Rubic_Print_FormatCourse CodeClass CodeMGT-660MGT-660-O500Strategi.docx

Rubic_Print_FormatCourse CodeClass CodeMGT-660MGT-660-
O500Strategic Plan Part 1:
Overview80.0CriteriaPercentageUnsatisfactory (0.00%)Less
than Satisfactory (74.00%)Satisfactory (79.00%)Good
(87.00%)Excellent (100.00%)CommentsPoints
EarnedContent100.0%Description of Plan20.0%A description of
the type of plan including the vision, mission, and values of the
organization is not included.A description of the type of plan is
included however a description of the vision, mission, or values
of the organization is not included. Subject knowledge is
unclear or inconsistent.A description of the type of plan
including the vision, mission, and values of the organization is
included. Some subject knowledge is evident.A description of
the type of plan including the vision, mission, and values of the
organization is included. Subject knowledge is competent.A
description of the type of plan including the vision, mission,
and values of the organization is included. Description
demonstrates comprehensive subject knowledge and
understanding.Values and Culture20.0%An explanation of how
organizational values drive culture is not included. An
explanation of the culture you intend to build or that currently
exist is not included.An explanation of how organizational
values drive culture is included. An explanation of the culture
you intend to build or that currently exist is included. Subject
knowledge is unclear or inconsistent.An explanation of how
organizational values drive culture is included. An explanation
of the culture you intend to build or that currently exist is
included. Some subject knowledge is evident.An explanation of
how organizational values drive culture is included. An
explanation of the culture you intend to build or that currently
exist is included. Detailed examples and evidence are included.
Subject knowledge is competent.An explanation of how
organizational values drive culture is included. An explanation
of the culture you intend to build or that currently exist is

included. Plan includes relevant examples and applicable
insight. Plan demonstrates comprehensive subject knowledge
and understanding.Competitive Advantage20.0%An explanation
of your competitive advantage is not included.An explanation of
your competitive advantage is included. Subject knowledge is
unclear or inconsistent.An explanation of your competitive
advantage is included. Some subject knowledge is evident.An
explanation of your competitive advantage is included. Detailed
examples and evidence are included. Subject knowledge is
competent.An explanation of your competitive advantage is
included. Plan includes relevant examples and applicable
insight. Plan demonstrates comprehensive subject knowledge
and understanding.Presentation of Content10.0%The content
lacks a clear point of view and logical sequence of information.
Includes little persuasive information. Sequencing of ideas is
unclear.The content is vague in conveying a point of view and
does not create a strong sense of purpose. Includes some
persuasive information.The presentation slides are generally
competent, but ideas may show some inconsistency in
organization or in their relationships to each other.The content
is written with a logical progression of ideas and supporting
information exhibiting a unity, coherence, and cohesiveness.
Includes persuasive information from reliable sources.The
content is written clearly and concisely. Ideas universally
progress and relate to each other. The project gives the audience
a clear sense of the main idea.Layout10.0%The layout is
cluttered, confusing, and does not use spacing, headings, and
subheadings to enhance the readability. The text is extremely
difficult to read with long blocks of text, small point size for
fonts, and inappropriate contrasting colors. Poor use of
headings, subheadings, indentations, or bold formatting is
evident.The layout shows some structure, but appears cluttered
and busy or distracting with large gaps of white space or a
distracting background. Overall readability is difficult due to
lengthy paragraphs, too many different fonts, dark or busy
background, overuse of bold, or lack of appropriate indentations

of text.The layout uses horizontal and vertical white space
appropriately. Sometimes the fonts are easy to read, but in a few
places the use of fonts, italics, bold, long paragraphs, color, or
busy background detracts and does not enhance readability. The
layout background and text complement each other and enable
the content to be easily read. The fonts are easy to read and
point size varies appropriately for headings and text.The layout
is visually pleasing and contributes to the overall message with
appropriate use of headings, subheadings, and white space. Text
is appropriate in length for the target audience and to the point.
The background and colors enhance the readability of the
text.Language Use and Audience Awareness (includes sentence
construction, word choice, etc.)10.0%Inappropriate word choice
and lack of variety in language use are evident. Writer appears
to be unaware of audience. Use of primer prose indicates writer
either does not apply figures of speech or uses them
inappropriately.Some distracting inconsistencies in language
choice (register) or word choice are present. The writer exhibits
some lack of control in using figures of speech appropriately.
Language is appropriate to the targeted audience for the most
part.The writer is clearly aware of audience, uses a variety of
appropriate vocabulary for the targeted audience, and uses
figures of speech to communicate clearly.The writer uses a
variety of sentence constructions, figures of speech, and word
choice in distinctive and creative ways that are appropriate to
purpose, discipline, and scope.Mechanics of Writing (includes
spelling, punctuation, grammar, language use)5.0%Slide errors
are pervasive enough that they impede communication of
meaning.Frequent and repetitive mechanical errors distract the
reader.Some mechanical errors or typos are present, but they are
not overly distracting to the reader.Slides are largely free of
mechanical errors, although a few may be present.Writer is
clearly in control of standard, written, academic
English.Documentation of Sources (citations, footnotes,
references, bibliography, etc., as appropriate to assignment and
style)5.0%Sources are not documented.Documentation of

