Week 4 Assignment
Last week, you submitted a proposal for the design of a two-day workshop to train managers on how to use effective feedback skills when delivering one-on-one performance reviews to employees. Design a 15-20 slide PowerPoint presentation that would be used in this training workshop (excluding the title and reference slides). Use the features of PowerPoint to effectively present the material to managers. Create a professional visual using various design elements, such as: background, color, font style, animations, transitions, audio, images, etc. Include approximately 50 words of speaker notes on each slide (a total of approximately 750-1,000 words). These notes are the a facilitator’s script. Identify at least three specific learning objectives for this training (making any necessary modifications to the learning objectives that were submitted in the proposal last week).
Your introductory slide must include a clear and concise description of the training. Your presentation must also include citations and references from the Blanchard and Thacker (2013) text and at least three additional scholarly sources. Your final submission should include: 1) the PowerPoint with facilitator notes, and 2) a comprehensive APA-formatted Word transcript of all slide notes/ facilitator’s script (a total of approximately 750-1,000 words), including a reference page.
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Training Design Proposal
Training Design Proposal
Quaron Hilliard
BUS680: Training and Development (NBD1950A)
Kilburn Fulton
12/23/19
Training Design Proposal
Introduction
When preparing and designing a training program for a given group, several factors need to be taken into consideration. Among the factors to be considered, the learning objectives of the participants is one of the fundamental matters that need to be taken into contemplation. Learning objectives open avenues through which the training methods and the required information can be identified. Apart from the learning aims, it is also vital to account for the associated logistical preparations. For this design, a population of 100 people who are to be hosted in two days needs to be taken into consideration. The paper sought to discuss explicit learning objectives, required content during the training, a methodology to be cast-off, logistical arrangements to be included, and their effects on the room setting towards communication amid the group.
Learning Objectives
Learning objectives are essential elements upon which group training is founded. The training will focus on finding out ways through which practical feedback skills can be utilized in delivering a one-to-one performance appraisal towards employees. The first objective of the training design will be the detection and recognition of the fundamental principles and the advantages of applying one-to-one performance appraisal. The second aim of the training is an adequate review of workers’ performance and seize them appropriately. The third objective will be a demonstration of the operative communication that is designated to motivate employees.
Training Content and Associated Methods
Because of a slightly longer duration available, that is two training days; a variety of methods will be utilized. It attempts to address the learning objectives set aside adequately. One-to-one performance appraisal is just but an in-person setting, a lot of role-playing. This will ensure that showcase communication strategies used yields better results. In addition to the role-playing policy, a lecture method will be used. The purpose of making use of a lecture method is to provide detailed information about what is expected when carrying out a one-to-one performance appraisal. The lecture will offer the managers the right information which they need to ensure that they undertake the review correctly and in the required manner. Besides, the data the members will learn from the lecture will be utilized in selecting relevant case studies, out of which the class will be placed in groups that will carry out their reviews. The groups will eventually compare group outcomes of the results. Blanchard & Thacker (2013) point out that “by not accounting for trainee differences, companies can be the losers. Since every trainee may learn differently, it is important to incorporate several different methods to ensure everyone has an equal opportunity to learn the material.”
Logistical Arrangements and Impact on Participants
A scattered set up remains the best option because there will be group work as well as group protection in front of the classroom. “Scattered: less formal, more flexible, facilitates smaller group activities for break-away activities” (Plowman, 2016). Scattered setup will facilitate the grouping of the members present without having to rearrange their sitting plan. The set up will also pave the way for a smooth transition as well as minimal downtime. Reyes (2019) points out that “Traditional, face-to-face group work supports greater social integration within the learning environment, which has been shown to affect retention positively. Small groups of peers at the same level of career maturity create a social environment that motivates adult learners to persist”. This implies that group work will also be utilized throughout the entire training and will open up ways through which a motivational and creative social environment should be created. It is paramount for trainees to feel comfortable in every task that they engage in, as this will positively impact the outcome of the training.
The two-day training will need some media and training equipment. There must be a room with a minimum of 105 seats — 12 tables, which will be distributed evenly within the room. A laptop and projector will also be required to facilitate media communication. Trainees need to have a pen and a writing material where they will be taking down notes. A combination of all these components will ensure that the training remains a success.
Visual aids will be utilized during training. This will entail short films that will be used in conjunction with a PowerPoint presentation. For more complex matter’s projectors will be used in breaking them down in terms of enhancing the clarity needed.
Conclusion
For training to become a success, several factors need to be considered. Although most of the preparation that can be done is pre-determined, some cannot be predicted. Proper planning ensures that the training yields fully qualified trainees at the end of it all. There is a need to take into consideration every learner. The unique needs of every learner need to be accounted for to ensure that everything remains a success. This can be attained through ensuring that the plan being followed comprises of specific objectives which can be developed through successfully. Diverse methods need to be incorporated to ensure that an approach that did not address a particular aspect as required has been reinforced, and the information has been passed as necessary. Properly planned training with quality objectives that are adhered to, the activity remains a success.
References
Blanchard, P. N., & Thacker, J. W. (2013). Practical training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
Plowman, N. (2016). Top 10 Influential Factors That Affect Job Training. Retrieved January 13, 2020, from
http://www.brighthub.com/office/human-resources/articles/102616.aspx
Reyes, S. (2019). Workplace Training and Education: Effective Methods for Training Adults. Retrieved January 13, 2020, from
http://tribehr.com/blog/workplace-training-and-education-effective-methods-for-training-adults