HRM 592 training and Development

Select an organization to be studied.

Develop and conduct a needs assessment.

Analyze the data collected and identify training needs.

Develop a training or intervention strategy to address the needs.

Determine the training intervention cost and quantify expected results.

Develop an evaluation method.

Once the steps have been completed, a detailed paper outlining your processes, methodologies, results, and recommendations should be prepared. Although the length of the paper is not predetermined, a paper of 10–15 pages in length, double-spaced, is customarily necessary to cover the topic adequately. This does not include the title and reference pages.

Note: There is an excellent guide online called Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government put out by the United States General Accounting Office. Although this relates to the government and not the private sector, it contains excellent information that can be applied

Part 4: Develop a Training or Intervention Strategy to Address the Needs

Creating a developmental strategy is the objective of the investigative segment of the project. The strategy may include the following.

Training Sessions

Traditional classroom

Simulations

Self-managed strategies

Opportunity to perform

Career management systems

Self-assessment programs

Mentoring systems

Action planning

Organizational development intervention activities

Team building

Intergroup activities

Survey feedback activities

Education and training activities

Structural activities

Process consultation

Blake-Mouton grid activities

Third-party peacemaking

Coaching and counseling

Career planning

Goal setting

System redesign

Search conferences

Confrontation meetings

Strategic planning meetings

Part 5: Determine the Training or Intervention Cost and Quantify Expected Results

The fifth section of the Course Project is conducting a cost-benefit analysis. Training costs must be evaluated against anticipated results. This will only be palatable if, in the initial assessment, specific behaviors and processes and their impacts on the performance of the organization were determined. If so, conducting this final analytical segment should be possible.

Part 6: Develop a Method of Training Evaluation

Once you have completed the training, how will you know whether it has been successful? There are a variety of ways to evaluate training and development programs. Clearly identify the specific outcomes you expect from the project. Then develop a method of evaluating the effectiveness of your project.

I need you to do these questions:

Needs Assessment Design, Implementation, and Analysis 75 Design a needs assessment that analyzes organizational objectives and goals and then examines the factors that affect reaching those goals. Your analysis should look at the organization, person, and task levels. Be sure you fully describe your methodologies, process, and results.

Recommended Training Strategy and Design 75 Outline your plan for developing a training model to meet the results of the needs assessment. It is important to recognize that training is not always the most cost-effective solution to an organizational problem. Credit will be given for other creative and cost-effective developmental modalities other than training. Professional justification is expected for the choices. Clearly outline the desired learning outcomes and include your specific recommended training methods. Fully address any learning environment and transfer-of-training issues.

Cost-Benefit Analysis (ROI) 50 Outline the cost of recommended training, the potential return on investment (ROI), and the expected results. A plan should be provided on how to justify the costs.

Training Evaluation Plan 50 Detail your methods for evaluating the effectiveness of the training after it has been completed. How will the organization know whether the training has been successful?