The training and development presentation contains information about importance, objective and needs of training and development and challenges present in training and development. It contains several review of literature. It explains about Kirkpatrick's model, Kaufman's five level model, CIRO model, CI PD partnership model and k under model. The purpose and methodologies also explained.
OECD Review on Evaluation and Assessment Frameworks for Improving School Outc...EduSkills OECD
Why do evaluation and assessment matter?
Highest rated education policy priority among OECD countries
Analysing strengths and weaknesses of the education system is key to defining strategies for further development
Need to provide information about education quality to parents and society at large
Decentralisation and school autonomy are creating a greater need for evaluation and assessment
To ensure that schools get the information and feedback they need to improve their work
To allow the government to monitor if national goals for quality and equity in education are achieved
Taking consideration to the globalization, the work and the skills on demand are changing rapidly due to new technology and innovations. This has the effect to reduce the number of low or unskilled workplaces globally and in another way to extend the skills of the work force in very short timeframe. It requires a regularly skills upgrading and cooperation with the industries and employers and to define what is expected from the employees in the workplace.
Competency-based training and assessment is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training and assessment helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training and assessment basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies.
Barriers of applying gained knowledge of training programs in organizationsJamil AlKhatib
Capacity building programs aim to provide the human resources of organizations with the right knowledge that will enable them to perform their tasks, improve their skills and capabilities to innovate in their activities. Although all kind of trainings (on the job, public, etc.) help in providing the knowledge and skills, but still organizations may suffer from the lack of applying the gained knowledge in achieving the tasks, not to mention the lack of creativity spirit.
This is because the lack of knowledge and skills are not the only barriers in utilizing the knowledge in organizations. Such novel skills and knowledge to organizations are considered as changes or innovations and have more barriers than the lack of knowledge (do not know) which is the first barrier in overcoming innovations. The other three barriers are the lack of will (not willing to do), the lack of capability (cannot do) and the lack of permission (not allowed). Although these four barriers might seem trivial, but the lack of knowledge is the easiest to identify through training need assessment and get solved. The other barriers involve several factors that cannot be easily identified without understanding the organizational culture, strategies, or policies. Even if these barriers are identified, trainings alone can solve them.
In order to identify those barriers, they must be included in the training or capacity building need assessment process where:
- The lack of capabilities in general can be identified through the availability of human and financial resources and can be overcome through providing those resources.
- The lack of permission can be identified through the organizational culture, policies and regulations which can be overcome by changing the organizational policies to utilize the gained knowledge.
- The lack of willing can be identified with personal characteristics or needs which can be overcome by identifying those needs and reducing their effects.
- The lack of knowledge can be recognized through the traditional training need assessment which identifies the technical knowledge and offer the right training program.
In my presentation I will highlight the different four barriers and how they can be identified. I will discuss the opportunities of overcoming them to complement the training and knowledge acquisition as part of the capacity building programs. Besides that I will show case one of my capacity building projects and how I utilized the four-barriers concept to develop that program.
OECD Review on Evaluation and Assessment Frameworks for Improving School Outc...EduSkills OECD
Purpose: To explore how systems of E&A can be used to improve the quality, equity and efficiency of school education.
Focus: A Review of national approaches to E&A in school education (primary and secondary schools)
Comprehensive approach: The Review looks at the various components of E&A such as:
Student assessment;
Teacher appraisal;
School evaluation;
The appraisal of school leaders;
Education system evaluation.
Checklist Communication Strategy DevelopmentEwen Le Borgne
This presentation was given during a workshop on strategic communication for the Water and Sanitation Forum in Ethiopia (hosted under CRDA) and is based on a checklist of strategic questions developed by IRC Water and Sanitation Centre (www.irc.nl) to help develop a communication strategy. The workshop was facilited by me and Livia Iotti for the RiPPLE project and by Simret Yasabu for WaterAid Ethiopia.
