Objective of This Assignment:
The objective of this
assignment is to allow you to use an ADDIE Model to design a training plan
based on the findings and training outcomes revealed from your TNA (Assignment
#1 and #2). Please review the materials about an ADDIE Model in Week One
and throughout this course under the Course Content link.
Deliverable:
For this assignment, you are
required to use at least four scholarly sources. Your Training Plan using
an ADDIE Model should include the following:
Analysis
The Analysis
section is a summary of your TNA (Assignments #1 and #2) that
describes the organization goals, the target group, the training goals and
objectives, and the KSAs that should be expected of learners.
Design
Determine program format,
length of training, and method of delivery.
What will be the costs, and
what resources will be needed from the organization? A training plan
budget is important because an organization needs to anticipate, plan and pay
for the training costs. In this section, you will develop a
spending plan that breaks down the estimated costs of your proposed
training plan. Consider the following cost categories for your
budget table and report: Direct Costs, Indirect Costs, Preparation Costs,
Developmental Costs, Participant compensation, Evaluation costs, Total Training
Costs.
Your designed
budget will have two components, a Budget Table and a Budget Report:
· Budget Table– A proposal for your training.
· Budget Report– Explain all of the costs included in your
budget table and describe the each cost associated with your organization
training needs as it applies to your training plan.
· PLEASE ALSO INCLUDE:
The cost categories I would include
would be cost benefit analysis. Training comes at a cost and any organization
would be interested in knowing the return on investment. Trainers will have to
be paid in order to train the employees, overhead of where the training is
held, rentals, etc. Also, Direct and Indirect training costs will be included
as well.
Direct Costs::
· Training providers fee
· Cost of training materials
· Travel and accommodation costs for trainees
Indirect Costs:
· participants’ wages, including all on-costs (e.g.
tax, superannuation and workers’ compensation)
· the cost of temporarily replacing staff, or the
cost of productivity loss while they are being trained
· the cost of management time spent setting up the required
training
Development
Describe what will be
included in the training program materials and activities. Consider
communication tools, modules, learning aids, and assessment/evaluation tools.
PLEASE INCLUDE:
The training program materials
and activities I would have in my training plan would be:
Hands on training
Knowledge of what is being
taught and what the employees will be doing on a daily basis after training
A workbook of what we are
going over in the training so the employee always has a copy and can go back to
refer to it.
This will provide the employee
the experience on what they will be doing day to day and get to “drive” for
their training to grasp the information. If they forget or do not remember
something they will have the workbook to go back to.
Implementation
Give specifics on how you will
implement and deliver training. Include any “train-the-trainer” pilot
programs for training.
Evaluation
In this section, you will
develop a post-training evaluation plan. Evaluation is necessary for
determining the overall effectiveness of a training program. Your
evaluation plan should aim to measure learner performance. Evaluation
will describe the success of the training program and lead to a plan for
continuous improvement.
Your evaluation
section should include both an Evaluation Report and Evaluation Tool(s)
you would use for assessment:
· Evaluation Report– Describe in detail how you will evaluate
this training in terms of effectiveness. Explain how training will be assessed
and evaluated. Describe the purpose of the evaluation tool.
Address how overall training will be evaluated. List short- and long-term methods that ensure your
training plan has translated into desired performance. Explain how it
will bridge the organizational gaps identified in the TNA.
· Evaluation Tool(s)– Include at least one evaluation tool with your
Evaluation Report such as survey, quiz, feedback, etc. The tool should be
developed based on the training objectives set for your intended audience to
complete. Your Evaluation Tool(s) should be placed in the Appendix of
your paper.
Key Components Checklist for Your Training Plan:
(Put a section title for each
key component in your paper.)
1. AAnalysis section;
2. ADesign section;
3. ADevelopment section;
4. AnImplementation section;
5. AnEvaluation section with tools to be placed in the Appendix;
6. A summary/conclusion section;
7. A reference page(s).
Format Requirements Checklist:
· Your paper should be 6 to 8 pages in length
(double-spaced) not counting the Title page, the References page(s), and the
Appendix pages;
· You should have a title page which includes the
title of your paper, your name, the course name/number, and the date of
submission;
· You should have section titles for the seven key
components;
· Use at least four scholarly sources;
· Your Evaluation Tool(s) should be placed in the
Appendix of your paper;
· The in-text citations and references should be in
APA format;
· The font is required to be Times New Roman, 12
points, and black.
· You are not required to have an abstract for your
paper.
Additional Resources:
https://www.ncsu.edu/project/feedmill/pdf/E_Employee_Training_Final_tagged
http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm
http://smallbusiness.chron.com/developing-effective-employee-training-program-1181.html