sources is inconsistent or incorrect, as appropriate to
assignment and style, with numerous formatting errors.Sources
are documented, as appropriate to assignment and style,
although some formatting errors may be present.Sources are
documented, as appropriate to assignment and style, and format
is mostly correct. Sources are completely and correctly
documented, as appropriate to assignment and style, and format
is free of error.Total Weightage100%
Running head: TRAINING PROPOSAL
1
TRAINING PROPOSAL
2
Training Proposal
Carla Fonseca
Argosy University
Professor Ballaro
February 20, 2019
Introduction
Training needs assessment is essential for the organization to
identify the current competency levels, skills, and knowledge of
the employees in different areas. This paper performs a training
needs assessment for the organization in the case study. It also
determines the appropriate training delivery methods and
instructional designs that can be used in the case scenario.
Then, it discusses the problems and indicators of the three
stores using simple heuristics that can be resolved using
employee training. It also designs a training proposal while
identifying three training initiatives that can be suggested for
the employees, the expected outcome of the training initiatives
and the budget for the training initiatives in the case study.

Needs Assessment for the Organization
Identifying the Business Need
Developing a training needs assessment should be the first step
in the training plan for the organization to ensure that the
customers are satisfied, the inexperienced employees are
coached and the productivity of the organization maintained
(Alasadi, 2015). Providing employees with proper training is
crucial in ensuring that the employees know their roles and
responsibilities within the company. Training should not be a
one-time thing but a continuous process it would continue to
establish the skills of the new and inexperienced employees.
Continuous training is the only sure way of ensuring that the
new and the inexperienced employees improve their
performance and therefore, customer satisfaction and
productivity of the organization. As such, it is important for the
managers of the organization to develop a training needs
assessment or analysis to determine what parts or which
employees need training on their roles and responsibilities.
Performing this analysis will enable the organization to be
determined in developing the areas of training that are pertinent
for the inexperienced employees to successfully accomplish the
goals and the objectives of the organization.
Performing a Gap Analysis
The second step in the training needs assessment if the
conducting of a gap analysis. This step involves assessing the
present state of the performance of the employees and the
department and comparing this state to the desired level. The
difference between the present state and the desired state is then
considered to be the gap. The procedure used to identify the gap
will highly depend on the organization and the ability of the
employees to grasp the skills and the knowledge instilled on
them. The gap is then filled by training the inexperienced

employees on the roles and the responsibilities they ought to
take as well as the skills they need to master to perform these
duties.
Assessing the Training Options
After the gaps analysis, the organization will then have a list of
training needs and options. These options can be assessed based
on the priorities and the goals of the company. The options are
then used to substitute for the already existing training plans if
need be.
Reporting the Training Needs and Recommending the Training
Plans
The last step in the training needs assessment involves reporting
the findings from the assessment (Pérez Cañado, 2016). Then
the team recommends on the short-term and the long-term
training plans including their budgets. The report should
comprise of the summary of the reasons for the completion of
the assessment, the approaches used to conduct the assessment
and the people involved in the process. This enables the trainers
to easily identify the gaps in the training and train the
employees appropriately.
Determining Appropriate Instructional Design and Training
Delivery Methods
Choosing the wrong training delivery method can lead to
misinterpretation of the messages by the employees. As such, it
is important to determine the most suitable instructional designs
and training delivery methods. The first most appropriate
method is using instructor-led training programs. However
traditional, this approach is still a valid approach to learning
and developing skills necessary in the workplace. This company
will use an instructional design strategy that incorporates both
the real-time polling and individual learners to increase their
motivation and participation through the creation of job
applications and simulations. The second most appropriate