The training and development presentation contains information about importance, objective and needs of training and development and challenges present in training and development. It contains several review of literature. It explains about Kirkpatrick's model, Kaufman's five level model, CIRO model, CI PD partnership model and k under model. The purpose and methodologies also explained.
OECD Review on Evaluation and Assessment Frameworks for Improving School Outc...EduSkills OECD
Why do evaluation and assessment matter?
Highest rated education policy priority among OECD countries
Analysing strengths and weaknesses of the education system is key to defining strategies for further development
Need to provide information about education quality to parents and society at large
Decentralisation and school autonomy are creating a greater need for evaluation and assessment
To ensure that schools get the information and feedback they need to improve their work
To allow the government to monitor if national goals for quality and equity in education are achieved
Taking consideration to the globalization, the work and the skills on demand are changing rapidly due to new technology and innovations. This has the effect to reduce the number of low or unskilled workplaces globally and in another way to extend the skills of the work force in very short timeframe. It requires a regularly skills upgrading and cooperation with the industries and employers and to define what is expected from the employees in the workplace.
Competency-based training and assessment is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training and assessment helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training and assessment basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies.
Barriers of applying gained knowledge of training programs in organizationsJamil AlKhatib
Capacity building programs aim to provide the human resources of organizations with the right knowledge that will enable them to perform their tasks, improve their skills and capabilities to innovate in their activities. Although all kind of trainings (on the job, public, etc.) help in providing the knowledge and skills, but still organizations may suffer from the lack of applying the gained knowledge in achieving the tasks, not to mention the lack of creativity spirit.
This is because the lack of knowledge and skills are not the only barriers in utilizing the knowledge in organizations. Such novel skills and knowledge to organizations are considered as changes or innovations and have more barriers than the lack of knowledge (do not know) which is the first barrier in overcoming innovations. The other three barriers are the lack of will (not willing to do), the lack of capability (cannot do) and the lack of permission (not allowed). Although these four barriers might seem trivial, but the lack of knowledge is the easiest to identify through training need assessment and get solved. The other barriers involve several factors that cannot be easily identified without understanding the organizational culture, strategies, or policies. Even if these barriers are identified, trainings alone can solve them.
In order to identify those barriers, they must be included in the training or capacity building need assessment process where:
- The lack of capabilities in general can be identified through the availability of human and financial resources and can be overcome through providing those resources.
- The lack of permission can be identified through the organizational culture, policies and regulations which can be overcome by changing the organizational policies to utilize the gained knowledge.
- The lack of willing can be identified with personal characteristics or needs which can be overcome by identifying those needs and reducing their effects.
- The lack of knowledge can be recognized through the traditional training need assessment which identifies the technical knowledge and offer the right training program.
In my presentation I will highlight the different four barriers and how they can be identified. I will discuss the opportunities of overcoming them to complement the training and knowledge acquisition as part of the capacity building programs. Besides that I will show case one of my capacity building projects and how I utilized the four-barriers concept to develop that program.
OECD Review on Evaluation and Assessment Frameworks for Improving School Outc...EduSkills OECD
Purpose: To explore how systems of E&A can be used to improve the quality, equity and efficiency of school education.
Focus: A Review of national approaches to E&A in school education (primary and secondary schools)
Comprehensive approach: The Review looks at the various components of E&A such as:
Student assessment;
Teacher appraisal;
School evaluation;
The appraisal of school leaders;
Education system evaluation.
Checklist Communication Strategy DevelopmentEwen Le Borgne
This presentation was given during a workshop on strategic communication for the Water and Sanitation Forum in Ethiopia (hosted under CRDA) and is based on a checklist of strategic questions developed by IRC Water and Sanitation Centre (www.irc.nl) to help develop a communication strategy. The workshop was facilited by me and Livia Iotti for the RiPPLE project and by Simret Yasabu for WaterAid Ethiopia.
