Assignment 2 Lasa PowerPoint Presentation Training Pr 093196
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 and veteran employees at a medium-sized technology firm to the company’s culture, product offerings, and expectations. Its purpose is to familiarize new hires and re-engage existing employees with the company’s mission to foster enthusiasm and alignment with organizational goals.
Objectives:
- Enhance employees’ understanding of the company's core values and mission, enabling them to articulate these to clients and colleagues, thereby improving overall organizational cohesion.
- Develop employees’ knowledge of the product offerings and services to increase their confidence and effective communication with clients.
- Foster behaviors that demonstrate alignment with company expectations, such as professionalism, teamwork, and continuous learning, to promote a positive work environment.
Each objective aims to produce specific, measurable results: improved communication skills, increased product knowledge, and enhanced professional behaviors that contribute to organizational success.
Training Method:
| Objective | Selected Training Method | Advantage | Disadvantage |
|---|---|---|---|
| Enhance understanding of core values | Large group lecture combined with case study discussions | Facilitates shared understanding and stimulates critical thinking | Less personalized attention, may not address all individual learning styles |
| Develop product knowledge | Hands-on simulation and role play | Engages employees actively, promoting retention | Requires significant planning and resources |
| Foster professional behaviors | Coaching or mentoring paired with team exercises | Encourages personalized development and team bonding | Time-consuming to implement effectively |
Content Description:
The lecture will cover the company's mission, values, and product portfolio, supplemented by case studies illustrating organizational principles. Interactive simulations will allow employees to practice customer interactions and internal communication. Coaching sessions will provide personalized feedback on professional behaviors, supported by role-playing exercises to reinforce teamwork and professionalism.
Support Materials:
- Presentation slides with key points and visuals
- Handouts summarizing the company’s mission, values, and product information
- Workbooks for exercises and role-play activities
- Action plans for applying learning on the job
Estimated Time:
- Lecture and case studies: 30 minutes
- Simulations and role plays: 45 minutes
- Coaching and team exercises: 30 minutes
- Wrap-up and Q&A: 15 minutes
Evaluation:
Participants’ learning will be assessed through pre- and post-training quizzes, observation during simulations, and feedback forms. The application of learning on the job will be evaluated via follow-up surveys and performance metrics collected after implementation. Continuous feedback will help to refine the training program and ensure it addresses ongoing needs.
Effective Design:
Applying the seven steps—needs assessment, learning objectives, content development, instructional strategies, supporting resources, evaluation, and feedback—ensures the training is tailored to all job roles, promotes engagement, and aligns with organizational goals. For example, needs assessment identifies specific skill gaps; clear objectives guide content development; diverse instructional strategies cater to different learning styles; and evaluation mechanisms measure effectiveness and facilitate ongoing improvement.
Career Progression:
The most critical step for long-term career development is continuous evaluation and feedback. This step supports ongoing learning and adaptation, essential in a dynamic technology environment. Providing opportunities for mentorship and skill advancement based on regular assessments fosters employee growth, motivation, and retention, aligning with scholarly insights emphasizing reflective practice for sustained career development (Gibb, 2015; London & Smither, 2016).
References
- Gibb, S. (2015). Reflective Practice for Career Development. Routledge.
- London, M., & Smither, J. W. (2016). Feedback orientation and development: The missing link. Industrial and Organizational Psychology, 9(2), 313-318.
- Noe, R. A. (2017). Employee Training and Development. McGraw-Hill Education.
- Salas, E., et al. (2012). Team training in healthcare: A systematic review. Medical Education, 46(4), 342-346.
- Brown, P., et al. (2018). The impact of experiential learning on employee engagement. Journal of Organizational Behavior, 39(4), 509-524.
- Kirkpatrick, D. L., & Kirkpatrick, J. D. (2016). Evaluating Training Programs. Berrett-Koehler Publishers.
- Holton, E. F. (2011). Measuring the impact of training and development. American Society for Training and Development.
- Saks, A. M., & Burke, L. A. (2018). Engaging employees through effective training. Talent Development, 72(2), 40-45.
- Desimone, R. L., & Werner, J. M. (2012). Training and Development: Enhancing Communication and Performance. Cengage Learning.
- McTighe, J., & Wiggins, G. (2013). Backward design principles for effective training. Educational Leadership, 70(5), 10-16.