Patel Mita 830

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The document discusses using the ADDIE model to design a new orientation program for a university sports medicine department. The ADDIE model includes five phases: analysis, design, development, implementation, and evaluation. The analysis phase identifies the instructional problem and goals. The design and development phases create learning objectives, assessments, and content. The implementation phase trains facilitators and learners. Evaluation consists of formative feedback during the process and summative tests after completion to assess the program.

Education Business

Orientation Mita Patel December 1, 2008 HRD 830

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Evaluation ,[object Object],[object Object],[object Object]

This paper was set to examine the approaches to training and development in the banking sector. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that the Kirkpatrick approach is widely used, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development approach which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that most of training and development approaches used in the banking industry are that of Kirkpatrick. Each employer who invests seriously in the area of Training and Development needs to understand the approach to use in order to reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. New entrants into organizations have various skills, though not all are relevant to organizational needs, hence the right approach to T&D is crucial. Right approaches to T and D are required for Human Resources to enable them work towards taking the organization to its expected destination. It is against this backdrop of the relative importance of approaches to evaluation of training and development in banks that this paper addressed.

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What to go by step by step and what’s included in the paperAssurance of Learning Rubric #1 - MSHRM Program Strategic Application Rubric #1 – MSHRM Program Students in HRM6623 (Training and Development) will analyze a case and prepare a research paper that includes the strategic application of training and development concepts. Dimension Does Not Meet Expectations (1) Meets Expectations (2) Exceeds Expectations (3) Assessment: Distinguishes current HRD gaps from systemic (non-HRD) gaps, anticipates HRD needs based on organizational strategy, and anticipates HRD needs due to changes in technology Displays little evidence of assessment or shows weak appreciation of organizational strategy in the attempt Displays moderate evidence of assessment or shows moderate appreciation of organizational strategy in the attempt Displays significant evidence of assessment or shows strong appreciation of organizational strategy in the attempt Design: Defines strategy, objectives, method (fitted to the training target—skill, knowledge, interpersonal competency, or experiential growth), materials, and media (classroom or technological) Defines few key areas of design or shows weak conception of the needed differences of method in the attempt Defines some key areas of design or shows moderate conception of the needed differences of method in the attempt Defines most key areas of design or shows strong conception of the needed differences of method in the attempt Development: Organizes content assets (developed in the design phase) to plan timely and logical delivery of all learning components with proper integration. Presents no clear delivery plan based on design components. Presents clear delivery plan based on design components, but logical linkages to implementation components are unclear. Presents clear delivery plan based on design components, with logical linkages to implementation components. Implementation: Determines contractor versus in-house facilitator, type of facility, use of technology, equipment, materials, scheduling/sequencing, constraints, and pilot test if feasible. Correctly specifies few implementation components or only demonstrates weak linkage to development in the attempt. Correctly specifies some implementation components or demonstrates moderate linkage to development in the attempt. Correctly specifies most components of implementation or demonstrates strong linkage to development in the attempt. Case Analysis Rubric #2- Written Communications Rubric MSHRM Program Dimension Exceeds Expectations Meets Expectations Does Not Meet Expectations Submission demonstrates content knowledge, understanding, and application gained from readings, videos, and other coursework or outside research Submission demonstrates an excellent understanding of subject knowledge and.

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