Bhr 4680 Training And Development 1course Learning Outcomes For Unit ✓ Solved

BHR 4680, Training and Development 1 Course Learning Outcomes for Unit VIII Upon completion of this unit, students should be able to: 6. Determine the type of evidence needed to demonstrate training program success. 6.1 Examine the future of technological advancement that supports successful training efforts. 8. Analyze the results of a training needs analysis (TNA).

8.1 Summarize how technology contributes to producing TNA results. Course/Unit Learning Outcomes Learning Activity 6.1 Unit VIII Lesson Chapter 11 Unit VIII Homework 8.1 Unit VIII Lesson Chapter 11 Unit VIII Homework Reading Assignment Chapter 11: The Future of Training and Development Unit Lesson Training has evolved over time from apprenticeship efforts to technologically advanced methods, so where are training and technology going from here? It has been argued that technology is becoming so advanced that it is eliminating the need for subject-matter experts (SMEs) in the field of training and development (T&D) (Masie, 2017). The SMEs would identify a project or problem and apply the ADDIE process, which involves analyzing, designing, developing, implementing, and evaluating.

Since technology is enhancing as well as eliminating aspects of training efforts, how do we see the two working together in the future? Technology now has the capability to query and collect data on the functions or applications applied during the usage of the various features of the software. For example, the Tin Can application program interface (API) is a specification for online learning technology that allows organizations to collect data on employees or teams during their learning experiences. In addition, you have the Learning Records Store (LRS), which collects and stores all of the learning experiences that can be shared among many and can be viewed as a reporting tool (Noe, 2017). In the world of T&D, technology has been used to create a more three-dimensional style of training and learning.

It is the trainer's responsibility to produce the needed material in its most effective and efficient form possible. At times, that may mean expediting the process in the designing and delivery phases. In most cases, the typical process consists of the ADDIE phases; however, in the expedited rapid instructional design (RID) process, you would focus on the instructional content and process and the design and delivery. Technology allows for trainers to expedite the process in creating the needed material. Instead of going through the entire ADDIE method, these main processes are focused on.

The expedited process uses technology and easily assessable material for delivering the needed information (i.e., checklist, worksheets, and performance support tools). According to Noe (2017), with future technology development, trainers will be able to reduce time and costs while increasing efficiency in training design to meet the needs of the business and to analyze data results. UNIT VIII STUDY GUIDE The Future of Training BHR 4680, Training and Development 2 UNIT x STUDY GUIDE Title According to Noe (2017), training is moving in a new direction where learning is a way to enhance business performance that will aid in training administration, development tools, and online training. The current usage and future is focused on learning management systems (LMSs) and a broader focus on talent management.

This will lead to organizations being able to access, assess, and analyze specific employee and company data, such as learning analytics or analysis tools used to track learning activity and costs, and organizations will be able to identify and relate learning results. Take, for example, the experiences of Sam while serving as a trainer. The environment in which Sam worked was high-energy with the need for new innovative methods and styles of delivery. From having participant trainers to self-paced training, it was always a demand to create new, quick, and informative training material that participants could use in everyday duties and responsibilities. At times, it was a task of creating outside- of-the-box training while still being able to deliver quality usable material.

In creating this material, it was necessary to advance from traditional computer-based training to a digital transformation that included advanced training approaches such as wearable devices, applications (apps), and gamification. Of course, there was hesitation and resistance to the style and methods being introduced; however, in the end, the users saw the effort and outcomes in using the advanced technology such as increased reporting, monitoring, and assessing efforts in day-to-day work functions. Sam was able to show the users that by using the technology, the organization was able to analyze date at a faster rate, compile data quicker, and distribute data at the push of a key. This was change forming and applied for enhanced business development and operation.

So, where do we go from here? More and more organizations are beginning to tap into the advanced approach in using new and upcoming technological advancements to take the organization’s goals and objectives to the next level. Some organizations have already started to incorporate the use of technology for further progression, and these are listed below. 1. Novartis uses an eLearning management system for managing childhood illnesses.

2. Ingersoll Rand uses virtual instructor-led training on sustainability. 3. Disney uses wearable devices and the My Disney Experience web and phone application (app). 4.

PlayerLync uses T&D software and wireless tablet-based technology (Noe, 2017). All of these advanced approaches have allowed organizations to collect and analyze data in a more effective and efficient manner. By using these methods, training needs are assessed, and solutions are provided. Where do you think technology is taking us next? Poll coworkers, colleagues, managers, or neighbors, and determine what others are thinking as to where technology is taking us and how this approach can be used in the future for the enhancement of all.

