Assignment 2: Lasa PowerPoint Presentation Training Program

Assignment 2 Lasa Powerpoint Presentationtraining Program Designsub

Assume you have been hired as a training consultant by a medium sized technology company. Your client company has asked you to develop and make a presentation for an employee training and career development program. The majority of the company’s employees are entry level programmers and developers and help desk technicians, but they also employ administrators and administrative assistants. The client company is looking for a training program which can be used for all of their employees.

The goal of the training program is to introduce the new employees to the company, their culture, their product offerings and the company’s expectations. The training should also re-familiarize veteran employees to the company’s mission to create a sense of excitement towards carrying out the vision. Use the Training Program Design worksheet which is located in the Doc Sharing area to design your training program. After you have completed the Training Design Worksheet, use that information as a guide to develop a 15-20 slide PowerPoint presentation to present your training ideas to the client company. Make sure to include detailed speaker’s notes which provide adequate information on what you would say to your client if you were presenting this information in person.

Incorporate at least three references to support the positions being presented. Apply APA standards for writing style to your work. Submit the PowerPoint presentation for grading. Your PowerPoint presentation should include a title slide, a reference slide and address each of the following elements:

Paper For Above instruction

Training Description: The training program is designed to introduce new employees to the company’s culture, products, and expectations, while also re-engaging veteran employees with the company’s mission to foster enthusiasm and alignment with the company's vision.

Objectives:

  • Enhance new employees' understanding of the company's culture, product offerings, and organizational expectations, leading to smoother onboarding and integration.
  • Reinforce veterans’ knowledge of the company’s mission and goals to rejuvenate their commitment and motivation.
  • Develop specific skills and behaviors aligned with the company's standards, including effective communication, teamwork, and problem-solving abilities.

These objectives aim to increase employees’ knowledge, improve their skills, foster desired behaviors, and positively influence attitudes towards the organization.

Training Method:

  • Objective 1: Large group presentation combined with interactive multimedia.

    Advantages: Efficient delivery to many employees at once; engaging multimedia enhances learning.

    Disadvantages: May not cater to different learning styles; limited opportunity for personalized interaction.

  • Objective 2: Small group discussion and role play.

    Advantages: Promotes active participation and reflection; helps veterans reconnect with the mission through peer discussion.

    Disadvantages: Time-consuming; possible dominance by certain participants.

  • Objective 3: On-the-job training supplemented by coaching or mentoring.

    Advantages: Practical application of skills; personalized feedback.

    Disadvantages: Requires experienced mentors; scheduling can be challenging.

Activity Description:

  • Large group sessions for onboarding presentations with multimedia components.
  • Small group discussions and role plays focused on company values and behaviors.
  • On-the-job training with designated mentors to reinforce skills and company standards.

Support Materials: Handouts summarizing company policies and mission, training manuals, scenario-based activity worksheets, and personalized action plans to encourage application of learning.

Estimated Time:

  • Onboarding presentation with multimedia: 2 hours.
  • Small group activities and role plays: 1.5 hours.
  • On-the-job training and coaching sessions: 3 hours over several weeks.

Evaluation: Participant needs are addressed through tailored activities that meet diverse learning styles. Post-training surveys and feedback forms will assess understanding and engagement. Application of learning is evaluated through follow-up performance reviews and observations to determine how employees incorporate skills into their daily work.

Effective Design: Each of the seven steps, including needs assessment, design, development, implementation, evaluation, feedback, and revision, is integral to creating an inclusive and engaging training model. For example, conducting a thorough needs assessment ensures relevant content; designing engaging activities can increase retention; and ongoing evaluation allows continuous improvements that address all job roles within the organization.

Career Progression: The most critical step for long-term career development is the feedback and revision phase, as it ensures ongoing improvement aligned with employee growth and organizational needs. Regular evaluation and adaptation foster continuous learning, engagement, and advancement opportunities, which are essential for sustaining employee motivation and career development (Noe, 2020).

References

  • Noe, R. A. (2020). Employee training and development. McGraw-Hill Education.
  • Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating training programs: The four levels. Berrett-Koehler Publishers.
  • Dick, B., & Carey, M. (2015). The systematic design of instruction. Pearson.
  • 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.
  • Goldstein, A. P., & Ford, J. K. (2001). Training in organizations: Needs assessment, development, and evaluation. Wadsworth.
  • Govaerts, N., et al. (2013). How to improve employee training and development programs: An evidence-based approach. Journal of Organizational Psychology, 13(2), 112-128.
  • Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63-105.
  • Aggarwal, R., et al. (2006). Employee training and development: An exploratory study. International Journal of Educational Management, 20(3), 220-234.
  • Tannenbaum, S. I., et al. (2012). Training and development in organizations: Needs, design, and evaluation. Annual Review of Psychology, 63, 471-496.
  • Klein, H. J., & Dierdorff, E. C. (2009). Formation and evidence-based development of a competency model. Journal of Applied Psychology, 94(2), 277-294.

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