Project #89333 - HRMN discussion

Question 1: Defining training and understanding its strategic purpose

At first glance, Week 5 content spans two seemingly disparate functions – developing training and assessing employee performance. The processes are defined and presented sequentially in your text. In reality, the functions are more closely related that they seem as assessing performance could identify a need for training, couldn’t it? Let’s talk!

What is would like you to do for this first conference is to think about training. What exactly is training? Please don't parrot-back the text definition!!!

Include in your discussion and explanation, your ideas about WHY you think corporations spend billions of dollars every year to provide training for their employees. And last, in your "definition" discussion include your ideas about how training supports an organization’s strategic goals and objectives. What does training do for an organization? Are there really any benefits? Why or why not......?


Question 3: Critique this Training Proposal (Everyone responds)

Now that we have discussed the stages of training design including the needs assessment, the design and the evaluation steps, I am asking you to apply your knowledge. Please do so by reviewing the following proposed training design and critique its effectiveness. What do you think is done well in the design and what suggestions do you have for changes? Why? Do you think the design met the stated outcomes and is the evaluation as designed substantial enough? Are the evaluation goals Specific, Measurable, Acceptable, Realistic and Time Bound?

Your analysis might include determining if the right intended audience is included in the training, if their possible learning styles have been taken into consideration, and if the goal and objectives of the program are clear and appropriate. Is the delivery of the program effective? Is the assessment of the training sufficient? Please review the proposed plan, critique it and make your recommendations for improving it.

Training Program: Safe Driving for Schools

Audience: 50 School bus drivers

Duration: 2 hours

Desired Outcomes:

- understand the potential dangers, risks, and statistics associated with a variety of road safety issues

- avoid behaviors that may put students in danger while on the school bus


- Flip chart

- Internet access


1. Explain to trainees that according to the National Highway Traffic Safety Administration, motor vehicle crashes are the leading cause of death among Americans up to 34 years old. Factors such as alcohol, high-speed driving, and other dangerous behaviors contribute to these crashes. Most accidents could be avoided by following common safety practices.

2. On a flipchart, draw two columns for the “dos and don'ts” of driving. Ask trainees to brainstorm about items for both lists.

3. Divide students into five groups, and assign one of the following topics to each group to research on the Internet and then present to the class:

- Impaired driving (DUI/DWI)

- Seat belts

- Speeding

- Distracted driving (such as driving while eating or talking on a cell phone or texting)

- Drowsy driving

- Lack of knowledge, skills or abilities

- Equipment failures

Evaluation: Trainees will take a multiple choice question exam with 20 questions. They must get at least 17 correct in order to pass the Safe Driving for Schools course.

Just an aside and a suggestion:

You might want to conduct supplemental research on Learning Styles and Learning Style Preferences and include a review of the proposed training as it meets/does not meet the learning style preferences of the attendees. As we design our training content we need to include activities that entice the various learning styles of our training audience.


There are five recognized learning styles but we usually focus on just three: VISUAL, AUDITORY, and KINESTHETIC. Visual learners process information best by reading the material. Auditory learners prefer to hear their information. Kinesthetic learners like "hands-on" reinforcement of the course ideas. Know that we cannot meet all of the preferences, all of the time. Our goal as content developers is to recognize the varying preferences and attempt to design specific exercises to meet each – when possible. When you take HRMN 406, you will focus on this concept in more depth. But if you're interested, research the topic Learning Style Preferences and enjoy!

Subject Business
Due By (Pacific Time) 10/28/2015 12:00 am
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