Revision

Deborah, Excellent paper overall. You explained everything in such great detail except I really needed to see more detail with the description of the resources. I also did not see the job aid from question #5. Dr. DeDominici

Development and Implementation Plan

Deborah Grant

Strayer University

Assignment 4

EDU 535 Organizational Training and Development

Dr. Peter DeDominic

November 26, 2017

Development and Implementation Plan

Training and development of personnel is an integral part of the efficient organization`s performance. A company has more chances to retain the employees who have the opportunity to develop new knowledge and skills. Participation in training programs enables the employees to feel more interested in their work and enhances their loyalty to the organization (Lynn, 2017). Also, trained personnel produce a product of higher quality. Therefore, the training program should be developed carefully, taking into account the specific activities and objectives of the organization. The learning course should be implemented based on the training needs of the enterprise (Serbu, 2013). It is vital that the designed program is incorporated into the company according to its vision and missions. The outcome will be better if potential learning participants understand the need for such training for them. Implementation of a grounded training program ensures the productive and quality organization`s performance resulting in increased profitability (Penfold, 2016). Applying specific2 instructional methods and learning objectives, an effective educational program is being prepared. Also, it is essential to define such resources as personnel, equipment, materials, travel, and budget, required for development and implementation of a training program.

The phase of development and implementation of a training plan implies realization of an educational program designed and developed earlier. At this stage, the instructional methods and learning objectives provided in the program are helpful. They are aimed at creating an environment for the learners, where the delivery of information is simple and clear (Laskaris, 2014). Selection and application of correct instructional methods make the learning effective. It is not enough to take the technique and include it in the program. It is essential to evaluate the target audience, find out their personal goals and interests in work to choose the most optimal combination of methods.

Instructional Methods and Learning Objectives

The developed training program for the executives of the organization includes the application of Gagne's nine-step model of instruction, which ensures a practical and systematic learning. Based on this model, the educational course provides such methods as creating an attention-grabbing introduction, informing the learner of the objective, recalling of preceding learning, presenting the goal-centered content, providing the guidance, practicing, providing timely feedback, evaluating the performance, knowledge transfer to the job (Pappas, 2015). The training program is designed in such a way that the participants are interested in learning, are informed about its objectives, their knowledge is based on the previous experience. The course information is presented simply and logically; the learners receive guidance and feedback from the tutor and each other. They have the feasibility to apply the newly-gained knowledge and skills in practice. At the end of the course, their work is evaluated. Then they can incorporate the gained information in their work. Initially understanding the objectives of the training program, the managers of our organization realize its importance for their personal and organizational development, which promotes the responsible attitude to the fulfillment of the course, assignments. The executives already have specific experience in management. Therefore, it is important that the course program uses their existing knowledge. The essential point is that managers can immediately practice the acquired skills in work with their junior team or department.

Learning objectives are essential for the development of an educational course. They should reflect the results of the training needs assessment of the organization and work in accordance with the selected instructional methods. Learning objectives define the new knowledge and skills that a course participant should have after the end of the course. The critical point is that the learning objectives included in the training program must be in line with the corporate goals (Laskaris, 2014). The suggested training program includes three primary objectives: getting the skills of setting the right goals in their work, forming a productive team and collaborating within it, applying the techniques of effective business communication by the participants. For the achievement of these objectives, the training program should be developed using such methods of instruction as lectures, readings, projects, various audio and video files. Also examples, research on the topic, analogies, case studies, exercises, role games, discussions, guidelines, checklists, written assignments, final essays, and questionnaires. The training course developed in accordance with the stated methods and objectives forms the competencies requested by the executives for their more efficient performance.

