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.QUESTION
Week 2 Discussion
Supporting Lectures:
Review the following lecture:What Is Good Training?
Introduction:
Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.
Tasks:
Choose one of the following questions.Question :
You have been promoted as a senior consultant in a very successful training company. Your supervisor, a partner in the firm, darkens your office door with an opportunity. A company needs help. It is getting into a new line of manufacturing and needs a high-caliber SME to evaluate its employees for any KSAO’s that may need remedies. Explain how you would determine whether employees have the reading level necessary to succeed in a training program.
Submission Details:
To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.Your initial posting should be addressed at 500–1000 words as noted in the attached PDF. Submit your document to this Discussion Area by the due date assigned. Be sure to cite your sources using APA format.
| Subject | Business | Pages | 5 | Style | APA |
|---|
Answer
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Training Needs Assessment
Introduction
Training and development are very instrumental, especially in the current operational context of most organizations that are endeavoring to enhance optimal throughput from the entire resourceful areas of the organization. Training improves employees’ expertise; it gives room and space for ascertaining key crucial extents of employees’ development (Towler, et al. 2014). In order to establish whether employees have the reading level necessary to succeed in a training program, I would employ various techniques as discussed in the following section.
First, I will conduct formal interviews and tests that call for reading abilities, experience, and skills. In specific, I would carry out written interviews and tests for the employees at the workplace that would incorporate excerpts that best suits the employees’ reading level for them to read and respond to its related questions. This excerpt, for example, will be based on the objectives of the training, the content, and prior practice settings. This training need evaluation would help to identify employees’ reading behavior and the gaps to be addressed in the training program, which in return would benefit the organization and employees from new training prospects (Gupta, 2011). This will enable me to identify what employees need to know in so far as technical or communication knowledge is concerned, and what they are capable to do in terms of mental or manual skills to realize the intended results and the disposition to execute their roles (attitude). However, it should be noted that, the ability of employees to understand what they read does not resonate with their reading level (Cain, 2011).
Furthermore, I would employ an employee performance appraisal interview to identify previous and contemporary performance to find out an area that needs action (Franco-Santos, Lucianetti, & Bourne, 2012). All these are written documents or material that need to be read and interpreted, hence will help in assessing the reading level essential to thrive in a training program.
On the other hand, I would use self-assessments, surveys (Garvin, Edmondson, Gino, 2008), and questionnaires. These are all techniques with a regular written format that call for reading. They can be structured based on the attitude of employees, employees’ job content, the standards of employee performance in line with efficiency and outcome, or on the expertise required to execute the roles of the job proficiently (Verrell, McCabe, 2015). In this analysis, I would be able to establish the reading level based on how they respond to the questionnaires and the way and the degree they use to evaluate themselves.
Lastly, I would employ focus group discussions which provide an open atmosphere for employees to engage in open written questions on various training requirements as I listen to the way they read and articulate their points out. I would ensure that the topics for discussion are all written, and they should be read within a given period of time before being discussed. This helps in knowing the reading level. Additionally, I would employ desk studies for employees on the organizational documents and the analysis of the records which uses secondary information to help in the identification of training needs (Garvin, Edmondson, Gino, 2008). Employees would be required to give their report which will help me establish their reading level essential to thrive in a training program.
practices that soot the signs of the time (Adam, 2004).
Reference
Adam, S. (2004, July). Using learning outcomes. In Report for United Kingdom Bologna Seminar (pp. 1-2).
Clow, D. (2012, April). The learning analytics cycle: closing the loop effectively. In Proceedings of the 2nd international conference on learning analytics and knowledge (pp. 134-138).
Edmondson, A. C. (2008). The competitive imperative of learning. Harvard business review, 86(7/8), 60.
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization? Harvard business review, 86(3), 109. Retrieved on October 6, 2020,
From:
Kolb, A. Y. (2005). The Kolb learning style inventory-version 3.1 2005 technical specifications. Boston, MA: Hay Resource Direct, 200(72), 166-171.
Lachman, S. J. (1997). Learning is a process: Toward an improved definition of learning. The Journal of psychology, 131(5), 477-480.
Noe, R. A., & Kodwani, A. D. (2018). Employee training and development, 7e. McGraw-Hill Education.
Noe, R., & Winkler, C. (2012). Training and Development: Learning for Sustainable Management. McGraw-Hill Australia.
Osborn, D. S., & Zunker, V. G. (2015). Using assessment results for career development. Cengage Learning.
Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), 74-101.
Sidelinger, R. J. (2010). College student involvement: An examination of student characteristics and perceived instructor communication behaviors in the classroom. Communication Studies, 61(1), 87-103.
