CUR/528 Needs Assessment

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Tammie L. Johnson
University of Phoenix
CUR/528
July 5, 2021, 2021
Jonathon Lewis
Needs Assessment Plan for Sort Department Training
Part 1.
 Sort Department Training for New Associates
 Description and purpose of the selected course or training session
 Once confirmed new hires start, Day 1 dedicated to training and beginning
project umbrella/training.
 Once new hires are confirmed starts, this plan is designed for learning curve;
designed to ramp up productivity/quality quickly.
 Training to help balance labor, due to current low headcount.
 Ideally to get new associates acclimated into the process role as quickly as
possible to assist with increased volume.
The target audience: conduct an audience analysis and then describe the characteristics of
the target audience.
Part II:

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 The targeted audience is mixed ages ranging from twenty one years old to sixty-six years
old. Some of the individuals have worked in warehouse environments previously, but have
not utilized systems used at this particular warehouse.
 Length of training session: The length of training session will be limited to a total of four
weeks. •
 Two to four goals for your course or training session based on your course or training
session description:
 Week 1: Stow Pick to Buffer: Train associates how to pick packages from the best and
stow to the bakers rack for quality and product stowing
 Week 2: Sort Quality: Train associates how to properly sort packages for different areas,
as to direct packages to correct city and codes
 Week 3: Inductor Quality: Train associates how to properly induct packages into
systems.
 Week 4: Pusher Quality: Train new associates how to push products to the correct
conveyors for processing.
 The defined goals: Training associates how to fulfill customer’s promises, by receiving
and shipping products to customers all over the world, in the time promised that the
customer would receive ordered products.
 The objectives for each goal written in the A-B-C-D format:
 (A) Ability to receive and process all stock, material and products upon arrival to assigned
stations.
 (B)Ability to pick all customers orders, as well as fill all customers’ orders, by meeting
deadline promised to all said customers.
 (C) Ability to oversee the structure from beginning of receiving, packaging and shipment
of all orders
 (D) Ability to Manage, receive, process, and organize all products, as well as pick and
stage products for delivery.

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Descriptions of instructional strategies and activities you will use in the course or
training session:
 Part III:
 Assign each new associate to an Ambassador Trainer with experience that will share
information with new associates.
 Trainer Demonstration of what is expected for each associate to learn.
 On hands physical training of how to complete each required task.
 Track ongoing process of each new associate in each process path from beginning to end.
 Teach problem solving techniques to new associates, so they can look up troubled
packages, and which system will give correct information and how to process each
package.
 Allow each associate to demonstrate each section they have learned while practicing
completing each process utilizing safety measures that are put into place.
 Descriptions of instructional technologies you will use in the course or training
session:
 Hands on training
 Avery gun training
 VR training
 Computer Training
 Scanner Training
 Evaluation instruments that must be created:
Part IV:
 Goal Based evaluations
 Economic evaluation
 Safety Knowledge Evaluation
 Process demonstration evaluation

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 Ability to meet rates evaluation
Budget Table for Training
 Each associate starts at 17.00 per hour ( 10 Associates per training)
 Training sessions is not to exceed 10hrs per day which will cost 170.00 per staff ( 1700 per
day)
 Training for 4 weeks will cost (34,000) for 10 Associates
 Each associate will be provided lunch which cost should not exceed 15.00 per person
 Total lunch cost per day will be 150.00 per day
 Total cost of lunch for 4 weeks will be 3,000
 Training sessions will be 5 days per week, and all training sessions are for 4 weeks
 Training Instructor will receive current salary. Salaried staff cost is not part of training cost.
 All training will be held in the training room at the DCX5 location (No cost)
 Training material and training accessories will be company owned accessory(No cost)
 Full training cost for 4 weeks, for 10 associates will be a total cost of 37, 000
Methodology for Gathering Data.
 Collection of each associates rates daily in each path for four weeks
 Daily questionnaires completed and collected from each associate daily
 Observational data of each associate in each path to be collected daily
 Daily checklist to be completed measuring each associate in each path
 Data collected from focus group of associates understanding of each path and expected
outcome in each path.
Narrative of Needs Assessment

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The needs assessment established above is to create a plan based on training needs to assure we
close the gap for new associates based on where they are, and where we need to get them to be in
their learning experience. The idea and goal is to create a systematic plan that will detail and focus
on determining the needs, goals, priorities and future use of current trainings, and expected
outcomes. This will also help the company to identify if we are currently meeting needs and
accommodation for individuals who may have special needs. Being that we train every associate in
the same format. I am thinking that we may need to adjust some of the trainings that will help to
better serve individuals in their training process based on the way the individual learn as all
individuals learn differently, and providing only one form of training and one systematic form of
assessments may not meet the needs of all new hires, or future associate.
Creating a comprehensive assessment plan that describe how each training session will be
delivered will help us to focus on priorities as well as areas of improvements. We must collect data
that will reflect on how we collect the data, what information is collected in that data, and area that
shows in detail how the trainings best meet the needs of the associates. This plan also details how
funds are too be allocated during the trainings, and what will be provided by the facility. While it is
important for us to focus on the outcome of the trainings and the assessments, it is also important
for us to also focus and collect data pertaining to the means of the trainings. While we create a plan
that focus on procedures and methods, we must also assure that the trainings and assessments have
a purpose that explains the procedures and methods to be used.
We have established the trainings to meet the expected goals need of accomplishments to
pass all trainings and paths, but will also improve our training practices and programs. We must
create and determine what will be the management plan, focus on determining and identifying
concerns, what are our measurable indicators, what will be our course of collecting data, gathering
data that will show if we are meeting needs and expectations, ability to analyze and identify causes

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and effects. Identify problems during trainings, create solutions for identifiable problems, follow
the action plan, and complete a report of all findings. Assure that all data collected is clear and
concise. Make sure to record each individual assessment individually and determine what
magnitude of each need for each individual. Set priority that is based for each individual and
categorize each need for the associate based on the importance and urgency. Follow each training
plan in detail to meet goals, create a document of all findings, establish who will complete each
training session, their leadership role, and document each beginning rate of each individual. It is
our responsibility to assure that we use all methods appropriately to meet all the needs of the
associates, and make all trainings successfully for each individual. We will structure the plan
surrounding the Addie model, as the Addie model will help us to “evaluate and create guidelines to
develop effective training and instructional materials” (Branch, R. M., & SpringerLink (Online service).
(2009). Instructional design: The ADDIE approach (1st.;1st; ed.). Boston, MA: Springer-Verlag US.
doi:10.1007/978-0-387-09506-6)

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References
Branch, R. M. (2009). Design. Instructional Design: The ADDIE Approach, 58–81.
https://doi.org/10.1007/978-0-387-09506-6_3
Shelton, K., & Saltsman, G. (n.d.). Applying the ADDIE Model to Online Instruction.
Instructional Design, 566–582. https://doi.org/10.4018/978-1-60960-503-2.ch305
Table 1: ADDIE Model. (n.d.). https://doi.org/10.33546/bnj.v5i2.714.s277