Milestone 2: Design a Training Program for New Recruits or Existing Employees

MGT 3320: Human Resources

Milestone 2: Design a Training Program for New Recruits or Existing Employees

Guidelines and Rubric

Overview:

Training for new recruits is important because even though they may be experienced with their knowledge and past background in performing the job functions, incorporating them to align with how their new company wants the job performed can be critical. There may be specific ways that a job or task is to be performed.

Existing employee training programs may be necessary for changes within a company such as the adoption of new technology, new processes, or even recurrent training for skills or knowledge. For example, DOT requires 90 hours of annual substance awareness training for all supervisors who may come in contact with DOT certified employees (such as truck drivers).

Prompt:

For this milestone, you will reflect back on the position description you wrote or analyzed in Milestone 1. Imagine that you are in an HR role at that organization and choose one of the two options below to complete this milestone.

Choose ​ONE​ of the two options below:

1. Training for New Hires:​ Describe how you would train new hires for the position you analyzed in Milestone 1. Specifically, be sure to address the following:

a. Briefly describe the position and company (i.e. a cashier at the local grocery store)

b. Explain how you would design trainings for new-hires for this job by addressing the following:

i. Identify the objectives of the new-hire training for this job — what is its function? (e.g., entry level accountant, what will their contribution to the accounting process be? Payables? Receiving? Journal entries? asset accruals?)

ii. Explain how you would design the introduction to the position by outlining what processes will be covered, with timelines associated for each (e.g., at the end of 30 days you should be able to achieve this level of competency. At 60 days you should be at this level, etc.)

iii. Explain how you will measure whether the objectives of the training are being met iv. Explain how feedback will be provided to the employee

c. Determine at what point the employee should own the process and the training can be considered successfully completed

d. Assess how this training might impact both the new and existing employees

e. Explain how you would manage a new employee’s resistance to the organization’s culture or specific processes during the training (e.g., perhaps they have previous job experience where things were done differently)

2. Training for Existing Employees:​ Explain how you would design trainings for existing employees in the position you analyzed in Milestone 1 when procedures, systems, or tools change. Specifically, be sure to address the following:

a. Identify some kind of change that might realistically be introduced for these employees (e.g., new technology, a new process for reducing waste/increasing efficiencies, etc.)

b. Explain how you would design trainings for existing employees to help them navigate this change by addressing the following: i. Identify the objectives of the training

ii. Outline what processes will be covered, with timelines associated for each (e.g., at the end of 30 days you should be able to achieve this level of competency. At 60 days you should be at this level, etc.)

iii. Explain how you will measure whether the objectives of the training are being met

iv. Explain how feedback will be provided to the employees

c. Determine at what point the employee should own the new process and the training can be considered successfully completed d. Assess how these changes might impact the existing employees

e. Explain how you would manage resistance to these changes

Guidelines for Submission:​ Your milestone must be submitted as a Microsoft Word document, 2-5 pages in length, with double spacing, 12-point Times New Roman font, one-inch margins, and at least one resource cited in APA format (the textbook is an acceptable source of reference).

Instructor Feedback:​ This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center.

Rubric

Criteria	Exemplary (100%)	Needs Improvement (75%)	Not Evident (0%)	Value
Introduction	Describes the position and company. OR Identifies a change for existing employees.	N/A	Does not describe the position and company. OR Identify a change for existing employees.	5
Training Objectives	Identifies the objectives of the training.	Identifies the objectives of the training, but lacks in detail or clarity.	Does not identify the objectives of the training.	15
Training Outline	Outlines what processes will be covered, with timelines associated for each.	Outlines what processes will be covered, with timelines associated for each, but lacks in detail or clarity.	Does not outline what processes will be covered, with timelines associated for each.	15
Training Assessment	Explains how whether the objectives of the training are being met will be measured.	Explains how whether the objectives of the training are being met will be measured, but lacks in detail or clarity.	Does not explain how whether the objectives of the training are being met will be measured.	10
Training Feedback	Explains how feedback will be provided to the employees.	Explains how feedback will be provided to the employees, but lacks in detail or clarity.	Does not explain how feedback will be provided to the employees.	10
Completion	Determines at what point the employee should own the process and the training can be considered successfully completed.	Determines at what point the employee should own the process and the training can be considered successfully completed, but lacks in detail or clarity.	Does not determine at what point the employee should own the process and the training can be considered successfully completed.	5
Impact	Assesses how new-hire training might impact both new and existing employees. OR	Assesses how new-hire training might impact both new and existing employees, but lacks in detail or clarity. OR	Does not assess how new-hire training might impact both new and existing employees. OR	15

MGT 3320: Human Resources

	Assesses how the identified changes might impact existing employees.	Assesses how the identified changes might impact existing employees, but lacks in detail or clarity.	Does not assess how the identified changes might impact existing employees.
Resistance	Explains how to manage a new employee’s resistance to the organization’s culture or specific processes during the training. OR Explains how to manage resistance to the identified changes.	Explains how to manage a new employee’s resistance to the organization’s culture or specific processes during the training, but lacks in detail or clarity. OR Explains how to manage resistance to the identified changes, but lacks in detail or clarity.	Does not explain how to manage a new employee’s resistance to the organization’s culture or specific processes during the training. OR Does not explain how to manage resistance to the identified changes.	15
Mechanics	No grammar or spelling errors that distract the reader from the content. All sources used are cited using APA Style, 6th ed.	Minor errors in grammar or spelling that distract the reader from the content. All sources used are cited using APA Style, 6th ed.	Major errors in grammar or spelling that distract the reader from the content and/or errors made in citing sources using APA Style, 6th ed.	10
			Total	100%

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