instructional design is the blended learning solution. This
training delivery approach turns the idea of training to a journey
that the employees will employ and use blended solutions to
solve their problems.
Indicators and Problems Experienced by the Three Stores that
can be solved through Training
According to Pineda (2012), there are different key performance
indicators that can be used to evaluate customer service and the
effectiveness of the customer service plan. A poor customer
service plan will always lead to low customer satisfaction.
Some of the key performance indicators that can be used to
improve customer satisfaction at the three stores include
assessing the overall satisfaction of the customers. This can be
achieved by conducting a survey on customer satisfaction. From
the results of the survey, the company can then improve its
training needs to fit the customer satisfaction level.
Secondly, the company can focus on improving the satisfaction
of the customers. One way of evaluating customer service is by
tracking the changes in the satisfaction levels of the customers.
For instance, if customer satisfaction goes down, then this
implies that the employees need to change the way they handle
their customers. On the other hand, if customer satisfaction
improves, then the company should continue working hard to be
on track.
Another metric of determining customer satisfaction is through
assessing customer retention within the organization (Alasadi,
2015). The customers who are satisfied with the services
offered at the company will probably stick around to continue
enjoying the services (Pérez Cañado, 2016). This implies that if

the company brings a fair amount of customers then the
organization is providing great customer services. Also, the net
promoter score will help the organization to determine whether
their customers are satisfied or not. This would enable the
company to develop the strategies of improving customer
satisfaction and retention.
Also, an employee from the customer service department should
interact with the customers to discover how likely the customers
can purchase and take some kind of actions. If the customer
service is excellent, the number of customers should be
relatively high. Also, the company should compare its customer
service effectiveness with that of its competitors to determine
the needs gap in the customer service department.
Finally, the company can improve its customer services by
resolving the issues related to customer services. The company
can similarly look at the issues that affect the customer service
team that may hinder them from delivering the best services to
the customers (Pineda, 2012). No matter how good the company
may be, there must be issues and complaints coming from the
customers concerning the delivery of services. If the managers
have the capability of resolving these issues quickly, this will
make the customers happy and therefore will imply great
customer service.
The final metric that can be used within the company to ensure
customer satisfaction is the use of employee productivity
assessment. Different businesses today use different approaches
to evaluate the productivity of their employees. Employee
productivity is a significant factor when it comes to ensuring
customer satisfaction. Employees need to do their jobs
effectively for the customers to be satisfied and their issues are
resolved in a timely manner.

Training Proposal and Three Training Initiatives that can be
recommended to the Employees
The training proposal aims at boosting the morale of the
inexperienced employees and motivating them to give the best
they can give (Pérez Cañado, 2016). The proposal recognizes
the individual contributions and the achievements of these
employees to determine their needs as well as encourage them
to strive towards improving their productivity within the
organization. The training proposal also aims at finding out the
reasons why the employees are underperforming and customer
satisfaction is low. It is very rare for an employee to decide to
do a bad job. The main reasons for underperformance could be
as simple as not have adequate resources required to perform
the assigned duties or lack of proper training (Pineda, 2012).
The training proposal will, therefore, focus on the goals of the
company in employee engagement and participation to improve
the productivity of the organization. The underlying reasons for
the underperformance of the new employees will then be
discovered and addressed appropriately.
Three Training Initiatives for the Inexperienced Employees
Encouraging Communication
The managers of the organization should clearly communicate
the underperformance of the employees to make them aware of
their need for training and development. The executives should
similarly open the doors to the inexperienced employees to state
the blockages that hinder them from being productive. The
performance of the employees can then be improved by both the
manager and the employees who understand their needs for
training and development of the relevant skills needed to drive
the organizational activities. Besides the employees and the

managers having open communication, the whole team should
be motivated to communicate everything ranging from the
deadlines, progress, resources and the expectations of their
employees. This strategy would make it easier to navigate
through the objectives of the organization and improve the
performance of underperforming employees.
Creating a Positive Work Environment
After developing open communication between the employees
and the employers, it is important to next review the working
environment (Alasadi, 2015). It cannot make sense to foster
effective communication in a work setting whereby the
employees are intimidated by their bosses and leaders,
arbitrarily scolded and their concerns dismissed. Instead, the
organizational leaders should work towards developing a work
culture that enables the employees to voice out their opinions
and strengthen their views. Giving employees an enabling,
happy and a healthy work environment are necessary for
fostering better results. This is because the employees will be
more likely to contribute their perspectives to the benefit of the
organization.
Providing Effective Training
Providing employees with proper training is crucial in ensuring
that the employees know their roles and responsibilities within
the company (Pineda, 2012). After recruitment, the new and
inexperienced employees will know that they need to contribute
their ideas and be productive enough to get things done.
Training should not be a one-time thing but a continuous
process it would continue to establish the skills of the new and
inexperienced employees. Continuous training is the only sure
way of ensuring that the new and the inexperienced employees
improve their performance and therefore, customer satisfaction
and productivity of the organization.

