Assess The Draft Training Proposal And Peer Feedback 458261

Assess The Draft Training Proposal And Peer Feedback You Received In W

Assess the Draft Training Proposal and peer feedback you received in Week Two, and finalize the topic and objectives for your training program. In a 20- to 25-slide PowerPoint presentation, not including the title and references slides: Conduct a needs assessment for your proposed training program. This should include both a person and a task analysis. Develop SMART (Specific, Measurable, Attainable, Realistic, and Timely) training objectives based on the needs assessment and any assumptions you may need to make. Create an original, detailed training proposal.

This should include: A title and description of the program. A discussion of training methods to be used, and a rationale (justification) for using them, based on training theory. Proposed instructors and the reason for using them. A tentative training outline. A tentative list and description of training materials needed.

Develop a plan for evaluation of training effectiveness including both short-term and long-term evaluation where appropriate. Your presentation must be formatted according to APA style as outlined in the Ashford Writing Center. Support your work with cited sources from the textbook and at least three additional scholarly sources. The topic of use is below. Inventory Management Training I.

Training and development of employees and managers is extremely important to an institution. This training plan details the standards of inventory management, where the standards are pulled from, and how to accomplish them. Training is put in place so that the employee gains the knowledge needed to be successful at their new job. It is not in the best of the company or employee to put them in a sink or swim situation that can come from the lack of training and development.

Background for the use of inventory management.

• Benefits that inventory management gives the government
• Cost related benefits

Understanding the regulations, and policies

• Knowing the regulations and policies
• Regulations
• Policies

Processes for inventory management of equipment.

• Accepting equipment/inventory
• Storage and accountability
• Hand receipting property
• Accountability review

Must be original. It cannot be recycled work.

Paper For Above instruction

Introduction

Effective inventory management is vital for organizational success, especially within government agencies where accountability, compliance, and efficiency are paramount. The proposed training program aims to equip employees with the necessary knowledge and skills to execute inventory management processes effectively. This paper presents a comprehensive training plan, including needs assessment, training objectives, methods, instructor selection, outline, materials, and evaluation strategies, grounded in established training theories.

Needs Assessment and Training Objectives

The first step in developing a successful training program is identifying the specific needs of the target audience and how these needs align with organizational goals. A person analysis revealed that new employees require foundational knowledge of inventory processes, policies, and regulations. Task analysis indicated that core duties include accepting inventory, storage management, hand receipting, and conducting accountability reviews.

Based on these insights, SMART objectives have been formulated:

• Specific: To train new inventory personnel on accepting equipment, storing inventory, hand receipting, and conducting accountability reviews.
• Measurable: Achieve at least 90% accuracy in inventory procedures on post-training assessments.
• Attainable: Deliver training over a four-week period with assessments at the end of each module.
• Realistic: Use existing resources and experienced instructors to facilitate training.
• Timely: Complete training within four weeks, with follow-up assessments three months post-training.

Training Methods and Rationale

The training employs a blend of instructional methods to accommodate diverse learning preferences and reinforce understanding. These include classroom lectures, hands-on demonstrations, role-playing scenarios, e-learning modules, and practical exercises.

According to training theory, experiential learning enhances retention and transfer of skills (Kolb, 1984). Interactive methods like role-playing simulate real-world scenarios, fostering critical thinking and application. E-learning modules provide flexibility, allowing learners to review content at their own pace, aligning with principles of self-directed learning (Merriam & Bierema, 2014).

Classroom instruction covers policies and regulations, while hands-on exercises enable learners to practice inventory acceptance, storage, and hand receipting procedures under supervision. This blend ensures comprehensive skill development rooted in adult learning theories (Knowles, 1984).

Instructors and Rationale

Instructors will include experienced inventory specialists and supervisors who have extensive practical knowledge of government inventory processes. Their real-world experience lends credibility and provides practical insights advantageous for learners.

Using internal subject matter experts ensures that training is aligned with organizational protocols and regulatory requirements, fostering relevance and immediate applicability (Brinkerhoff, 2003).

Training Outline and Materials

The training is structured into four modules:

1. Overview of Inventory Management Policies and Regulations
2. Accepting Inventory and Storage Procedures
3. Hand Receipting and Document Control
4. Accountability Reviews and Audits

Training materials include slide decks, handouts summarizing policies, checklists for procedures, inventory forms, and case study scenarios. Supplementary materials like videos demonstrating processes enhance visual understanding.

Evaluation Plan

The evaluation strategy includes immediate post-training assessments to measure knowledge gain and skill competency through practical exercises. Long-term evaluation involves follow-up audits and performance reviews three and six months post-training to assess retention and application in the workplace.

Additionally, feedback surveys will gather participant evaluations of training effectiveness, and key performance indicators (KPIs) such as inventory accuracy rates and compliance levels will be monitored to gauge the impact of the training program.

Conclusion

This training program aims to address identified gaps in inventory management knowledge among government employees. By utilizing evidence-based training methods and thorough evaluation, it seeks to improve compliance, reduce errors, and promote accountability. Continuous assessment and refinement of the program will ensure it remains relevant and effective in achieving organizational goals.

References

• Brinkerhoff, R. O. (2003). The success case method: Find out quickly what's working and what's not. Berrett-Koehler Publishers.
• Knowles, M. S. (1984). Andragogy in Action. San Francisco: Jossey-Bass.
• Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Prentice Hall.
• Merriam, S. B., & Bierema, L. L. (2014). Adult Learning: Linking Theory and Practice. Jossey-Bass.
• Noe, R. A. (2017). Employee Training & Development (7th ed.). McGraw-Hill Education.
• Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13(2), 74–101.
• Swanson, R. A., & Holton, E. F. (2009). Foundations of Human Resource Development. Berrett-Koehler Publishers.
• Arthur, W., Bennett, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features. Journal of Applied Psychology, 88(2), 234–245.
• Gagné, R. M. (1985). The Conditions of Learning and Theory of Instruction. Holt, Rinehart & Winston.
• Phillips, J. J. (1997). Return on Investment in Training and Performance Improvement Programs. Association for Talent Development.