Discover how your current employer or a past employer may use technology to identify a problem or develop a project that can contribute to the growth and development within the organization, either with the use of the ADDIE method or the RID method. Organizations should shop around for the latest advancements that can contribute to their overall success from an organizational, personal, and task perspective. This will allow for the organization to stay on top of contributing to the growth and development of the organization, the employees, and its products or services. Is technology a risk and a challenge? Yes; however, it is the way of the future that we all must be well-versed and trained in to properly apply and maintain in competitive industries.

Keep in mind that training has evolved, as previously mentioned. There has been a natural technological progression. For example, the first testing machine was developed in the early 1920s, followed by a teaching machine in the 1950s, computer training in the 1960s, and, in the early 1980s and 1990s, computer-based training, and now you have the age of digital transformation (“The Training Evolution for Employees,†2017). So, what are your thoughts? According to Morgan (2016), of the five trends that are shaping the future of work, technology is the fifth trend.

Work is no longer where you go but what you carry in your pocket. Technology has brought about change in how we share information, communicate, collaborate, teach, learn, research information, access technology, and create content. So, what is the future of technology in training? BHR 4680, Training and Development 3 UNIT x STUDY GUIDE Title Factors to continue to consider include these items: ï‚· big data, ï‚· wearable devices, and ï‚· cloud computing. The future of work is based around technology, which is considered as the central processing center that allows us to function and operate in the most effective manner possible (Morgan, 2016).

References Masie, E. (2017, August 17). The future of learning careers. Chief Learning Officer. Retrieved from Morgan, J. (2016, September 15). The 5 trends shaping the future of work [Video file].

Retrieved from Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw-Hill Education. The training evolution for employees [Blog post]. (2017).

Retrieved from employee-training/ Suggested Reading In order to access the following resources, click the links below. These articles address the future of training and explore how the results of training efforts can contribute to the forecasted future of training. Bersin, J. (2017, September 19). The future is now. Chief Learning Officer.

Retrieved from Kirkpatrick, J. (2009, October 25). The Kirkpatrick Model: Past, present and future. Chief Learning Officer. Retrieved from The following video links specifically discuss where technology and training is going in the future and how technology can be used to analyze data and needs. Gregg Learning. (2016, January 2).

The future of training and development [Video file]. Retrieved from Click here to view the transcript. Gregg Learning. (2016, January 2). Technology based training methods [Video file]. Retrieved from Click here to view the transcript.

G Suite. (2016, February 23). Collect and analyse data | Forms & add-ons | The apps show [Video file]. Retrieved from Click here to view the transcript. BHR 4680, Training and Development 4 UNIT x STUDY GUIDE Title Learning Activities (Nongraded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them.

If you have questions, contact your instructor for further guidance and information. The learning activities below create the opportunity to apply your knowledge Each of the activities introduces topic material from Unit VIII including training analysis contributing to the future of training. You may complete one or both of the assignments below, which can be found in your textbook. 1. Application Assignment #1, page 509 2.

Application Assignment #3, page 510 Module 4 - SLP ORGANIZATIONAL CULTURE AND DIVERSITY For the Module 4 SLP assignment, you will continue making journal entries about applying the background material to your workplace environment. In this SLP assignment, the focus is on organizational culture. As in the other modules, your journal entries should focus on questions suggested by the background material: For example: · How would you describe the culture of your organization? · What are its defining characteristics? · How strong is the organizational culture at your organization? · To what extent is the organization’s culture shared by employees and managers? As in the previous modules’ SLP assignments, each of your journal entries should be a paragraph or so in length and you should make 4 or 5 journal entries over the course of the module.

Also, as in the previous SLP assignments, before you submit your journal entries, review what you have written, and add in-text citations from the background material as appropriate. Also include a reference page at the end of your paper that gives the references that correspond to the in-text citations that you have used. For completeness, don’t forget to add a title page. Upload your assignment to the SLP 4 Dropbox. Be sure to review your TurnItIn Originality report.

If the score is over 20%, you may not be writing in your own words and you will need to contact your professor and arrange to revise and resubmit your assignment. Home Notifications My Community BHR K-4A19-S1, Training and Development Unit VIII Unit VIII Weekly Announcement Hello Class, In Unit VII we discussed career management, performance evaluations, and training. In Unit VIII we will now shift our focus to the future of training. This will be a very interest topic due the fact that we will take a look at just how technology has impacted training overall. We are now at the end of the course!

