HRMN Assignment 1

Assignment 1: Analyze Training Needs (25% of grade)

Select or create an organization for the authentic assessment. In this first assignment, you will begin to develop a training needs analysis (TNA) for your chosen organization. Note: It is recommended that you choose your own organization (where you are currently employed). If you are not employed, reach out to the professor to help with selection of an organization. DO NOT use Walmart, Target, or Starbucks as your organization.  For this assignment, you will work on items 1-5 only.

NOTE: you will include a summary of assignment one as the intro to assignment two!

1. Provide information about the organization and its needs regarding the training issue:
   
   1. This should include general, high level information about the company in terms of product/services, size, geography, workforce attributes, etc.  The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation, workforce, etc.).  Here this should be “high level”, focused on the organization (not specifically the individual workers yet).
2. Determine the group or individuals who will receive the training:
   
   1. This should include information about the target audience as it will impact the training developed – including demographic information, type of work, location of work, etc.
3. Identify the training issue:
   
   1. This is a continuation from item 1.  Here you will focus more on the individual workers and/or teams.
   2. NOTE: the training issue should NOT be that they lack training.  It should be tied to a performance deficiency or need.  
4. Provide a training needs assessment questionnaire:
   
   1. The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue.  In a sense, the questionnaire helps you identify and analyze the “why” (e.g., if you are addressing a performance issue, the questionnaire would help you hone in on the real issue).
   2. SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.
   3. NOTE: you will NOT administer the questionnaire! 
   4. Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice.
5. Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report:
   
   1. Here you will essentially validate the questions posed in your questionnaire – if you can’t do that, you should probably revisit your questions.
      
      1. You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results, great! Otherwise, be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one.

(Assignment 2 items below)

1. Include at least three training outcomes, based on the TNA
2. Identify the expected performance of the group or individuals as a result of the training
3. Identify performance gaps and detail how training can help close those gaps

REMINDER: Students must use at least 3 class resources for each assignment to support your position with course evidence. Review the grading rubric which indicates what will be graded. 

Course References

• ADDIE Model https://www.trainingindustry.com/wiki/entries/addie-model.aspx
• Successive Approximation Model (SAM) http://www.trainingindustry.com/taxonomy/s/successive-approximation-model-(sam).aspx
• Nine Events of Instruction http://edutechwiki.unige.ch/en/Nine_events_of_instruction
• Kemp Design Model http://edutechwiki.unige.ch/en/Kemp_design_model%20
• Instructional Design Taxonomies http://www.instructionaldesign.org/concepts/taxonomies.html
• Creating a Custom Training Plan for Your Organization http://trainingtoday.blr.com/employee-training-resources/Develop-a-Custom-Training-Plan-for-Your-Organization
• Merrill, M. D. (2002). First Principles of Instruction. Educational Technology Research and Development, (3). 43. First Principles By Merrill