Assess the Draft Training Proposal and peer feedback you received in Week Two, and finalize the topic and objectives for your training program. In a 20- to 25-slide PowerPoint presentation, not including the title and references slides:
Conduct a needs assessment for your proposed training program. This should include both a person and a task analysis. Develop SMART (Specific, Measurable, Attainable, Realistic, and Timely) training objectives based on the needs assessment and any assumptions you may need to make. Create an original, detailed training proposal. This should include: A title and description of the program. A discussion of training methods to be used, and a rationale (justification) for using them, based on training theory. Proposed instructors and the reason for using them. A tentative training outline. A tentative list and description of training materials needed. Develop a plan for evaluation of training effectiveness including both short-term and long-term evaluation where appropriate.
Your presentation must be formatted according to APA style as outlined in the Ashford Writing Center. Support your work with cited sources from the textbook and at least four additional scholarly sources.
A draft of the topic and objectives It is estimated that over $135 billion is spent by US organizations to train employees but unfortunately much of the skills acquired during the training are not directly transferred to the actual job (Bagley et al, 2013). In spite of this shocking statistic, learning is a way of the organization and T&D is part and parcel of an organization’s continual improvement strategy. Employees need to be taught the new ways of handling the machinery, need to be updated on the new software requirement and many other changes with the organization requires employee training and development. My draft topic for this week is ‘Developing People and Capabilities.’ This topic is one of the most fundamental aspects observed in the training of employees (Bohlander & Snell, 2010).
Objectives for the Training and Development Plan · To help the employees in achieving their individual goals · To enhance individual contribution to an organization · Introduce organizational effectiveness at an individual level · Ensure ethical and responsible organizational activities from a person’s perspective · Maintain an optimal contribution of every department within an organization to the overall firm goals · To promote transferability of skills to actual jobs · Build confidence and assertiveness among the trainees; and · To facilitate organization’s communication.
References Bagley, P., Dalton, D., & Ortegren, M. (2013). Targeted recruiting and retention: What matters most to employees. The CPA Journal, 83(5), 63-65. Retrieved from the ProQuest database.
Bohlander, G. & Snell, S. (2010). Managing human resources (15th ed.). Mason, OH: South-Western Cengage Learning.
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