Instructional System Development Analysis

The 2004 American Society for Training and Development (ASTD) Competency Model describes "what it takes for an individual to be successful in the training and development field," (p. 38). The model is designed in pyramid format with Successful Execution at the top. Successful Execution depends on the "roles that training and development professionals can take," (p. 38). Four such roles are depicted: that of Learning Strategist, Business Partner, Project Manager, and Professional Specialist. Learning specialists analyze the needs of the organization and its comprehensive business strategies, and determine what types of learning strategies, tools, and techniques should be applied. The Business Partner "uses business and industry knowledge to create training that improves performance," (p. 38). The Project Manager takes care of planning and coordination; and the Professional Specialist designs the solutions. Collectively, there may be many different roles within this rubric.

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

The Dollar General cooperation ensures that a well-established training plan in all departments is developed and implemented in line with the strategic plan. Training will assess the needs of the implementation plan and the organization as a whole. Evaluation of the training method will be used for effectiveness and suggestions for improved practices that is beneficial to the organization. It will be placed a high on the list of priorities for resource allocation. At the operational level, the managers may be requested to provide new concepts on the quality of training and educating for the new implementation plan.

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

Though these are only short descriptions, they illustrate the variety of training methods that are available to an organization. Should an organization use one or a combination of

The objective of this training is to impart knowledge, references, and key concepts to new corporate trainers that will increase their effectiveness in a Training & Development (T&D) department. This will be accomplished by answering five key questions:

The three-week introduction to instructional design (changed from two weeks) for the four department heads can be produced and taught in three months at a proposed cost of $40340 (or approximately 50808 less 20%). The technology includes the in-house learning management system along with audio/video (a/v) design beginning with a prototype. Based on this examination, this project can expand the effectiveness and efficiency of instruction at Ged’s World.

Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-

Training outside of the military affords an organization a different perspective on how to approach existing issue asides from the typical ways of conducting business. Therefore, outside training is beneficial being as it is not military structured but aims at completing the task just with a different methodology. Training and development of employees is a single priority that can pay some of the highest dividends in terms of productivity and profitability as well as aiming toward greater customer satisfaction (Woodman, n.d.). More importantly, delegating some of the more time-intensive training activities to an outside trainer, the employees and company still benefit from the training, and managers are able to attend to other tasks. Another benefit of outside training depending on the level of training required, the trainer may spend several days or weeks learning the specifics of the company.

Structured and programmed training venues are designed to equip the employee, supervisor, and manager with the knowledge, skills, and abilities needed to startup, maintain, and improve services and products provided to general public on a global scale. Formal training is generally the focus of most organizations when discussing the return on investment in the form of revenue generation or in the case of governments, efficiency in utilizing citizens taxes in a responsible manner.

The training and development manager has to oversee that the training programs has been effective by collecting data on its effectiveness in achieving the expected objective through the usage of questionnaires, performance appraisals and other tools. The ROI on training is important especially with the downsizing in the training activities on account of the recession. He should resort to external expertise or internal expertise for imparting the knowledge after considering the various influencing factors. The training program is effective only when it adds to the morale of the employee,

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.