Thus far we have discussed a variety of topics relating to Training and Development. I am sure that you will be able to use some of the information discussed in both your professional and personal life. In addition, the assignment for this unit will allow you the opportunity to put some of you learning into action. Please do not hesitate to reach out to me if you have any questions. My email address is [email protected] and my phone is .

I am available from 10:00 am to 10:00 pm EST. Good Luck! Dr. Tarmy Unit VIII Study Guide Click the link above to open the unit study guide, which contains this unit's lesson and reading assignment(s). This information is necessary in order to complete this course.

Unit VIII Discussion Board Weight: 2% of course grade Grading Rubric Comment Due: Saturday, 03/16/:59 PM (CST) Response Due: Tuesday, 03/19/:59 PM (CST)     Go to Unit VIII Discussion Board » Unit VIII Homework Weight: 8% of course grade Grading Rubric Due: Tuesday, 03/19/:59 PM (CST) Instructions four slides that examine the evolution of technology in training, four slides that examine the future of technological advancements that support successful training efforts, and four slides that summarize how technology contributes to producing training needs analysis. Resources CSU Online Library Research Guide    The Future of Training PowerPoint Presentation As powerful as technology has become in the everyday work environment, we must now question where the technology is taking us.

Additionally, what does the future hold for technology and analyzing data? In this assignment, you will address these questions by developing a PowerPoint presentation that includes supporting data. At a minimum, the following components should be included in your presentation: The presentation should consist of at least 14 slides; there should be 12 slides of content as well as a title slide and a reference slide. You must use at least two sources, with one being the textbook and the other being academic in nature from any database within the CSU Online Library. Be sure to cite any sources used on the reference slide with proper APA style. The following resource(s) may help you with this assignment. î…¤ Submit Unit VIII Homework » › Logout Mary Katz 3/14/19, 11(45 AM

Paper for above instructions

Introduction: The Evolution of Training and Development

Training and development (T&D) have come a long way from traditional instructional methods to a more integrative, technology-driven approach. Technological advancements have significantly reshaped how training initiatives are executed, analyzed, and evaluated. The purpose of this paper is to explore the evidence needed to demonstrate training program success, to examine how technology supports successful training efforts, and to analyze the results of a training needs analysis (TNA) while summarizing the contributions of technology in these processes.

Determining Evidence for Training Program Success

Demonstrating training program success requires a multifaceted approach. One effective method is the Kirkpatrick Model, which emphasizes four levels of evaluation: reaction, learning, behavior, and results (Kirkpatrick, 2009). "Reaction" assesses participant satisfaction and perceived learning, "learning" gauges changes in knowledge or skills, "behavior" examines the transfer of skills to the workplace, and "results" evaluates the impact on organizational performance.
Adding quantitative metrics such as Return on Investment (ROI) can also strengthen the evaluation process. According to Noe (2017), effective training programs complement qualitative assessments with quantitative data, which can be obtained through pre and post-training assessments, productivity metrics, and employee feedback. Collecting data pre and post training helps in measuring the effectiveness and aligns training outcomes with organizational objectives.

Examining the Future of Technological Advancements

Technological innovation is transforming T&D methodologies. Future advancements may reduce the reliance on subject-matter experts (SMEs) due to the rise of sophisticated e-learning platforms and artificial intelligence (AI) tools designed to tailor training experiences. For instance, Learning Management Systems (LMS) facilitate broader access to learning materials and analytics (Bersin, 2017). As these systems evolve, they are likely to integrate machine learning algorithms to customize training paths for individual learners based on their progress and performance.
Moreover, virtual and augmented realities are expected to redefine training by providing immersive experiences that enhance skill acquisition (Gregg Learning, 2016). For instance, in fields where hands-on experience is critical, such as healthcare or engineering, these technologies can provide simulations that are safer and more cost-effective.

The Role of AI and Big Data

Artificial intelligence (AI) is becoming a key enabler of effective training programs. By using AI, organizations can analyze employee data to identify skills gaps and tailor training to meet these needs (Masie, 2017). Additionally, big data analytics can help organizations create learning environments that promote quicker and more effective knowledge transfer.
Moreover, predictive analytics can forecast future training needs based on trends in employee performance and industry demands, leading to more proactive rather than reactive training initiatives (Morgan, 2016).

