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| Due in Week 1 – Project Topic (50 points) |
This week you will need to select an organization and a problem/event/reason for your project. You may use your own organization or an organization with which you are familiar. For example:
Local Hospital LLC Nursing ER staff: ER patient intake HIPAA update trainingRetirement Village Bingo Hall Staff: CPR/defibrillator trainingLet’s Take a Trip sales staff: new American Airlines flight scheduling technology training
Note that failing to turn in this assignment may jeopardize your grade throughout the project over the term. Review the “late work” section of the syllabus to ensure you understand the late policies enforced in the course.
Please utilize APA formatting when you turn in this project – you can review the template in doc-sharing for an example of the proper use of APA formatting – and the syllabus also has a link to the APA handbook. Further, you can utilize the Smarthinking tutor source (under Course Home) and request assistance on your papers this term. I recommend it!
In your Week 1 submission, include this information. Answering these questions will help you tailor this into something specific. Then, throughout the entire term, your project should apply to THIS particular training project.
1. The name of the company your training will be used in (real or fictional)2. A bit about what the company does…3. In what department will the training be used?4. Which employees will attend5. Who will be involved in creating the training? (title of person)6. Who will provide the training? 7. What is the MAIN purpose – goal – and problem you are solving with the training? (i.e. the “Gap”)
Total points for the assignment: 50 points (42 points for answering the 7 questions; 4 points for using proper APA formatting and 4 points for your resource/reference!)
| Due in Week 2 – Training Needs Assessment (50 points) |
Once you have received approval for moving forward with your project, this week you will conduct a TNA (Training Needs Assessment) on your organization for which your training program will be formed. Your submission this week will include the following:
1) an organization analysis; 2) a task analysis; and 3) a person analysis.
You will explain the techniques used for these analyses and the individuals who will be involved in this process. Include an example of at least one technique or method for your analyses and include a sample of that in your appendix.
For example, if you use a questionnaire, be sure to include the questionnaire in the appendix. If you prefer to use an observation method, then explain how that will work (who, what, where and when.) Provide pro’s and cons of the method. You must include an example of one method from your analyses above.
Finally, you will also need to include the desired training outcomes of your program. This is essential to the rest of your project so be sure to include them. (i.e. what do you want your trainees to leave training knowing how to do.)
Anticipated length of body of this assignment: 3-4 pages. Include at least 4 outside references in this portion of your paper, and properly cite them using APA formatting. This will be graded with the following rubric:APA formatting and references – 10 pointsOrg analysis – 10 pointsTask analysis – 10 pointsPerson analysis – 10 pointsExample in Appendix – 10 points
| Due in Week 3 – Lesson Plan and Transfer of Training (50 points) |
Organize your training “day” or “days.” You will create a schedule for your training, and justify it in this document. Your document will be read by higher management – and this is the part which will explain to them the schedule of training, who will be attending and who will be doing the training, the cost-benefit of your training, and your ROI (return on investment). In the theory section of this, explain how the design of your training will lead to transfer of training. Your detailed lesson plan and schedule used to conduct the training will be an Appendix item. (See your textbook table 4.12 on page 157 for an example.)
Anticipated length of body of this assignment: 3-4 pages. Include at least 4 outside references in this portion of your paper, and properly cite them using APA formatting.Grading for this part of the project will be:Theory of transfer of training and training design – 15 pointsCost benefit/ROI analysis – 10 pointsLesson plan and schedule in Appendix – 15 pointsAPA formatting and references – 10 points
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Beetta Cottrell
The name of the company I have chosen is Cottrell Home Day Care which is a family owned business licensed by my mother Bobbie Cottrell who is the director of the company. Cottrell Home Day Care Center is an existing home-based child care center. We offer premium full-day childcare services to families in the Western portion of the Humboldt park community and the eastern portion of the Austin community in Chicago, IL. Childcare services are available for youth from 6 weeks to 12 years old. We are currently servicing 10 children. There are many keys to our success such as: 1) we have an experienced management team and 10 years of operating history; 2) we are in a high demand area for children; 3) we service predominately low-income families, in which the state pays for the majority of care on a timely basis; 4) we have strong community partners, and; 5) we are a small center and are able to provide children and families with a more intimate learning environment.
Cottrell Home Day will be training in the areas of safety and quality care. The employees who will be in attendance are the three day care provider assistants. The director of the company Bobbie Cottrell will be involved in creating the training. A specialist from the Illinois Department of Children Services will provide the training.