✓Identify the strategic value of training and
development
✓ Differentiate the types of training delivery
✓Identify the most common methods of training used
by organizations
✓ Recognize the content and resources needed to
meet training goals and objectives
UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs &
Designing the program – Implementing different training program – Implementing
Management Development Programs – Evaluating the Training Programs; PERFORMANCE
APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal –
Methods of Performance Appraisal - Assessment Centre.
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
How do you build a learning academy in Nigeria?
What is a learning academy?
Why do you I need a learning academy?
These are burning questions in the minds of most HR leaders and learning and development experts who wish to create lasting impact across their organisation.
As organisations strive to better themselves and their employees, continuous improvement programmes continue to sprout up across board. Unfortunately, the failures of these programmes far outnumber the successes and improvement rates remain significantly low which brings us back to the initial question of why you need a learning academy in Nigeria.
Most business leaders fail to understand that there’s a need to learn, unlearn and relearn for their businesses to succeed. Thus, continuous improvement requires a commitment to learning.
With this understanding, organisations are now turning towards scalable learning methods that will arm employees with skills for long-term career advancement. These learning interventions are less impactful if they are one-off and unstructured. Therefore, learning and development professionals need to brainstorm and create a holistic learning plan that speaks to the technical and soft skills needed by employees across all levels of the organisation thereby leading to the creation of Learning Academies.
Building a learning academy is the modern way to manage your employees' learning function and run a successful and motivated organisation.
The critical question to ask is; how can your organisation build a world-class learning academy to improve its learning culture and drive its learning and development goals?
In this deck, you’ll learn how your organisation can successfully institute a learning academy to help build and enhance employee skills. You’ll also learn;
• What you stand to gain by having a learning academy
• The most effective steps to create a world-class learning academy
• How you can ensure your learning academy meets its purpose
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
1. A Capstone Project Presented
To
The School of Education
Jones International University
In (Partial) Fulfillment
Of the Requirements for the Degree
Master of Education
November 2010
Image : National business.org/JIU
2. Capstone Competency Report Overview
Below are the outlined core competencies for the Master of Education-Adult Education Emphasis, which summatively
outlines the focus of my personal degree program.
This competency report will display my overall ability in mastering the core learning objectives of the M.Ed program.
The outlined objectives that I have amassed consist of being able to:
•Demonstrate and apply needs assessment for learning environments.
•Demonstrate and apply strategic planning.
•Explain and apply adult learning theory.
•Apply research methods to improve learning organizations.
•Demonstrate and apply business management for learning organizations.
•Integrate assessment strategies to improve adult learning.
Nevertheless, by mastering these core objectives, this competency will report will display my ability to identify a need
within an organizational learning community where I can reciprocate these learning events while initiating immediate
knowledge and skill enhancement improvements for trainers, facilitators, and training administrators abroad.
3. The proposed learning organization where my Capstone project is being implemented is a fast -paced contact
center environment that started as a call center outsourcing company that went through organizational changes
such as a Cooperative. Through this co-op change initiative, some positions were eliminated or combined to
maximize on restructuring to align the business entity alongside its parent company. Nevertheless, a specific
department within this realignment faced some difficult changes. The current Quality team whose focus was on
improving the quality of work and process flow, merged with the training team.
Through this, those who roles labeled as trainer became quality analyst, therefore giving them a new set of role
expectations while experiencing a title change to Training & Quality Facilitators of Customer Care. In doing so, each
of them did not have the knowledge and skill set to be effective quality analyst. In addition, those who were
originally identified as quality analyst lacked the capacity to train adults effectively. Granted this, no professional
development remediation was provided to ensure the associates maximum success in their new role.
Therefore, as a means to prove my amassed knowledge and expertise within the field of adult education, I have
decided to bridge the gap in their learning my collaboratively taking them through a professional development
series that will provide the entire team with knowledge and skills that will aid them in improving their craft. Since the
training team was fully onboard with the process of quality auditing, my proposed solution remedies the change
needed by providing development in the area of training the trainers to be effective in their ability to train adults in a
customer focused environment. My project will focus on trainer needs and development.
