Global Connections provides business ethics training and is submitting a proposal to Health Care Cooperative in response to their RFP. They propose a hybrid training solution combining individual online ethics modules with an annual in-person roundtable. They will survey HCC employees and develop customized content reflecting HCC's values of accountability, honesty, integrity, openness and respect. The proposal offers two options that both include online videos, assessments and a collaborative forum, differing in their facilitator training approach.
Dale Carnegie Training starts by asking, “What are the gaps in desired performance for the client organization, teams in that organization, and for individual team members? What are the barriers to achieving performance objectives? What new competencies must participants develop for the organization to breakthrough to new levels of effectiveness?” By doing this we better serve the needs of our client organizations and participants.Second, we do our best to help participants improve their attitudes toward the training programs.We provide a supportive, positive environment that focuses on strengths and getting win-win results for individuals, teams, and organizations. We move participants from seeing that not only do they need to be in the training program; they want to be there because they believe they can gain the additional skills necessary to be
more successful. We also insure the attitude continuum is fully cycled by helping them commit to changing their
behaviors, applying new processes, and encouraging the “slightest improvement and every improvement.”
The third step is to insure they get the right knowledge, methods, and principles so they know what to do to reach their goals and the goals of their organizations. The knowledge is practical, useful sooner than later, and founded on proven strategies for success.
Knowing what to do is not enough. To cement knowledge and understanding into new habits for improved effectiveness, we help participants practice the skills with positive, honest coaching. Once the participants have success in class, they commit to applying the new skills and techniques back in their work environments. To insure that they turn good intentions into good deeds, we hold them accountable to one another and their organizations by having them make commitments and keep those commitments in a friendly, competitive atmosphere. This leads to successes which encourage a continued cycle of setting new, more challenging goals. In this way, the individual and the organization see significant returns on their investments for their investment in time and training dollars.
Claris' organisational values and people practices help create a conducive work environment fostering high level of trust, pride, and camaraderie among people. The driving force behind our success is our team of like-minded, young, and experienced professionals, bound together by a culture of excellence and the desire to be among the world’s most admirable organisations. Wherever they are, whatever they do, Claris members stand for the commitment to make a difference to the world, and through their work, be a source of pride to their country, their company, their family, and above all, to themselves.
Career at Claris is driven by a professional approach, offering each individual a challenging career rather than a mere job. We ensure comprehensive development of our members through training & learning programmes, international & national exposure, engagement & involvement initiatives - all these while instilling our value system in them and fostering the culture of accountability, quality, and winning.
A brief overview of the book "CSRforHR: A necessary partnership for advancing responsible business practices" by Elaine Cohen, published by Greenleaf Publications in October 2010
CSR is about how to do business.
HR is about how to ensure that managers & employees are able and enabled to do business in a social responsible manner and create sustainable value for all stakeholders.
Dale Carnegie Training starts by asking, “What are the gaps in desired performance for the client organization, teams in that organization, and for individual team members? What are the barriers to achieving performance objectives? What new competencies must participants develop for the organization to breakthrough to new levels of effectiveness?” By doing this we better serve the needs of our client organizations and participants.Second, we do our best to help participants improve their attitudes toward the training programs.We provide a supportive, positive environment that focuses on strengths and getting win-win results for individuals, teams, and organizations. We move participants from seeing that not only do they need to be in the training program; they want to be there because they believe they can gain the additional skills necessary to be
more successful. We also insure the attitude continuum is fully cycled by helping them commit to changing their
behaviors, applying new processes, and encouraging the “slightest improvement and every improvement.”
The third step is to insure they get the right knowledge, methods, and principles so they know what to do to reach their goals and the goals of their organizations. The knowledge is practical, useful sooner than later, and founded on proven strategies for success.
Knowing what to do is not enough. To cement knowledge and understanding into new habits for improved effectiveness, we help participants practice the skills with positive, honest coaching. Once the participants have success in class, they commit to applying the new skills and techniques back in their work environments. To insure that they turn good intentions into good deeds, we hold them accountable to one another and their organizations by having them make commitments and keep those commitments in a friendly, competitive atmosphere. This leads to successes which encourage a continued cycle of setting new, more challenging goals. In this way, the individual and the organization see significant returns on their investments for their investment in time and training dollars.