Resources for Training Program Implementation

When developing and implementing a training program, it is essential to understand what resources will be required for this. Specific knowledge, technology, materials providing the learning process with all necessary items can be viewed as resources (Serbu, 2013). For the realization of the designed learning course for the executives, an external tutor who conducts the training according to the program is needed. The learning is arranged at the organization's office, so the participants do not need to go anywhere. For this reason, the training budget does not include the expenses for premises rental, traveling, and accommodation of the learners. The tutor arrives at the training site, and the costs for his provision are included in his fees. Also, the classroom has the required equipment for visual demonstration and various types of group and individual work. All necessary materials are provided by the trainer, such as books, pens, manuals, name cards, handouts. Snacks and refreshments are given by the organization for the participants and the coach. The training budget also includes the costs for the wages of course participants, since the learning time is paid for the regular working hours for the trainees. The duration of training is 70 hours, where the classes take 4 hours a day.

Instructional Strategy for a Training Program

The instructional strategy includes the methods that trainers use for learning. For the development of an effective training strategy, it is important to know what the desired outcomes are (Wahab, 2017). Reflecting the described instructional methods and learning objectives, the strategy for our training program should include:

· Interactive lectures: a tutor gives detailed explanations; learners ask questions.

· Group discussions: a team of 6-7 people answer the questions or seeks for a solution of the problem.

· Case studies: participants analyze the real situation and suggest options for solving it.

· Role-playing: learners play out the cases from an job-related environment.

· Games: competitions where participants test their knowledge and skills in a job-related environment.

· Written assignments, questionnaires: learners answer the questions on the studied subject.

· Self-instruction: participants learn the materials themselves, the topics are provided by a tutor.

The instructional strategy has a significant impact on the progress and success of a learner. The objective of the developed training course for the organization`s managers is to produce the experience executives with expanded competencies. The suggested approach corresponds to the content of the course, determined instructional methods and learning objectives.

The course participants can use the job aid to get the assistance in their work. It is an excellent supplement to the training. Its function is to reduce the time required for learners to recall the requested information. For the suggested training program, the job aid was developed based on one of the learning objectives related to getting skills in goal setting (see Appendix A). The job aid applies the course material, which explains how to set SMART goals to get better outcomes. Using this job aid in the workspace, the trainees will not spend much time for recalling how to set the right goals for the job.

Conclusion

The development and implementation of a training plan is the phase when the training program is materialized. The conducted training needs analysis, the determined learning design, content and materials make up the basis of the training course. Instructional methods and learning objectives are the integral parts of the instructional strategy. At this stage, the resources required for training are also identified. Carefully designed and prepared elements of the learning program make it exciting, motivating and useful for its participants. The trained employees make fewer mistakes and feel their importance for the company as they are invested through the education. Thus, learning creates an attractive working environment. An effective training program increases the engagement and retention of personnel, improves the quality of their work and enhances the profitability of the organization.

References

Laskaris, J. (2014, Dec. 23). Learning objectives and corporate goals: how to create the

perfect training. Talent LMS. Retrieved from https://www.talentlms.com/blog/hot-to-create-the-perfect-training/

Lynn, D. (2017, Jul. 18). How to implement an employee training program. Livestrong.com.

Retrieved from https://www.livestrong.com/article/207076-how-to-implement-an-employee-training-program/

Pappas, C. (2015, Nov. 18). How to apply Gagné's 9 events of instruction in eLearning.

eLearning Industry. Retrieved from https://elearningindustry.com/how-to-apply-gagnes-9-events-of-instruction-in-elearning

Penfold, S. (2016, Mar. 22). How to implement an effective employee training program.

Elucidat. Retrieved from https://blog.elucidat.com/employee-training-program/

Serbu, M. (2013, Aug. 5). 7 steps to develop an effective employee training program.

Business.org. Retrieved from http://www.business.org/hr/employees/steps-to-develop-an-effective-employee-training-program/

Wahab, A. (2017, May 27). To 4 proven instructional design strategies to enhance eLearning for

corporate training. Swift eLearning. Retrieved from http://www.swiftelearningservices.com/top-4-proven-instructional-design-strategies-to-enhance-elearning-for-corporate-training/

Appendix A

Job Aid Supporting the Training Program

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�What is the budget?