Developing A Training Plan Scoring Guidecriterianon Performancebasicpr ✓ Solved

Developing a Training Plan Scoring Guide CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Identify each training activity linked to a learning objective used in the training and development program. Does not identify each training activity linked to a learning objective used in the training and development program. Identifies training activities without linking to learning objectives used in the training and development program. Identifies each training activity linked to a learning objective used in the training and development program. Explains each training activity linked to a learning objective used in the training and development program.

Describe how practice and feedback are incorporated into the lesson plan to measure the transfer of learning. Does not identify how practice and feedback are incorporated into the lesson plan to measure the transfer of learning. Identifies, but does not describe how practice and feedback are incorporated into the lesson plan to measure the transfer of learning. Describes how practice and feedback are incorporated into the lesson plan to measure the transfer of learning. Analyzes how practice and feedback are incorporated into the lesson plan to measure the transfer of learning, using authentic examples.

Explain the training methods chosen for each learning objective in the program. Does not identify the training methods chosen for each learning objective in the program. Identifies, but does not explain the training methods chosen for each learning objective in the program. Explains the training methods chosen for each learning objective in the program. Analyzes the training methods chosen for each learning objective in the program, stating the pros and cons of each method.

Articulate the effectiveness of training methods on a trainee's motivation to learn. Does not identify the effectiveness of training methods on a trainee's motivation to learn. Identifies, but does not articulate the effectiveness of training methods on a trainee's motivation to learn. Articulates the effectiveness of training methods on a trainee's motivation to learn. Analyzes the effectiveness of training methods on a trainee's motivation to learn, using authentic examples.

Assess how a lesson plan that includes a distance learning module impacts a trainee’s learning experience. Does not identify how a lesson plan that includes a distance learning module impacts a trainee’s learning experience. Identifies, but does not assess how a lesson plan that includes a distance learning module impacts a trainee’s learning experience. Assesses how a lesson plan that includes a distance learning module impacts a trainee’s learning experience. Analyzes how a lesson plan that includes a distance learning module impacts a trainee’s learning experience by stating the pros and cons of this training approach.

Assess the costs and benefits of evaluating training and development programs. Does not describe the costs and benefits of evaluating training and development programs. Describes the costs and benefits of evaluating training and development programs. Assesses the costs and benefits of evaluating training and development programs. Analyzes the costs and benefits of evaluating training and development programs, using scholarly literature.

Analyze the pros and cons for trainers and trainees of the training methods used in the program. Does not explain the pros and cons for trainers and trainees of the training methods used in the program. Explains the pros and cons for trainers and trainees of the training methods used in the program. Analyzes the pros and cons for trainers and trainees of the training methods used in the program. Analyzes the pros and cons for trainers and trainees of the training methods used in the program, and illustrates with authentic examples.

Develop a timeline for the training and development program. Does not describe a timeline for the training and development program. Describes, but does not develop a timeline for the training and development program. Develops a timeline for the training and development program. Develops a timeline and articulates rationale used for activity timing in the training and development program.

Overview Develop a training plan that includes a lesson plan in the form of an outline and a timeline. Explain the selected training methods for your training and development program, and assess the effectiveness of selected program measurements, evaluation, and technology used for the training. For this assessment, you will develop a training plan for your program, including a lesson plan outlining your selection of appropriate training methods for your learning objectives. SHOW LESS Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: · Competency 2: Demonstrate effective training program design, development, and implementation. .

Identify each training activity linked to the learning objectives used in the training and development program. . Explain the training methods chosen for each learning objective in the program. . Analyze the pros and cons for trainers and trainees of the training methods used in the program. . Develop a timeline for the training and development program. · Competency 3: Demonstrate effective training program measurement and evaluation. . Describe how practice and feedback are incorporated into the lesson plan to measure the transfer of learning. .

Articulate the effectiveness of training methods on a trainee's motivation to learn. . Assess the costs and benefits of evaluating training and development programs. · Competency 4: Assess the impact of technology on an organization's training strategy. . Assess how a lesson plan that includes a distance learning module impacts a trainee's learning experience. Context There are a number of effective, traditional methods used in training, including lectures, discussions, and audio-visual materials. Training methods have progressed rapidly in recent years as new generations of workers have entered the workforce, and newer training methods have evolved with the increased use of computers and the Internet.

To develop an effective training plan lesson, you should include: · A timeline for your training and development program. · Learning objectives. · Training methods. · Training activities. · Practice and feedback. Questions to consider As you work to complete this assessment, you may find it helpful to consider the questions below. You are encouraged to discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community, in order to deepen your understanding of the topics. · Can lectures be an effective training tool? Under what circumstances do lectures work most or least effectively? · How does a training venue impact a trainee's learning? Suggested Resources The following optional resources are provided to support you in completing the assessment or to provide a helpful context.