Claris' organisational values and people practices help create a conducive work environment fostering high level of trust, pride, and camaraderie among people. The driving force behind our success is our team of like-minded, young, and experienced professionals, bound together by a culture of excellence and the desire to be among the world’s most admirable organisations. Wherever they are, whatever they do, Claris members stand for the commitment to make a difference to the world, and through their work, be a source of pride to their country, their company, their family, and above all, to themselves.
Career at Claris is driven by a professional approach, offering each individual a challenging career rather than a mere job. We ensure comprehensive development of our members through training & learning programmes, international & national exposure, engagement & involvement initiatives - all these while instilling our value system in them and fostering the culture of accountability, quality, and winning.
A brief overview of the book "CSRforHR: A necessary partnership for advancing responsible business practices" by Elaine Cohen, published by Greenleaf Publications in October 2010
CSR is about how to do business.
HR is about how to ensure that managers & employees are able and enabled to do business in a social responsible manner and create sustainable value for all stakeholders.
Excella Global - Institutes and HealthcareVivek Agrawal
When thoughtful design and ergonomics meet procurement expertise, business models are bound to change. Check out how Excella Global translated their global procurement experience into functional, visually appealing spaces for leading educational and healthcare institutions.
Advantis consulting 2011 - dynamic and cutting edge business improvement specialists. Enabling sustainably Business Improvement through Education and Engagement.
(May 2014) max peopleperform trainin gessentials catalogueMaxPeoplePerform_
ave learning needs in your workplace? We can help.
When you equip your people with personal and professional development, you help them maximize their performance. You want the confidence that your employee development and leadership programs are effective and aligned with your organization’s goals.
MaxPeoplePerform offers TRAININGessentials – a full range of customized and cost effective training solutions designed to help your people achieve their performance objectives and meet the standards you expect.
We design and deliver training programs that are tailored to the needs of your employees and their preferred learning style. We will also help ensure that learning is applied back-on-the job and sustained over time.
We Take Care of All Your Learning Needs, So You Can Focus on Achieving Your Objectives Your TRAININGessentials program can be customized to meet your needs.
Lead Star is an agile, experienced leadership development firm that offers customized solutions for companies in industries as diverse as energy, financial services, and health care. Leadership is not about titles—it’s about fostering responsibility and nurturing people’s ability to influence others. We work with our clients to develop an actionable, practical approach designed to inspire employees and achieve business goals. See how we translate leadership theory into action. www.leadstar.us
Excella Global - Institutes and HealthcareVivek Agrawal
When thoughtful design and ergonomics meet procurement expertise, business models are bound to change. Check out how Excella Global translated their global procurement experience into functional, visually appealing spaces for leading educational and healthcare institutions.
Advantis consulting 2011 - dynamic and cutting edge business improvement specialists. Enabling sustainably Business Improvement through Education and Engagement.
(May 2014) max peopleperform trainin gessentials catalogueMaxPeoplePerform_
ave learning needs in your workplace? We can help.
When you equip your people with personal and professional development, you help them maximize their performance. You want the confidence that your employee development and leadership programs are effective and aligned with your organization’s goals.
MaxPeoplePerform offers TRAININGessentials – a full range of customized and cost effective training solutions designed to help your people achieve their performance objectives and meet the standards you expect.
We design and deliver training programs that are tailored to the needs of your employees and their preferred learning style. We will also help ensure that learning is applied back-on-the job and sustained over time.
We Take Care of All Your Learning Needs, So You Can Focus on Achieving Your Objectives Your TRAININGessentials program can be customized to meet your needs.
