Question Details

(solution) The Course Project must be comprehensive and follow the


Project Proposal. Instruction attach. This is for my Course Project and whoever works on this proposal I will need to complete the weekly assignments as well. 


The Course Project must be comprehensive and follow the analytical stages below.

 

1. Select an organization to be studied.

 

2. Develop and conduct a needs assessment.

 

3. Analyze the data collected and identify training needs.

 

4. Develop a training or intervention strategy to address the needs.

 

5. Determine the training intervention cost and quantify expected results.

 

6. Develop an evaluation method.

 

Once the steps have been completed, a detailed paper outlining your processes, methodologies, results,

 

and recommendations should be prepared. Although the length of the paper is not predetermined, a

 

paper of 10?15 pages in length, double-spaced, is customarily necessary to cover the topic adequately.

 

This does not include the title and reference pages.

 

Note: There is an excellent guide online called Human Capital: A Guide for Assessing Strategic Training

 

and Development Efforts in the Federal Government put out by the United States General Accounting

 

Office. Although this relates to the government and not the private sector, it contains excellent

 

information that can be applied anywhere.

 

Part 1: Select an Organization to Be Studied

 

There are a number of ways in which an organization can be selected. One option is to look outside your

 

organization for companies that would be interested in participating in the project. Another is to

 

volunteer your own organization, or if you are not currently employed, use a church, school, club, or

 

other organization.

 

Once your organization has been selected, you will need to learn a lot about it. It is essential for you to

 

understand the organization?s business, goals, objectives, and mission in order to complete this project

 

successfully. (Submit the information on your selected organization to your Dropbox by the end of Week

 

1?this is an ungraded step but required and essential to help you make sure you are on the right track.)

 

Also note that you will be submitting a progress report for this project in Week 5 in the Minipaper

 

assignment?this is worth 100 points.

 

Part 2: Conduct a Needs Assessment

 

Training and development processes begin with a needs assessment. Given the economic pressures that

 

businesses face today, it is imperative that those needs be connected to specific organizational

 

performance issues. There are three different forms of analysis you will need to complete.

 

1. Organizational analysis involves determining the appropriateness of training given the

 

organization?s business strategy, its resources available for training, and support by managers

 

and peers for training activities.

 

2. Person analysis involves (1) determining whether performance deficiencies result from a lack of

 

knowledge, skill, or ability (a training issue) or from a motivational or work-design problem; (2)

 

identifying who needs training; and (3) determining employees? readiness for training. 3. Task analysis identifies the important tasks and knowledge, skill, and behaviors that need to be

 

emphasized in training for employees to complete their tasks.

 

Hints for a Successful Needs Assessment

 

As you conduct your needs assessment, you may want to consider four potential sources of information

 

that may help you in your analysis. Information such as employee turnover analysis, incident reports,

 

long-range production goals, employee satisfaction studies, and physical plant layout can tell us a lot.

 

Examples of other documents you may wish to consider include the following. Business documents: Key business documents can be used to determine areas of poor

 

performance and developmental needs. Such documents may include

 

1. unit productivity reports;

 

2. customer satisfaction surveys;

 

3. communication survey reports; and

 

4. competitive analysis reports. Organization survey: Questionnaires can be created that probe for areas in which systems,

 

structures, or processes are not functioning as intended. They can be used to look toward group,

 

departmental, or individual issues. (Submit your survey to be used for gathering data by the end

 

of Week 3?70 points.) Potential questions include the following. Potential questions include the following. Questionnaire Questions

 

1. I am involved in decisions that directly affect my job.

 

2. My supervisor communicates with me on a regular basis.

 

3. I clearly understand what is expected of me.

 

4. I am rewarded for good performance.

 

5. My opinion has been asked regarding what needs to change in my work area.

 

6. I understand why the decisions that affect my job are made.

 

7. My supervisor gives me information that is important to me.

 

8. I have the skills necessary to perform my job properly.

 

9. I am rewarded for working well with others.

 

10. I receive frequent feedback on my performance. 11. I believe the information that I receive from my supervisor.

 

12. I have the tools necessary to perform my job properly.

 

13. My job leaves me with a sense of accomplishment.

 

14. I understand the information that I receive from my organization.

 

15. I am encouraged to make decisions that affect my job.

 

16. I am encouraged to communicate with my supervisor.

 

17. Team goals are supported throughout my organization.

 

18. My organization treats all employees well.

 

19. I have the information necessary to make decisions that affect my job.

 

20. I am encouraged to communicate with others.

 

21. The feedback that I receive is directly related to my job performance.

 

22. My organization treats all employees fairly.

 

23. My supervisor allows me to communicate my thoughts without fear of reprisal.

 

24. The feedback that I receive is constructive in nature.

 

25. My organization is interested in the growth and development of its employees.

 

26. I believe the information that I receive from my organization. Observations: Individuals can be observed on the job, and their interactions and activities can be

 

noted for further analysis. Observations can include the following. Interviews: Interviews can be conducted in person or via a distributed questionnaire that probes

 

for areas where performance may be improved. Potential interview questions include the

 

following.

 

1. What do you think the most important part of your job is? What is least important?

 

2. What would you like to learn to make your job easier or better? What are the programs,

 

processes, or resources available for you to learn from?

 

3. How have you developed the skills that you have?

 

4. Who brings problems to you and what kind of problems are they? How do you usually

 

solve them? Whom do you ask for help?

 

5. What do you find most frustrating about your job?

 

6. What would you like to be spending your time doing? What would need to happen to let

 

you do that? It is up to you to determine the methodology to be used in conducting the assessment. Considerations

 

should include the willingness of the organization and its employees to provide information, the

 

availability of information from the organization to be studied, and the availability of individuals in the

 

organization to be interviewed and observed.

