Assignment 2 Lasa PowerPoint Presentation Training Pr 150332

Assignment 2 Lasa Powerpoint Presentationtraining Program Designsub

Develop a comprehensive training program and create a 15-20 slide PowerPoint presentation to present your ideas to a medium-sized technology company. The program should introduce new employees to the company's culture, products, and expectations, and re-engage veteran employees with the company's mission. Use the provided Training Program Design worksheet as a guide to structure your presentation, including detailed speaker’s notes. Incorporate at least three references following APA standards. The presentation must include a title slide, a reference slide, and address the following elements:

  • Training description and overall purpose
  • Objectives of the training program with measurable results
  • Evaluation of training methods with advantages and disadvantages
  • Description of activities corresponding to chosen training methods
  • Support materials and resources
  • Estimated time for each activity
  • How participant needs are addressed and how learning will be applied on the job
  • Application of the seven steps of training design to create an effective model
  • The most important step for long-term career progression within the organization, with justification

Paper For Above instruction

The development of an effective employee training program is central to fostering a knowledgeable, skilled, and motivated workforce, especially in dynamic sectors like technology. This paper delineates a comprehensive training program intended for a medium-sized technology firm, focusing on onboarding and ongoing development to align employees with organizational goals and culture.

Training Description and Overall Purpose

The proposed training program aims to familiarize new employees with the company's culture, product offerings, and expectations while revitalizing veteran staff's connection to the company’s mission. The program’s primary goal is to foster a unified understanding of organizational objectives, cultivate a collaborative environment, and boost employee engagement. This initiative supports the company's strategic vision by ensuring all employees are well-versed in corporate values and operational practices, thereby enhancing productivity and morale.

Training Objectives

Three core objectives underpin this training program:

  1. Enhance Knowledge of Company Culture and Products: Participants will demonstrate understanding of the company's history, values, products, and services through quizzes and discussions (Measurable action: at least 80% correct responses on post-training assessments).
  2. Improve Skills in Organizational Procedures and Tools: Employees will competently use internal communication tools, project management software, and customer service protocols, evidenced by successful simulated task completion.
  3. Foster Positive Attitudes and Behaviors Toward Continuous Learning: Staff will exhibit increased motivation toward professional development activities, measured via feedback surveys and participation rates.

Training Methods Evaluation

Each objective necessitates tailored training methods:

  • Objective 1 – Company Culture and Products: Interactive multimedia (PC-based modules). Advantage: Engages learners visually; Disadvantage: May require technical resources.
  • Objective 2 – Organizational Skills: On-the-job training coupled with coaching. Advantage: Practical application; Disadvantage: Time-consuming and dependent on supervisor availability.
  • Objective 3 – Attitudes toward Learning: Role play and team exercises. Advantage: Encourages peer learning; Disadvantage: May require skilled facilitation.

Activities Corresponding to Training Methods

For each method, activities are designed to reinforce learning:

  • Multimedia Modules: Interactive videos and quizzes covering company history, values, and products, with integrated assessments.
  • On-the-Job Training and Coaching: Pairing new employees with mentors for shadowing tasks, accompanied by feedback sessions.
  • Role Play and Team Exercises: Simulated customer interactions and team problem-solving scenarios to reinforce behavioral expectations.

Support Materials and Resources

Training will utilize various materials, including employee handouts, quick-reference guides, e-learning modules, and assessment quizzes. Additional resources such as employee handbooks, product brochures, and access to online learning platforms will support ongoing development.

Estimated Time Allocation

  • Multimedia modules: 2 hours
  • On-the-job training: 4 hours spread over the first week
  • Role play activities: 1.5 hours
  • Feedback and Q&A sessions: 0.5 hours

Addressing Participant Needs and Applying Learning

The training design prioritizes learner engagement by incorporating varied methods that respect different learning styles. Needs assessments prior to training help tailor content, and follow-up sessions are planned to reinforce knowledge and skills. The application component involves practical exercises directly related to employees’ daily tasks, ensuring transfer of learning to the workplace.

Seven Steps of Determined Training Design

The seven steps—needs analysis, setting objectives, designing activities, selecting methods, developing materials, implementing, and evaluating—are integrated to sustain organizational learning. This systematic approach ensures that training addresses real business needs, promotes active participation, and measures effectiveness, thereby creating a continuous improvement cycle.

Most Important Step for Long-term Career Progression

I consider the ‘Designing Activities’ step crucial for long-term career growth. Engaging, relevant activities stimulate skill development and enhance job performance, fostering a growth mindset among employees. Scholarly research suggests that experiential learning through active participation leads to higher retention and transfer of knowledge, supporting career advancement (Kolb, 1984). By focusing on activity design, organizations can create developmental pathways aligned with employees’ evolving roles and aspirations.

Conclusion

Effective training programs are pivotal for organizational success, especially in rapidly evolving fields like technology. By systematically applying the seven steps of training design, organizations can ensure comprehensive, tailored, and impactful learning experiences. Emphasizing activity-based learning not only enhances immediate performance but also promotes sustained career development, ultimately contributing to a motivated, skilled, and loyal workforce.

References

  • Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019). Organizational Behavior: Improving Performance and Commitment in the Workplace. McGraw-Hill Education.
  • Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
  • Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Prentice Hall.
  • Schunk, D. H. (2012). Learning Theories: An Educational Perspective. Pearson.
  • Guskey, T. R. (2000). Evaluating professional development. Corwin Press.
  • 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.
  • Branson, R. K., & Raymark, P. H. (1992). Multiple intelligences and effective teaching. Journal of Staff Development, 13(2), 20-25.
  • Merriam, S. B., & Bierema, L. L. (2013). Adult Learning: Linking Theory and Practice. Jossey-Bass.
  • Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63-105.
  • Floyd, S. S., & Wooldridge, B. (1999). Middle managers’ cognitive planning and responses to strategic issues. Journal of Management, 25(4), 551-579.

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