Lead Star is an agile, experienced leadership development firm that offers customized solutions for companies in industries as diverse as energy, financial services, and health care. Leadership is not about titles—it’s about fostering responsibility and nurturing people’s ability to influence others. We work with our clients to develop an actionable, practical approach designed to inspire employees and achieve business goals. See how we translate leadership theory into action. www.leadstar.us
1. 1
Global Connections
Karen Abrams, Ashley McGilvray, Suzie Rose, Collin Sutherland
Final Business Plan
in response to
Health Care Cooperative’s
Request for Proposal for Business Ethics Training
6.
6
Cost Estimate Proposal
To provide HCC with the best possible learning experience for their employees, GC will need to utilize the
following resources:
Staff
o Trainer
o Instructional Developers
o Project Manager
o Site Facilitators
o Graphic Artist
o Audio Producer
o Video Producer
o Data Analyst
Other
o Audio and Video Talent
o Lodging
o Food
*Please see Project Plan for further details.
For the most effective training solution, GC has built two options. Both are hybrid learning experiences that
combine individual online ethics training with an annual collaborative business ethics round‐table. Both
options include:
Scenario/problem‐based learning
Online videos
An assessment driven evaluation plan
A collaborative support forum
Annual collaborative business ethics round‐table meetings for leaders
In addition to the above, GC is offering two facilitator options for HCC’s consideration. These are:
Option A
This option would involve Facilitator Certification training for select HCC employees. HCC personnel would
travel to GC’s headquarters to be trained in content and facilitation. These trainings would be conducted by
GC’s trainer and provide HCC leaders with on‐site facilitators to assist in the annual round‐tables and
communication with GC about the online trainings. Certification includes:
One day seminar
Scenario/problem‐based learning
Individualized attention in a face‐to‐face environment
The opportunity to meet and collaborate with professional peers from both HCC and GC
19. ID Task Name Fixed Cost Fixed Cost Accrual Total Cost Baseline Variance Actual Remaining
80 Adjust / Enhance Content $0.00 Prorated $0.00 $0.00 $0.00 $0.00 $0.00
$0.00 $99,919.67 $0.00 $99,919.67 $0.00 $99,919.67
Budget Report as of Tue 7/27/10
GC Project Plan_Option B_Final_ID57 - Resource change
Page 2
20. 8
Preliminary Program Evaluation Plan
GC will use Donald L Kirkpatrick's training evaluation model ‐ the four levels of learning evaluation to
determine the success of this program. This grid illustrates the basic Kirkpatrick structure.
Level Evaluation
Type
Evaluation Description
and Characteristics
Examples of Evaluation Tools and Methods
1 Reaction Reaction evaluation is
how the delegates felt
about the training or
learning experience.
GC will provide online training surveys or questionnaires for
participants to complete. The questions on these surveys will be
multiple choice, short answer, and essay. The questions will be
geared to evaluate how participants feel about the program and
learning experience. The surveys and questionnaires are included
in the price of the program. GC will ask HCC to enforce
participation. GC will collect the data and provide results to HCC
in a comprehensive evaluation report for each class.
2 Learning Learning evaluation is
the measurement of
the increase in
knowledge ‐ before and
after.
GC will develop pre and post assessments for all aspects of
learning. GC will collect the data electronically for the online
portions of the program. HCC will be responsible for distributing,
collecting and delivering paper pre and post assessments to GC.
The questions on the pre and post assessments will be content
driven. Pre‐assessment will include questions that are more fact‐
based. Post assessments will include questions that are more
scenario based. GC will analyze the data and provide results to
HCC in a comprehensive evaluation report for each class. This
service is included in the price of the program.
3 Behavior Behavior evaluation is
the extent of applied
learning back on the
job ‐ implementation.
GC will perform one site visit for each class facilitated by its
instructors. GC personnel will make observations and conduct
interviews to assess change, relevance of change, and
sustainability of change. GC will provide HCC with the documents
required to perform ongoing observations and interviews
independently of GC.
4 Results Results evaluation is
the effect on the
business or
environment by the
trainee.
GC will provide HCC with the documents required to perform
ongoing observations and interviews independently of GC. The
results measure of the success of this program over time will
remain in the ownership and responsibility of HCC.
Information in columns 1‐3 cited from:
http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm