an employee.  Of course an employee wants lots of benefits, bonuses, high pay rates, regular increases, etc.  But this isn't reality and we need to address why compensation decisions are made by a company.  This requires analysis and connecting what a company is doing to what you know about strategic compensation.

Remember, this isn't a biography of a company.  We're past that type of essay; rather, we need to apply analysis and make interpretations of the data we uncover with thorough research.