For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom. Capella Resources Click the links provided to view the following resources: · Practice and Feedback . · Internal Versus External Instructors . · Lesson Plan Template . SHOW LESS Capella Multimedia Click the links provided below to view the following multimedia pieces: · How to Maximize Involvement When Training Large Groups | Transcript . · Selecting the Best Training Environment | Transcript . Library Resources The following resources are provided for you in the Capella University Library and are linked directly in this course. · Flynn, G. (2001). Mandated training: Legal dos and don'ts .

Workforce, 80 (9), 82–84. · Gronhaug, K., & Stone, R. (2012). The learning organization . Competitiveness Review, 22 (3), 261–275. · Hatch, D. D., & Hall, J. E. (2002).

Denial of training violates ADA . Workforce, 81 (1), 72. · Jacobs, R. L., & Jones, M. J. (1995). Structured on-the-job training: Unleashing employee expertise in the workplace .

San Francisco, CA: Berrett-Koehler Publishers. . Chapters 2 and 3. · Jacobs, R. L., & Mohammad, J. B. (2012). Developing employee expertise through structured on-the-job training (S-OJT): An introduction to this training approach and the KNPC experience .

Industrial and Commercial Training, 44 (2), 75–84. · Marshall, J., Smith, S., & Buxton, S. (2009). Learning organisations and organisational learning: What have we learned? Management Services, 53 (3), 14–19. · Roberts, T. G., Conner, N. W., & Jones, B.

L. (2013). An experiential learning framework for engaging learners during study abroad experiences . NACTA Journal, 57 (3), 28–35. · Treven, S. (2003). International training: The training of managers for assignment abroad . Education & Training, 45 (8), 550–557. · Wilson, E. (2014).

Diversity, culture and the glass ceiling . Journal of Cultural Diversity, 21 (3), 83–89. Course Library Guide A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4047 – Employee Training and Development Library Guide to help direct your research. Bookstore Resources The resources listed below are relevant to the topics and assessments in this course and are not required.

Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore . When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation. · Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall. .

Chapter 6. . Chapter 8, and Table 8-2. Assessment instructions Preparation Use the Effective Training textbook, the Internet, the Capella Library, or the Lesson Plan Template under Suggested Resources to research training lesson plans and to select a format for this assessment. Requirements For this assessment complete the following: · Develop a lesson plan for your training and development program, including the following: . Develop a timeline for the training and development program. .

Identify each training activity and link the activity to the learning objectives used in the training and development program. . Explain the training methods chosen for each learning objective in the program. . Describe how practice and feedback are incorporated into the lesson plan to measure the transfer of learning. · In addition to the lesson plan, write a rationale, including the following: . Analyze the pros and cons for trainers and trainees of each training method used in the program. . Articulate the effectiveness of each training method on a trainee's motivation to learn. .

Assess the costs and benefits of evaluating training and development programs. . Assess how a lesson plan that includes a distance learning module impacts a trainee's learning experience. Additional Requirements · Written communication: Written communication is in a professional style with correct grammar, usage, and mechanics. · APA formatting: Resources and citations are formatted according to current APA style. · Headings: Incorporate level headings according to current APA style. · Length: A typical response will be 8–10 typed, double-spaced pages. · Font and font size: Times New Roman, 12 point. · References: Use at least two references

Paper for above instructions

Introduction

A comprehensive training plan is instrumental in enhancing employee skills, knowledge, and overall productivity. This report will articulate a structured training and development program focusing on developing communication and teamwork skills within an organization. We will identify training activities linked to learning objectives, explain the training methods chosen, and assess the impact of a distance-learning module. Additionally, we will address the costs and benefits of evaluating training programs and analyze the pros and cons of various training methods to ensure an effective implementation.

Learning Objectives

1. To enhance effective communication skills among team members.
2. To develop collaboration and teamwork abilities in a diverse work environment.
3. To promote conflict resolution techniques and strategies.

Training Activities Linked to Learning Objectives

Activity 1: Communication Skills Workshop

- Learning Objective: Enhance effective communication skills among team members.
- Description: A full-day workshop that includes role-playing, active listening exercises, and feedback sessions.

Activity 2: Team-building Retreat

- Learning Objective: Develop collaboration and teamwork abilities in a diverse work environment.
- Description: A two-day retreat involving activities like cooperative games and group problem-solving tasks.

Activity 3: Conflict Resolution Role-play Sessions

- Learning Objective: Promote conflict resolution techniques and strategies.
- Description: Weekly role-play sessions where employees act out common workplace conflicts and discuss resolutions.

Explanation of Activities

Each training activity is linked to a specific learning objective to ensure alignment between the skills taught and the goals of the organization. The communication skills workshop will allow participants to practice techniques in real-time, fostering immediate feedback. The team-building retreat will help employees forge connections and trust, enhancing collaboration. The conflict resolution sessions will enable employees to recognize and address conflicts effectively, promoting a healthier work environment.

Training Methods

Method 1: Interactive Workshops

- Pros: Engages trainees, ensures participation, and allows for real-time feedback.
- Cons: Time-consuming and requires skilled facilitators to manage discussions effectively.

