Benchmarking (Dagan Rainey 2)
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Dagan Rainey conducted benchmarking research to identify ways to improve individual and organizational performance at IPTAY. The benchmarking process involved researching literature, interviewing others, and contacting similar programs at North Carolina, Tennessee, and North Carolina State universities. Key information obtained included Tennessee's priority point incentive program and N.C. State's idea to provide extra incentives for each new donor brought in. This information and recommendations will be presented to upper management for review to improve IPTAY representative motivation and the number of new donors. Going forward, Rainey will seek board approval and look for additional best practices to continually enhance IPTAY's programs.
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1Training Plan for New System Implementation.docx
1
Training Plan for New System Implementation
Training Plan for New System Implementation
As the training manager for a healthcare organization with 250 employees, I have been asked to determine the skills required for the new IT system that will be implemented in the purchasing department. I have been asked to suggest a needs analysis process and supply recommendations for how to address organizational constraints related to time and performance. I will find the linkages between performance, training and needs and recommend the best option for the needs analysis and a training design.
Needs Analysis
Training needs analysis (TNA) is "a systematic method for determining what caused performance to be less than expected or required. Performance improvement is the focus of training" (Blanchard & Thacker, 2013, Chapter 4). The result of performing a TNA will be to ensure that the training involved with the new IT system is targeted and effective. Through the TNA I will be able to see what content is currently missing and how I can deliver consistent training. Costs, organizational needs, training methods and competencies will need to be evaluated in order to determine what skills are required for the new IT system in the purchasing department.
First I will develop a workforce profile in order to determine the skills and knowledge that will be required. I will be capturing education levels, experience and even literacy of current employees for statistical meanings. Then, compliance regulations will be reviewed and met. After the educational needs of each employee in the purchasing department have been captured, the training will be sourced, analyzed and mapped so check for gaps and any related impacts. This step is extremely important as it will allow us to find what is working and what is not as far as the training. Finally, I will provide my report that recommends and advises on the most effective training methods and products.
Recommendations for Organizational Constraints (Time and Performance)
The likelihood of having some type of time and performance constraint will be inevitable. As far as time constraints, currently there have not been any; however there may be performance constraints. The ability for employee(s) to retain information varies. The performance constraints may affect the efficiency of training results. Further training and coaching may be required. A suggestion would be to have a pre-service training or orientation to support the learning needs of employees. Hands-on training with an instructor(s) can help with analyzing and adjusting training for each employee.
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Chapter 2
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Chapter 3
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