Proposed Organization
4. Statement of Purpose
Professional development is an important focus for all organizations to offer innovative approaches toward improving
employee knowledge and skills. Personally, the development for trainers and facilitators is important to me, as trainers
lay the foundation for all learning that takes place, which in turn ensures longevity in the success of the entire
organization.
Therefore, as a means of displaying my acquired knowledge overtime; in lieu of completing the necessary requirements
for my masters’ degree capstone project, I have decided to design a professional development training program for
improving trainer knowledge and performance within the contact center environment.
Essentials II Training-the-trainer is a three week developmental series that will be first implemented within a contact
center environment that needs immediate development opportunities for its training staff to become a world class training
team backed behind research to bring about personal growth and self development abroad.
Although, my capstone project is intended for a specific audience, it certainly does not take away opportunities for it to be
shared within other organizations seeking a structured training program for improving trainer knowledge and
performance.
5. Professional Development
ProgramEssentials II Training-the-trainer is a professional development program that will be used within a fast-paced contact
center environment where there is a critical need to improve trainer performance and knowledge toward becoming a
world class training organization. The program will be completed within three weeks consisting of activities and
strategic planning/professional development deliverables to aid in continuous learning. Although, this program can
be utilized within any organization where trainers lack the knowledge to improve their professional craft as a trainer,
the true focus is to improve trainer knowledge, based on the major themes of the program such as:
•Adult Learning Methodology
•Ideology of an Effective Trainer
•Transactional role of Trainer & Facilitator
•Trainer Knowledge within the Workplace
•Facilitating to Help Adults Learn
•Establishing Credibility through Facilitation
•Creating a Facilitative Learning Environment
•Facilitating a Dynamic Training Experience
•Addressing Problems in the Classroom
•Defining Success in Facilitative Learning
•Assessing Facilitator Effectiveness
All in all, this program will conclude by having the trainers assessed within a live training session using a learning
environment feedback evaluation , in addition to having the trainer complete a Trainer Skills Development Plan with
the training to provide on-going continuous development to ensure the entire training team is transformed into a
world class training team offering world class training solutions to associates to bring about organizational change
with much focus on quality assurance and customer satisfaction.
6. Needs Assessment for Learning Organizations
Based on the core needs of any business or workplace environment, there are constant areas of opportunity to
improve the overall performance. Within my proposed organization, a problem was identified based on organizational
restructuring which caused the training staff to be combined of Trainers and Quality Analysts.
Granted this, there was a learning gap created in terms of both groups collectively not receiving training &
development to ensure the entire training staffs' success. According to the learning objectives I mastered when taking
the course on Needs Assessment for Learning Organizations, I was able to identify a training need within a workplace
organization.
With my project I was able to identify a target population that needed some immediate improvements to ensure the
training staff is stable in terms of knowledge and training skills to meet the demands of the business by being self
starters. When deciding on a topic, I decided to implement a training development program that focuses on the
Essentials II Training-the-Trainer.
The highlights of this training program provides the trainers with knowledge and skills in the area of adult learning
methodology. In preparing to design the training program, I worked with my sponsor to understand the true learning
gap, which my training agenda focuses on those areas of the training staffs' development that has gone unnoticed
since the cooperative realignment.
7. As with any workplace learning or higher education program, there has to be systematic processes for bringing about
organizational change, as it relates to learning & development. Strategic Planning allows an organization to quantify its
resources in lieu of planning change systematically. In addition, Strategic planning can help leaders and managers of
public and non-profit organizations, think, learn, and act strategically (Bryson, 2004, pg.1). Defined best by Bryson,
strategic planning is a disciplined effort to produce fundamental decisions and actions that shape and guide what an
organization is, what it does, and why it does it (2004, pg.6).
Granted this, in understanding my proposed organization and the change needed to improve trainer/ facilitator
performance, by capstone project strategically targets and shapes the training department through a guided approach to
fill the learning gaps in their individual development.
My capstone project has been strategically planned to guide the trainers through a 3 week developmental course that
focuses on the identification of where we are as a training entity, where we want to be after the training phase, and the
plans on how we will there, hence “Essentials II Training-the Trainer”.
