Imagine That You Have Been Tasked With Creating A Training ✓ Solved

Imagine That You Have Been Tasked With Creating A Training And Develop

Imagine that you have been tasked with creating a training and development program for midlevel business managers in an organization. A midlevel manager is defined as a manager of managers. You have to present your proposed training program to your supervisor. To do this, you must decide on a training model, conduct a needs analysis, write learning objectives, and create the content of the training. For your assignment, you will create a 12- to 14-slide presentation (not counting the title and reference slides) that includes specific information as outlined below.

The topic of the training can be any subject relevant to a midlevel manager that we covered in the course, such as how to deliver real-time coaching feedback, how to communicate unfavorable news to employees (e.g., compensation status changes), or how to communicate that a complaint has been made against an employee concerning harassment. If you are unsure that your topic is appropriate, contact your professor for approval.

Be sure to include the information below in your PowerPoint presentation:

• Discuss your selected training process model, and describe why you recommend this model.
• Explain the steps you would have taken to conduct a needs analysis.
• State how this training links to the organizational objectives.
• Provide a sample of two measurable course objectives (from input objectives through impact objectives).
• Present one of the program’s completed modules, including objectives that inform or engage participants in activities.

For example, this should be one or two of the objectives that inform or engage the participants in an activity. Be sure to cite any sources used in a reference slide with proper APA style. In addition, a minimum of one academic source that was not used in the Unit III Lesson or listed in required reading must be included, cited, and referenced. If you need assistance, the CSU library staff can help with your research for this assignment. You may also use the slide notes function to explain slide contents as necessary, but this is not required.

Sample Paper For Above instruction

Introduction

Effective training and development programs are essential for enhancing the skills, knowledge, and competencies of midlevel managers, who play a critical role in organizational success. This paper presents a comprehensive training program for midlevel managers focusing on delivering real-time coaching feedback. The program's design incorporates a selected training process model, a needs analysis, alignment with organizational objectives, measurable learning objectives, and a sample training module. These elements ensure that the program is relevant, impactful, and targeted to meet the organization's strategic goals.

Training Process Model Selection and Justification

The ADDIE model—Analysis, Design, Development, Implementation, and Evaluation—is a widely recognized instructional design framework suitable for developing effective training programs (Reiser & Dempsey, 2018). I recommend the ADDIE model for this training because of its systematic approach, which ensures thorough needs assessment, clear objective setting, structured content development, and continuous evaluation. The iterative nature of ADDIE allows for ongoing refinement, fostering training that aligns closely with organizational needs and fosters measurable outcomes.

Neads Analysis Steps

Conducting a needs analysis involved several critical steps. First, I gathered input from organizational leadership to understand strategic objectives and skill gaps among midlevel managers. Second, surveys and interviews were conducted with managers to identify existing challenges and development needs related to coaching feedback. Third, performance data and employee surveys were reviewed to connect specific managerial behaviors with organizational performance. Fourth, I analyzed industry benchmarks to ensure the program meets best practices. The culmination of these steps provided a comprehensive picture of training needs, informing the program's focus and content.

Linking Training to Organizational Objectives

This training program directly aligns with organizational objectives by enhancing managerial capabilities in providing timely, constructive feedback. Effective coaching improves employee performance, engagement, and retention, contributing to organizational excellence. Moreover, by empowering managers with feedback skills, the organization seeks to foster a culture of continuous improvement, innovation, and accountability—core strategic priorities outlined in the company's strategic plan.

Measurable Course Objectives

Two sample measurable objectives are as follows:

1. Participants will be able to demonstrate how to deliver constructive, real-time coaching feedback to employees during simulated interactions with at least 80% accuracy, as measured by facilitator assessment rubric.
2. Participants will develop a personal action plan for implementing real-time feedback techniques within their teams, with a goal to increase team engagement scores by 10% within three months, as measured by subsequent employee survey results.

Sample Module: Delivering Effective Real-Time Coaching Feedback

The module begins with an engaging activity where participants observe role-play scenarios demonstrating both effective and ineffective coaching behaviors. Following this, participants engage in small-group exercises, practicing delivering real-time feedback based on predefined scenarios. The module includes a step-by-step framework for providing feedback, emphasizing clarity, specificity, and empathy. The session concludes with participants creating personalized action plans to implement coaching practices in their managerial roles.

Conclusion

The proposed training program employs the ADDIE model to systematically address the development needs of midlevel managers. By conducting a thorough needs analysis, aligning with organizational goals, establishing clear objectives, and designing engaging modules, this program aims to improve managerial coaching skills, leading to improved team performance and organizational effectiveness.

References

• Reiser, R. A., & Dempsey, J. V. (2018). Trends and Issues in Instructional Design. In Trends and Issues in Instructional Design (4th ed., pp. 3-14). Pearson.
• Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education.
• Gagné, R. M., Wager, W. W., Golas, K. C., & Keller, J. M. (2005). Principles of instructional design (5th ed.). Cengage Learning.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
• Cannon-Bowers, J. A., & Salas, E. (2001). Teamwork competencies: Debating the evidence. In M. A. Daft (Ed.), Organizational Learning (pp. 97-112). Garland Publishing.
• Goldstein, I. L., & Ford, J. K. (2002). Training in organizations (4th ed.). Wadsworth.
• Salas, E., DiazGranados, D., Klein, C., et al. (2015). Does team training improve team performance? A meta-analysis. Journal of Applied Psychology, 100(2), 470–483.
• Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63–105.
• Arthur, W. Jr., Bennett, W. Jr., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis. Journal of Applied Psychology, 88(2), 234–245.
• Hattie, J., & Timperley, H. (2007). The power of feedback. Review of Educational Research, 77(1), 81–112.