 

The nature of the needs analysis, of course, also should be based on the type of assessment desired.

 

Given the broad coverage of the course, assessment may include, but would not be limited to, the

 

following.

 

1. Group processes and group effectiveness

 

2. Departmental effectiveness

 

3. Decision-making process effectiveness

 

4. Individual skills development

 

5. Group skills development

 

6. Career development

 

Part 3: Analyze the Data Collected and Identify Training Needs

 

Analyze the data you have collected and identify one or more training needs for the organization. Be sure

 

to fully justify your recommendations and link your recommendations to the organization?s business

 

goals.

 

The data collected must be viewed in terms of the initial intent of the project. Care must be taken to

 

evaluate the data for what they portray. Insufficient analysis or understanding of data, as well as reading

 

more into data than what they actually portray, are equally ineffective activities. (Submit your course

 

Minipaper that describes your needs assessment findings and other relevant project information in Week

 

5?100 points.)

 

Part 4: Develop a Training or Intervention Strategy to Address the Needs

 

Creating a developmental strategy is the objective of the investigative segment of the project. The

 

strategy may include the following.

 

1. Training Sessions

 

a. Traditional classroom

 

b. Simulations

 

c. Self-managed strategies

 

d. Opportunity to perform 2. Career management systems

 

a. Self-assessment programs b. Mentoring systems

 

c. Action planning 3. Organizational development intervention activities

 

a. Team building

 

b. Intergroup activities

 

c. Survey feedback activities

 

d. Education and training activities

 

e. Structural activities

 

f. Process consultation g. Blake-Mouton grid activities

 

h. Third-party peacemaking

 

i. Coaching and counseling j. Career planning k. Goal setting 4. System redesign

 

a. Search conferences

 

b. Confrontation meetings

 

c. Strategic planning meetings

 

Part 5: Determine the Training or Intervention Cost and Quantify Expected Results

 

The fifth section of the Course Project is conducting a cost-benefit analysis. Training costs must be

 

evaluated against anticipated results. This will only be palatable if, in the initial assessment, specific

 

behaviors and processes and their impacts on the performance of the organization were determined. If

 

so, conducting this final analytical segment should be possible.

 

Part 6: Develop a Method of Training Evaluation

 

Once you have completed the training, how will you know whether it has been successful? There are a

 

variety of ways to evaluate training and development programs. Clearly identify the specific outcomes

 

you expect from the project. Then develop a method of evaluating the effectiveness of your project.

 

Submit your assignment to the Dropbox, located at the top of this page. For instructions on how to use

 

the Dropbox, read thesestep-by-step instructions. See the Syllabus section "Due Dates for Assignments & Exams" for due date information.

 

Grading Criteria

 

Category Points % Description Background 50 Acquaint the reader with the organization

 

selected, why it was selected, and the

 

specific division or department of interest.

 

Fully discuss the corporate agenda, its

 

business strategy, its environment, and its

 

objectives. A professional overview of the

 

organizational culture and values should be

 

included in the analysis. Needs Assessment

 

Design,

 

Implementation,

 

and Analysis 75 Design a needs assessment that analyzes

 

organizational objectives and goals and

 

then examines the factors that affect

 

reaching those goals. Your analysis should

 

look at the organization, person, and task

 

levels. Be sure you fully describe your

 

methodologies, process, and results. Recommended

 

Training Strategy

 

and Design 75 Outline your plan for developing a training

 

model to meet the results of the needs

 

assessment. It is important to recognize

 

that training is not always the most costeffective solution to an organizational

 

problem. Credit will be given for other

 

creative and cost-effective developmental

 

modalities other than training. Professional

 

justification is expected for the choices.

 

Clearly outline the desired learning

 

outcomes and include your specific

 

recommended training methods. Fully

 

address any learning environment and

 

transfer-of-training issues. Cost-Benefit

 

Analysis (ROI) 50 Outline the cost of recommended training,

 

the potential return on investment (ROI),

 

and the expected results. A plan should be

 

provided on how to justify the costs. Category Points % Description Background 50 Acquaint the reader with the organization

 

selected, why it was selected, and the

 

specific division or department of interest.

 

Fully discuss the corporate agenda, its

 

business strategy, its environment, and its

 

objectives. A professional overview of the

 

organizational culture and values should be

 

included in the analysis. Training Evaluation

 

Plan 50 Detail your methods for evaluating the

 

effectiveness of the training after it has

 

been completed. How will the organization

 

know whether the training has been

 

successful? Total Point Value 300 100 A quality paper will meet or exceed all of

 

the above requirements. Submission Week

 

Due Parts of

 

Course

 

Project Name of

 

Item Description of Item Week 1(ungraded) 1 Proposal Part 1: Select an Organization to Be

 

Studied Week 3 (graded) 2 Needs

 

Assessment Part 2: Conduct a Needs Assessment Week 5 (graded) 3 Minipaper Part 3: Analyze the Data Collected and

 

Identify Training Needs Week 7 (graded) 4, 5, 6 Final

 

Submission Part 4: Develop a Training or

 

Intervention Strategy to Address

 

the Needs Part 5: Determine the Training or

 

Intervention Cost and Quantify

 

Expected Results Category Points Background 50 % Description

 

Acquaint the reader with the organization

 

selected, why it was selected, and the

 

specific division or department of interest.

 

Fully discuss the corporate agenda, its

 

business strategy, its environment, and its

 

objectives. A professional overview of the

 

organizational culture and values should be

 

included in the analysis. Part 6: Develop a Method of

 

Training Evaluation

 


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