The main purpose and goal of the training is to make sure all of the assistants are proficient in the following areas of safety and quality: the day care itself, toys children use for their amusement, the children’s sleeping areas, assurance that nutrition meals are being prepared safely as well as fire drill standards are being met, and making sure all children immunizations shot records are up to date, and learning materials are aged appropriate.
Works Cited
Illinois Action for Children. (2012). Retrieved From:
http://www.actforchildren.org/site/PageServer?pagename=Home
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Organizational Training: “involves identifying whether training supports the company’s strategic direction; whether managers, peers, and employees support training activity; and what training resources are available.” (Noe, 2008, pg. 98). The Cottrell Home Day Care will be training its employees known as provider’s assistant on the safety of the day care children. As we move along throughout the organizational analysis of the day care we will first look at how the training content could affect our employee’s relationship with our customers. Our training will give employees confidence in communicating with customers on how they are capable of performing key emergency situations such as CPR, and fire drills.
What the partners need to know about the program is the state of Illinois regulated laws of training, a full detail of every training needed necessary for the day care safety as a whole. The program aligns with the strategic need of the business because it meets the safety standards required by the day care laws, and gives a recruiting edge over the competitors. It offers the customers a sense of secure safety.
Organizational resources are always great sources to be devoted to a business especially in child care services. Good organizational resources that are being devoted to Cottrell Home Day Care are: American Heart association which is used to help aid in CPR training, along with Child Care Aware (CAA) a program of the National Association of Child Care Resource & Referral Agencies (NACCRRA), has information for parents and providers and links to local Child Care Resource and Referral agencies (CCR&R). CCA is funded in part by the Office of Child Care, Office of Family Assistance, Administration for Child and Families, U.S. Department of Health and Human Services.
In order for our training to succeed the owner/director of the business has to be patience, knowledgeable of emergency procedures and proficient to be able to teach the peers proper tools in training. What is needed from the peers to succeed, is knowledge, proficiency, patience and the willingness to learn. What features of the work environment that can interfere with training is lack of staff, whether, and a undereducated staff that does not have the concept or ability to learn basic training skills.
Outside of the director of the business itself to help ensure training we will provide a specialist from the Illinois Department of Children Services who will assist in training. After the training is completed the employees will see this training as a reward because now they have learned new techniques that will assist them further in their life’s, knowing how to evacuate a building during a fire drill and especially knowing CPR can help these employee advance them in their careers in child care and can also gain them to higher position in this field.
Task analysis: “results in a description of work activities, including tasks performed by the employee and the knowledge, skills, and abilities required to complete the tasks” (Noe, 2008 pg. 110). The employee’s task regarding the safety of a fire drill procedure will be to gather all of the children evaluate everyone out of the building, and then they will walk to our safe house which is across the street and contact the fire department as well as the parents. We randomly evaluate our employee’s ability to handle these situations in real life by conducting random fire and other safety drills with the children. Training for CPR will consist of a specialist from Pulse CPR coming to the training session and displaying as well as hands on activities to the employees. The task for the employees in this situation is to perform CPR on any child that is enrolled in the day care whether it consists of them being unconscious or possibly chocking from any food. Contacting 911 will also be a task performed by employees if any CPR situation occurred.
Person Analysis “Helps to identify employees who need training, that is, whether employees’ current performance or expected performance indicates a need for training.”(Noe, 2008, pg.102) Person analysis in the business of home day care will be determined if an employee needs training is by their lack of not fully completing fire drills and CPR. If a employee does not follow through with all guidelines of double checking to make sure all children are out of the building, they will need to be trained. If a child is eating and accidently chokes on their food and an employee is unable to perform proper CPR then that requires for immediate training.
Works Cited
Training Needs Analysis Please Help. (n.d). Retrieved From:
http://www.citehr.com/154120-training-needs-analysis-help-please.html
Marcia, Moore. (April 20120). Organizational Training Methods and Policies. Retrieved From:
http://www.ehow.com/list_5954279_organizational-training-methods-policies.html
National Organizations. (n.d). Retrieved From:
http://childcareaware.org/child-care-providers/resources/national-organizations
Health and Safety. (n.d). Retrieved From.
http://ccrs.illinois.edu/parents/healthandsafety.html
Raymond Andrew Noe (2008). Employee Training and Development [4] (VitalSource Bookshelf), Retrieved from
http://online.vitalsource.com/books/0077592182
Appendix A
This diagram explains the cycle of organizational training by beginning with the needs of the company, monitoring, and ensure the performance standards meet the companies strategic planning.
