JUST LOOKING FOR A RESPONSE TO 2 OPINIONS

OPINION #1:

After reviewing the training models and methodologies from the reading list I would choose the ADDIE approach. The reason I would use this approach to design and develop training is because it is systematic and step by step. The fact that it is a structured approach is very appealing to me. Even though one of the cons of this model is that it can be more expensive to implement/create, for me the pros outweigh that con (ADDIE Model, 2017).  ADDIE allows for flexibility when it comes to the type of training it can be used for (traditional or individualized), which is great when it comes to versatility. ADDIE stands for:

Analysis - identifies areas that need training

Design - designing the details of the training course

Development - production and assembly of materials identified in design phase

Implementation - plan is put into place

Evaluation - feedback from learners

(Castagnolo, 2011). 

This seems like a very straightforward approach to creating a training plan. 

 

References

ADDIE Model. (2017). Retrieved from Training Industry: https://www.trainingindustry.com/wiki/entries/addie-model.aspx

Castagnolo, C. (2011, March 1). The Addie Model: Why Use It? Retrieved from The Learning Site: http://theelearningsite.com/2011/03/the-addie-model-why-use-it/

 

RESPONSE:____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

OPINION #2:

Training plans are a way for a company to implement training to their employees. Usually management or HR professional will conduct training. A training plan does not have to be perfect; it goes according to the companies needs (Complete Guidelines to Design Your Training Plan 2017). The following is what I would include in my training plan. 

 

Training goal- What the company employees will be able to obtain by the HR department. Employees are more knowledgeable and increase learning skills.

 

Learning Objectives- What will employees be able to accomplish once the training is completed. This requires problem solving and delegation skills.  

 

Learning methods- what will HR do in order to assist employees to better understand the matter being taught to them. This will include active participation, visual aids, and hands on learning.

 

Documentation/evidence of learning- This includes evidence collected during learning activities such as written evaluations of the training and how the employees learned the information provided by the decisions HR made.

 

Evaluation- this last and final are of the training program includes the assessment on whether the quality of the training was achieved by the learning objectives.

 

 

Refernece:

Complete Guidelines to Design Your Training Plan. (n.d.). Retrieved June 05, 2017, from http://managementhelp.org/training/systematic/guidelines-to-design-training.htm

 

RESPONSE:

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