Expected Outcomes for the Three Training Initiatives
The three training initiatives are expected to gain several
benefits to the organization. The training initiatives are
expected to have a greater value of returns on investment (Pérez
Cañado, 2016). The three training initiatives are expected to
make it easier for the organizational leaders and managers to
secure funding for the future improvement of employee
performance. It also helps the employees to understand the real
impact of the initiatives on the major business accomplishments
as well as help develop support for the leadership and future
projects (Pineda, 2012). Also, the three training initiatives have
organizational benefits such as time savings, increased output,
improved quality control and reduction in the rates of error.
These benefits can still be transformed into dollar value as they
show the value of the organization.
The budget of the Estimated Costs of Implementing the Training
Initiatives
The cost of the training will be measured in dollars or translated
to a value in dollars (Alasadi, 2015). This is an influential
measuring scale used to evaluate the budget of training
initiatives as it has huge emotional appeal to the organizational
leaders. Questionnaires and assumptions cannot be effectively
used to determine the costs of implementing the three training
initiatives. As such, there is a need for appropriate methods of
evaluating the value of training in terms of monetary benefits of
training.
Various methods have previously been used to evaluate the
financial benefits of training initiatives. Some methods look at
the consequences of failing to train employees while others
focus on analyzing the records of performance or estimating the
training curve under certain conditions. The most common

method of estimating the cost of training initiatives is
performing a cost/benefit analysis. A cost/benefit analysis
involves the calculation of the training costs and the
performance values that result from the assessment of the
training needs.
The company reports a total expenditure on the training for the
new and the inexperienced employees to be 55,000 dollars. The
total amount of dollars budgeted for the training of the
employees who are formally employed is 54,000 dollars. The
corporate electronic-learning market is estimated at 1,100
dollars and the figure is expected to reach 11,400 in the next
few months.
Conclusion
Training needs assessment is essential for the organization to
identify the current competency levels, skills, and knowledge of
the employees in different areas. A training needs assessment
for the organization in the case scenario has been developed.
The appropriate training delivery methods and instructional
designs that can be used in the case scenario have also been
clearly developed. The problems and indicators of the three
stores have been discussed using simple heuristics that can be
resolved using employee training. A training proposal has been
developed while identifying three training initiatives that can be
suggested for the employees, the expected outcome of the
training initiatives and the budget for the training initiatives in
the case study.
References
Alasadi, R., & Al Sabbagh, H. (2015). The role of training in
small business performance. International Journal of
Information, Business and Management, 7(1), 293.

Pérez Cañado, M. L. (2016). Teacher training needs for
bilingual education: In-service teacher perceptions.
International Journal of Bilingual Education and Bilingualism,
19(3), 266-295.
Pineda, P. (2012). Evaluation of training in organizations: a
proposal for an integrated model. Journal of European Industrial
Training, 34(7), 673-693.
Strategic Plan Assignment
The ability to think strategically and make choices based on
solid analysis and evaluation, in order to capitalize on achieving
optimal results when applying limited resources of the firm, are
at the core of this strategic initiative plan. Strategic initiatives
act as the vehicle to accomplish strategic goals. Strategic
initiatives translate vision into reality. The strategic
management process enables organizations to achieve objectives
through three stages: strategy formulation, strategy
implementation, and strategy evaluation.
For this assignment, create a market entry plan
(entrepreneurial), a market expansion plan for an existing
organization, or a mergers and acquisitions plan that seeks to
increase your organization’s competitive advantage. Your
strategic plan should aim to innovate. Throughout the
development of your strategic plan consider your organization’s
responsibility in the greater social good from a Christian
perspective and how your plan address ethics, cooperate social
responsibly and sustainability. Globalization brings both
benefits and challenges in the business sphere. Be sure to
consider how globalization impacts your strategic plan and
address any international considerations if needed. Your
strategic plan will be completed throughout the course in Topic
1, Topic 3, Topic 4, Topic 5, Topic 6, Topic 7, and Topic 8. Be
sure to address instructor feedback when possible.
Part 1: Overview (Topic 1)

Imagine you need to present your initial pitch for your Strategic
Initiative Plan. Create a 5-8 slide PowerPoint presentation with
speaker notes that seeks to get permission from key
stakeholders.
In your presentation, address the following:
1. Identify the type (market entry, market expansion, merger,
and acquisition) of Strategic Plan that you will be creating.
2. Provide the vision, mission, and values of the organization.
3. How do organization values drive the culture?
4. What is the culture you intend to build, or exists, today?
5. What is your competitive advantage?
Provide three to five sources in your presentation.
While APA format is not required for the body of this
assignment, solid academic writing is expected, and
documentation of sources should be presented using APA
formatting guidelines, which can be found in the APA Style
Guide, located in the Student Success Center. This assignment
uses a rubric. Please review the rubric prior to beginning the
assignment to become familiar with the expectations for
successful completion.

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