Weldy, T. G. (2009). Learning organization and transfer: strategies for improving performance. The learning organization.
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QUESTION
Week 4 Discusssion
This is a discussion question that I need answered. I need the second portion of the questioned answered thoroughly, both bullet points. I have highlighted it in yellow to show that it is what I need answered. I need this r returned to me completed without any grammatical or punctual errors. The company that I want this question written about is Nissan Motor Corporation.
Choose ONE of the following discussion question options to respond to:
Using Adverse Conditions to a Company's Advantage
- Chakravorti (2010) discusses four methods that corporate innovators use to turn adverse conditions to their advantage. Examine an organization of your choice and briefly discuss how the organization might use one of these methods.
-OR-
Assessing Risk and Reward
- Using the company of your choice, identify an important and difficult decision that they faced. What were the most important risks and the most important rewards of the decision?
- What data, analysis or perspective would you have used to help Sr. Management decide if the rewards outweighed the risks?
| Subject | Business | Pages | 4 | Style | APA |
|---|
Answer
Training Needs Assessment
Introduction
Training and development are very instrumental, especially in the current operational context of most organizations that are endeavoring to enhance optimal throughput from the entire resourceful areas of the organization. Training improves employees’ expertise; it gives room and space for ascertaining key crucial extents of employees’ development (Towler, et al. 2014). In order to establish whether employees have the reading level necessary to succeed in a training program, I would employ various techniques as discussed in the following section.
First, I will conduct formal interviews and tests that call for reading abilities, experience, and skills. In specific, I would carry out written interviews and tests for the employees at the workplace that would incorporate excerpts that best suits the employees’ reading level for them to read and respond to its related questions. This excerpt, for example, will be based on the objectives of the training, the content, and prior practice settings. This training need evaluation would help to identify employees’ reading behavior and the gaps to be addressed in the training program, which in return would benefit the organization and employees from new training prospects (Gupta, 2011). This will enable me to identify what employees need to know in so far as technical or communication knowledge is concerned, and what they are capable to do in terms of mental or manual skills to realize the intended results and the disposition to execute their roles (attitude). However, it should be noted that, the ability of employees to understand what they read does not resonate with their reading level (Cain, 2011).
Furthermore, I would employ an employee performance appraisal interview to identify previous and contemporary performance to find out an area that needs action (Franco-Santos, Lucianetti, & Bourne, 2012). All these are written documents or material that need to be read and interpreted, hence will help in assessing the reading level essential to thrive in a training program.
On the other hand, I would use self-assessments, surveys (Garvin, Edmondson, Gino, 2008), and questionnaires. These are all techniques with a regular written format that call for reading. They can be structured based on the attitude of employees, employees’ job content, the standards of employee performance in line with efficiency and outcome, or on the expertise required to execute the roles of the job proficiently (Verrell, McCabe, 2015). In this analysis, I would be able to establish the reading level based on how they respond to the questionnaires and the way and the degree they use to evaluate themselves.
Lastly, I would employ focus group discussions which provide an open atmosphere for employees to engage in open written questions on various training requirements as I listen to the way they read and articulate their points out. I would ensure that the topics for discussion are all written, and they should be read within a given period of time before being discussed. This helps in knowing the reading level. Additionally, I would employ desk studies for employees on the organizational documents and the analysis of the records which uses secondary information to help in the identification of training needs (Garvin, Edmondson, Gino, 2008). Employees would be required to give their report which will help me establish their reading level essential to thrive in a training program.
.
References
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Cain, K., & Oakhill, J. (2011). Matthew effects in young readers: Reading comprehension and reading experience aid vocabulary development. Journal of learning disabilities, 44(5), 431-443. Retrieved on October 4, 2020, from:https://journals.sagepub.com/doi/abs/10.1177/0022219411410042
Franco-Santos, M., Lucianetti, L., & Bourne, M. (2012). Contemporary performance measurement systems: A review of their consequences and a framework for research. Management accounting research, 23(2), 79-119.
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization? Harvard business review, 86(3), 109. Retrieved on October 4, 2020, from:https://www.alnap.org/system/files/content/resource/files/main/r0803h-pdf-eng.pdf
Gupta, K. (2011). A practical guide to needs assessment. John Wiley & Sons.
Towler, A., Watson, A., & Surface, E. A. (2014). Signaling the importance of training. Journal of Managerial Psychology.
Verrell, P. A., & McCabe, N. R. (2015). In their own words: Using self-assessments of college readiness to develop strategies for self-regulated learning. College Teaching, 63(4), 162-170.