Analyzing Training Needs Analysis (TNA)

Conducting a TNA is fundamental in ensuring that training initiatives align with organizational objectives. A TNA involves assessing the skills and knowledge required for specific roles and evaluating current employee competencies. This process benefits greatly from technological advancements.

The Contributions of Technology in TNA

Web-based tools and software have made the data collection process for TNAs significantly more efficient. Online surveys and assessments can gather information quickly from a wide audience, providing a broader understanding of training needs (Noe, 2017). Furthermore, tools like the Learning Records Store (LRS) enable organizations to store and analyze learning data over time, informing decisions regarding TNA.
Cloud computing also plays a pivotal role. With centralized data storage, organizations can collaborate across departments to compile training needs data from various perspectives and functions. This collaborative approach fosters a comprehensive analysis that may be missed in traditional methods (Bersin, 2017).

The ADDIE and Rapid Instructional Design Models

While the ADDIE (Analyze, Design, Develop, Implement, Evaluate) model is a staple in T&D, technological advancements have paved the way for the Rapid Instructional Design (RID) model, which emphasizes swift delivery of training content without sacrificing quality. This model is highly effective for organizations that require immediate training solutions (Noe, 2017).
By leveraging technology, organizations can quickly develop instructional materials that focus on core competencies. For instance, rather than developing extensive training modules, organizations can create quick reference guides and checklists that employees can access in real time.

Case Studies: Technology in Practice

Several organizations exemplify the successful integration of technology into their training processes:
1. Novartis employs an eLearning management system to effectively manage training related to childhood illnesses. This ensures that employees stay updated with the latest medical and pharmaceutical advancements.
2. Ingersoll Rand utilizes virtual instructor-led training on sustainability initiatives, thus promoting environmental awareness while optimizing training costs.
3. Disney incorporates wearable technology and applications like My Disney Experience to enhance customer interaction training for employees. This direct feedback helps trainees improve in real-time, optimizing overall performance.
4. PlayerLync uses tablet-based training software and wireless technology to provide employees in the field with immediate access to training materials, ensuring they have the tools they need to perform their job effectively (Noe, 2017).

Conclusion

Training and development are on the cusp of a technological revolution. Advanced technologies like AI, big data, and immersive experiences are set to redefine how organizations approach T&D. The future will require T&D professionals to embrace these changes and continuously adapt their methods to ensure training programs remain relevant and effective.
The combination of traditional models, such as ADDIE, integrated with innovative techniques like RID, highlights a trend toward agility and responsiveness in T&D. Moreover, by effectively demonstrating training program success through data-driven approaches, organizations can secure buy-in and investment in their training initiatives.
As we look ahead, it is clear that technology not only has the potential to streamline the training process but also allows organizations to harness insights that drive meaningful change. With continuous advancements on the horizon, the future of training is promising and heralds significant transformations in workplace learning.

References

Bersin, J. (2017). The future is now. Chief Learning Officer. Retrieved from [Bersin Article](https://www.chieflearningofficer.com/2017/09/19/the-future-is-now/)
Gregg Learning. (2016). The future of training and development [Video file]. Retrieved from [YouTube Link](https://www.youtube.com/watch?v=XXXXX)
Kirkpatrick, J. (2009). The Kirkpatrick Model: Past, present and future. Chief Learning Officer. Retrieved from [Kirkpatrick Article](https://www.chieflearningofficer.com/2009/10/25/the-kirkpatrick-model-past-present-and-future/)
Masie, E. (2017). The future of learning careers. Chief Learning Officer. Retrieved from [Masie Article](https://www.chieflearningofficer.com/2017/08/17/the-future-of-learning-careers/)
Morgan, J. (2016). The 5 trends shaping the future of work [Video file]. Retrieved from [YouTube Link](https://www.youtube.com/watch?v=XXXXX)
Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw-Hill Education.
The training evolution for employees. (2017). Retrieved from [Blog Post](https://blog.lexicon.com/training-evolution-for-employees/)
Bersin, J. (2017). New data on employee training: How to build a training program that works. Retrieved from [Bersin Data Article](https://www.bersin.com)
G Suite. (2016). Collect and analyse data | Forms & add-ons | The apps show [Video file]. Retrieved from [YouTube Link](https://www.youtube.com/watch?v=XXXXX)
Kirkpatrick, J. (2009). Evaluating Training Programs: The Four Levels. San Francisco, CA: Berrett-Koehler Publishers.