Method 2: Experiential Learning

- Pros: Promotes learning through doing, enhances retention, and encourages teamwork.
- Cons: May require extensive preparation and can be challenging to conduct for larger groups.

Method 3: Role-playing

- Pros: Provides practical experience and develops interpersonal skills.
- Cons: Can cause anxiety among participants, especially if they are not comfortable with performance in front of others.

Incorporation of Practice and Feedback

Practice and feedback are critical components of the lesson plan. Trainees will engage in interactive workshops where they will practice communication skills through role-plays, receiving immediate feedback from peers and facilitators. Furthermore, continuous feedback loops will be established during team-building activities, allowing participants to reflect on their performance and identify areas for improvement.

Effectiveness of Training Methods on Trainee Motivation

Certain training methods inherently motivate trainees more than others. According to Blanchard and Thacker (2013), experiential and interactive methods foster a higher level of engagement, which is vital for motivation. When training is enjoyable and rewarding, as is often the case with team-building retreats, learners feel more inclined to participate fully. However, understanding individual differences in motivation is crucial; while some may thrive in interactive settings, others may prefer structured workshops or one-on-one feedback (Hatch & Hall, 2002).

Distance Learning Module Assessment

The inclusion of a distance learning module could significantly impact the trainee experience by providing flexibility and accessibility. Distance learning allows employees to engage in training at their convenience, accommodating various learning styles and work schedules (Treven, 2003). However, it also poses challenges such as reduced interaction, potential technical issues, and the need for self-motivation among participants. A blended approach incorporating both distance and in-person training might maximize the benefits while minimizing drawbacks (Jacobs & Mohammad, 2012).

Costs and Benefits of Evaluating Training Programs

Evaluating training programs carries inherent costs, such as resource allocation for materials and personnel involved in the assessment process. However, its benefits far outweigh the expenses. By evaluating training effectiveness, organizations can refine their training approaches, ensuring relevancy to employee needs and organizational goals (Wilson, 2014). Moreover, it allows for the measurement of return on investment (ROI) in training, which is crucial for securing budget approvals in future training initiatives (Gronhaug & Stone, 2012).

Pros and Cons of Training Methods

1. Interactive Workshops

- Trainers: Enable them to convey knowledge interactively; however, they require significant preparation.
- Trainees: Enhance understanding and retention but can be less effective for shy individuals.

2. Experiential Learning

- Trainers: Engaging and often leads to higher retention rates. Nevertheless, this approach is time-intensive.
- Trainees: Connect learning with practical situations but can be challenging for individuals unfamiliar with hands-on approaches.

3. Role-playing

- Trainers: Facilitates immediate feedback; however, it can lead to discomfort among less experienced participants.
- Trainees: Develops practical skills but may be intimidating for individuals not comfortable with performance.

Timeline for Training Development Program

Week 1-2: Needs Assessment

- Conduct surveys and gather data to clarify training needs.

Week 3-4: Workshop Preparation

- Design materials and activities, ensuring alignment with learning objectives.

Week 5: Communication Skills Workshop

- Implementation of the first training activity.

Week 6-7: Team-building Retreat

- Depart for a two-day retreat focused on collaboration.

Week 8-9: Conflict Resolution Role-play Sessions

- Continuing weekly sessions to address conflict resolution techniques.

Week 10: Evaluation and Feedback

- Assess program effectiveness through surveys and gather feedback for improvement.

Conclusion

The training plan outlined above incorporates essential elements that ensure the development of communication and teamwork skills among employees. The structure of linked learning objectives, training methods, and continuous assessment will promote an engaging environment where employees can thrive. Through diligent evaluation and feedback, this plan will not only yield immediate educational benefits but also contribute to a culture of continuous growth within the organization.

References

1. Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall.
2. Gronhaug, K., & Stone, R. (2012). The learning organization. Competitiveness Review, 22(3), 261–275.
3. Hatch, D. D., & Hall, J. E. (2002). Denial of training violates ADA. Workforce, 81(1), 72.
4. Jacobs, R. L., & Mohammad, J. B. (2012). Developing employee expertise through structured on-the-job training. Industrial and Commercial Training, 44(2), 75–84.
5. Treven, S. (2003). International training: The training of managers for assignment abroad. Education & Training, 45(8), 550–557.
6. Wilson, E. (2014). Diversity, culture and the glass ceiling. Journal of Cultural Diversity, 21(3), 83–89.
7. Roberts, T. G., Conner, N. W., & Jones, B. L. (2013). An experiential learning framework for engaging learners during study abroad experiences. NACTA Journal, 57(3), 28-35.
8. Jacobs, R. L., & Jones, M. J. (1995). Structured on-the-job training: Unleashing employee expertise in the workplace. San Francisco, CA: Berrett-Koehler Publishers.
9. Flynn, G. (2001). Mandated training: Legal dos and don'ts. Workforce, 80(9), 82–84.
10. Marshall, J., Smith, S., & Buxton, S. (2009). Learning organizations and organizational learning: What have we learned? Management Services, 53(3), 14–19.