Through needs assessment, I have been able to identify where the organization is, now the focus is on where we want
to be, and my project will indeed get the trainers to their final destination toward becoming a world class training entity.
Lastly, every attempt to bring about change is centered on our organizational mission, which is to exceed customer
expectations by tailoring toward the extraordinary.
Strategic Planning for Learning Organizations
8. Research is a systematic process of collecting, analyzing, and interpreting information in order to increase our
understanding of the phenomenon about which we are interested or concerned (Leedy & Ormrod, 2005, pg. 2).
Granted this, as learned in EDU 522, research initiates based on a problem and expression of a goal that is worth
achieving. Therefore, my capstone project initiates a reaction in terms of the problem worth solving within my proposed
organization.
The problem identified consists of the organizations’ trainers and quality analyst being combined into a dual role.
Through this change in organizational structure, a problem has been identified; the team lacks the full capacity to
provide world class training solutions due to the lack of professional development offered to them in lieu of their new
role as a facilitator of training & quality.
Therefore, my capstone project-based on the problem that has been identified will target developing the training staff.
In this professional development training, the trainers/facilitators will embark on an exciting learning plan that will allow
them to better understand what it takes to successful train and develop adults. The trainers will learn how to take the
level of service they provide to our organization to the next level.
Research Methods for Learning Organizations
9. Essentials II Training-the-Trainer takes learners on an exciting crash course through understanding adult education
while creating a collaborative learning experience for trainers, facilitators, and training administrators. Within this 3
Week Developmental training, learners are introduced to Andragogy-Adult Learning Theory. The focus of this
introduction is to aid them in understanding the theoretical perspective behind how adults learn, in addition to what it
takes to ensure they can be effective adult educators within the workplace. More than anything, learners are able to
understand the underlying assumptions of Matthew Knowles and the power of self directed learning.
My project by all means, explains and applies adult learning theory as a means to bring about organizational change
within a fast paced contact center environment that relies on the sustainability of a world class training organization
being able to provide world class training solutions. Therefore, this professional development being offered to the
training staff will aid them in their ability to apply various adult learning principles to their classroom instruction,
develop and understand a personal philosophy for teaching adults, while learning to embody sound concepts of adult
learning.
Granted this, each of them will be able to understand the importance of creating a successful workplace learning
environment, transactional roles of trainer and facilitator, trainer knowledge within the workplace, facilitating to help
adults learn, etc.
All in all, Essentials II Training-the-trainer will provide the training staff with a best in class experience in terms of
essentials to training adults within a fast paced environment, giving them the instruments to improve their capacity to
instill knowledge into the hearts and minds of adult learners by teaching, showing, and allowing practice.
Adult Learning Theory
10. Managing projects and implementations is a vital role for any workplace learning professional, eager to bring about
organizational change in a cost-efficient way. As with EDU 544, I learned how to identify and analyze my current
workplace organizations mission, vision, and goals by working directly with key stakeholders within the organization.
Through this interaction, I was able to determine our organizations’ unmet need as it relates training & developing
employee/associates within the workplace.
With this knowledge, I was able to measure the organizations’ return-on-investment (ROI) in terms of understanding
how closely our training innovation and objectives closely aligned with the goal of our stakeholders. Nevertheless, my
capstone project highlights my knowledge and expertise as it relates to proposing a training program that will enable
the organization to fulfill and unmet need of providing the training department with professional development to
improve their performance thereby, aiding the organization in achieving ROI.
According to Phillips and Stone (2002), The trainer has a significant responsibility to ensure that each participant have
learned the material through proper design, delivery, and facilitation ( pg. 118). Granted this, business management
is important in terms producing such an ROI, by making sure that too much money is not spent to gain significant
results. I feel that my project's is reasonable in a sense of the results it will create in ensuring our training staff is
efficient enough to train highly knowledgeable associates.