Appendix B
This task analysis diagram displays how each one of the below steps is included in the task analysis, This process can help master the most complex issues in an organization.
Appendix C
Below is an effective way to understand how to determine which employees in your organization need to be trained a particular way.
Employee Training
Students Name:
Lecturers Name:
Unit Title:
Submission Date:
Employee Training
Employee training is whereby organizations identify skill gaps that exist amongst their employees and device strategies to reduce the skill gaps. Employee training thus can be done through lectures, work based training or by an external party. The aims o employee training is to improve employee efficiencies as well as improve employee production quality or increase the levels of output. Organizations that do not conduct training to their employees will experience low production output, a low competitive workforce as compared to their competitors, customer dissatisfaction as a result of the reduced quality of output as well as a reduction in sales in the case of an unskilled sales team. For training to be successful and well planed, the human resource department needs to come up with an employee training schedule. (Sidharth Thakur 20
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2).
Employee training schedule
When planning a training program for employees, setting up a proper training schedule as well as communicating it to the employees should be the top most priority of any organization that want to conduct training to their employees, this should mostly be done by large organizations that want to conduct training to a large number of employees due to the complexity of the training program. Thus an organization training schedule template is what organizations need to inform their employees about how the training program will be conducted. Stacy 2010
· slide 1 of 2
The effectiveness of a training program depends on
how well employees have been informed
about the program as well as the kind of attendance the program seeks. To ensure these two things succeed, the schedule of the training program must be available to all the employees in question before the start of the training program. (Sidharth Thakur 2012).
Contents of an employee training schedule
An employee training schedule contains three important pieces of information, they include
Training Program Details: The top of the training schedule shows the name of the training program, the total number of hours it will take to complete the training, the proposed start and finish date and the name/department of the training coordinator. (Edwards 2010).
Training Summary: The second part will have the basic structure of the training. This will include the training modes as well as how many hours will be dedicated to each of the modules. (Edwards 2010).
Detailed Training Schedule: Here, the hourly schedule for the training program will be detailed out. The other relevant information regarding each sessions such as the time, the place session is the name of the trainer who will be facilitating the training session can be displayed here. Ginny (Edwards 2010).
Those that will be attending are the employees in the sales department because the sales section is very important when it comes to increasing profitability. Organizations’ believe that if their employees in the sales department are well trained, sales will always be higher. We will also be conducting training to the employees in the production department because we strongly believe that when employees in the sales department are well trained, output will always remain high.
Training will either be conducted by the human resource department or outsourced to an external party who specializes in training employees on behalf of organizations.
Cost-benefit of your training
Cost–benefit analysis is a systematic process of calculating and comparing results against efforts.
In our case, since we will be conducting training on our sales employees, if sales go up by 20% as a results of training if we assume that the 20% translates to $ 1,000,000 while the costs of training were just $ 200,000, the company would have benefited by $ 800,000 as a result of the training efforts.
In the case of conducting training to our employees in the production departmenr, if production goes up by 40% as a result of the training efforts if we assume that 40% of production indrease translates to $ 6,000,000 while the costs o training were just $ 1,000,000, the cmpany would have benefited by $ 5,000,000 as a result of training efforts conducted to the employees in the production department.
ROI (Return on investment).
ROI is the same as benefits, thus benefits of conducting training on the employees in the sales department = $ 8,000,000.
While the benefits of conducting of conducting training on the employees in the productin departmet will be $ 5,000,000.
How training will lead to transfer of training
Employers will first conduct employee evaluation so as to identify the sill gaps of employees. They will then train employees according to the skill gaps that the employees posses. For example, if the employees in the sales department lack communication skills, training will be conducted to employees on how they can approach clients.
References
http://www.brighthub.com/office/human-resources/articles/98919.aspx#
http://www.costbenefit.com/
http://www.denstoredanske.dk/Samfund,_jura_og_politik/%C3%98konomi/Marked_og_velf%C3%A6rd/costbenefit-analyse
http://managementhelp.org/training/basics/reasons-for-training.htm
http://humanresources.about.com/od/training/Training_Development_and_Education_for_Employees.htm
Appendix 1: Employee Training Schedule and lesson plan. It includes Training program details, training summary as well as a detained training schedule.
Appendix 2:
Below is an effective way to understand how to determine which employees in your organization need to be trained a particular way.
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