Business Management for Learning Organizations
11. Business Management for Learning Organizations
My project will of course initiate some operational cost such as:
Printing of Training Guides: Due to strict budget constraints, we will print the manuals in house to cut cost
and maneuver the funds to another area.
3 Week Training Session w/Lunch : $15.00 per trainer for two consecutive days = $30.00 per week
Proposed Headcount: 8 Facilitators of Training & Quality, 1 Training Manager
Total: 720.00 + 240.00 (Training Manager Lunch Cost) = $960.00
Folders: Black Binders : Basic Round-Ring Binders, 1" Rings, Black, Pack Of 2 = $2.99
Proposed Head Count: 8 trainers, 1 training manager= $ 14.95
Total Cost: $974.95
12. Assessment Strategies focuses on innovative and systematic ways of measuring change overtime. Whether this is
completed through a formative or summative assessment, the data gathered can provide the organization with the
needed knowledge of knowing how successful the change process is during the change initiative, and also measuring
the change upon completion.
Although, many organizations use assessment strategies as a means to understand certain behaviors within the
workplace or education settings abroad, regardless, my project utilizes formative assessment to gather certain
knowledge as the trainers are completing the course.
In addition, they are assessed through summative assessment by completing a Trainer Develop Plan upon
completion. In addition, they will be assessed during a training session by the training manager, who will assess their
ability to effectively train a training session, while applying all of the essentials learned from the program. In turn, this
will give the trainers the feedback to understand their individual facilitation skills in addition to identifying ways to
improve their craft.
Some of the assessments that will be used consist of:
•Trainer Capacity Measurement (Formative)
•Trainer Evaluation (Formative & Summative Combined)
•Trainer Development Plan (Formative & Summative Combined)
Assessment Strategies for Learning Organizations
13. As with every learning event and development opportunity that I have engaged in, I have considered education a
successful factor in creating a successful individual. With a changing economy, many people are forced to continue
their education to bring about change within their home, workplace, and community.
Therefore, my personal educational outlook consist of striving to teach adults innovative ways to acquire new
knowledge, show adults all the endless possibilities of the mind, based on what they can learn, while giving them time
to practice the new skills and knowledge to perform a certain task or job within the workplace or community. Much of
my perspective comes from my vision, passion, and purpose for lifelong learning.
Helping others learn is everything that I embody as an adult educator. By aspiring to obtain a masters degree, I plan
to utilize my knowledge in the field of education to transform learning within workplace learning environments,
community based organizations, and higher education.
Personal Educational Outlook
14. At the conclusion of developing a training program focused on improving trainer knowledge within the workplace, I am
confident that my contribution to the success of my current workplace organization will benefit the training team and
administrators for years to come.
My capstone project highlights key essentials to training within a fast paced contact center environment, which ideally
is objective training program that can aid all trainers in any given organization to strive for the extraordinary. Granted
this, I feel that the overall knowledge acquired while attending Jones International University has given me more than
a sense of accomplishment, but a feeling of mere gratitude and excitement about what the future holds for me in
terms of having the educational capacity to transform education abroad.
Ideally, this is only the beginning of my lifelong quest to increase self worth through continuing my education. With
anticipation of pursuing a doctoral degree in education in the near future, I anticipate on embarking on a journey in
education that will allow me to contribute to the field of education by introducing new educational perspectives, literary
work, and ideas that support the adult learning phenomenon abroad.
Conclusion & Final Considerations
15. Bryson, J. M., (2004). Strategic Planning for Public and Non Profit Organizations.
(3rd
Ed.) Sanfrancisco,CA: Jossey-Bass Publishing
Leedy, P.D., & Ormrod, J.E., (2005). Practical Research: Planning and Design. Upper Saddle
River, NJ:Pearson-Prentice Hall.
Phillips, J.J., & Stone, R.D., (2002). How to measure training results: A practical guide to
tracking the six key indicators. USA: McGraw-Hill.
Popik, B., (2008). The Big Apple. Retrieved on October 11, 2010 from
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