MGT 430 This course provides a wide range of university students-centered service

1. MGT 430 Module 2 Assignment 2 Needs
Assessment
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your assigned classmate(s) have formed a human resource consulting
company. You have been hired to provide training to the sales force for
an automobile dealership. As part of your preparation for this consulting
engagement, you and your team members must determine how best to
approach the automobile dealership to engage the interest of the decision
makers. Your part of this assignment is to propose the types of needs
assessment tools that could be used to determine how to design and
develop the automobile dealership’s training programs. These could
include software, models, or analysis methods. Once you complete your
need assessment, you must now meet with the owner of the dealership to
discuss the needs assessment.
From the perspective of a team member, write a three to four (3-4) page
paper in which you:
1. Prepare, in outline form, the process your team could use to conduct
the needs assessment for your client based upon the articles you
selected.
2. Identify two (2) possible impediments to this approach and discuss
how you will overcome them.
3. Evaluate the feasibility of your approach to what is commonly done in
the field.

2. 4. Explain why your needs assessment is critical to the development of
the training program you plan to deliver.
5. Use at least two (2) quality academic resources in this assignment.
Note: Wikipedia and other Websites do not quality as academic
resources.
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MGT 430 Module 3 Assignment 2 LASA 1
Training Program Design
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Assume you have been hired as a training consultant by a medium sized
technology company. Your client company has asked you to develop
and make a presentation for an employee training and career
development program. The majority of the company’s employees are
entry level programmers and developers and help desk technicians, but
they also employ administrators and administrative assistants. The client
company is looking for a training program which can be used for all of
their employees. The goal of the training program is to introduce the
new employees to the company, their culture, their product offerings and
the company’s expectations. The training should also re-familiarize
veteran employees to the company’s mission to create a sense of
excitement towards carrying out the vision.
Use the Training Program Design worksheet which is located in the Doc
Sharing area to design your training program.
After you have completed the Training Design Worksheet, use that
information as a guide to develop a 15-20 slide PowerPoint presentation
to present your training ideas to the client company. Make sure to

3. include detailed speaker’s notes which provide adequate information on
what you would say to your client if you were presenting this
information in person. Incorporate at least three references to support the
positions being presented. Apply APA standards for writing style to your
work. Submit the PowerPoint presentation for grading.
Your PowerPoint presentation should include a title slide, a reference
slide and address each of the following elements:
1. Training Description:Write 2–3 sentences that describes the
training and a concise statement of the overall purpose of the training.
2. Objectives: Include the objectives(at least 3)of the training
program. List the intended results of the training that will achieve the
goal in terms of knowledge, skills, behaviors, and attitudes. The
intended results should have specific and measurable tasks or actions.
3. Training Method:Evaluate the following training methods and
determine which might be most effective in achieving the stated
objectives you included above. List your chosen training method for
each objective you listed including one potential advantage and
disadvantage of each.
· Large group, small group, or paired discussion
· Individual exercise
· Team exercise
· Case study
· Role play
· Simulation
· Audiotape
· Videotape
· Interactive multimedia (PC-based or CD ROM)
· On-the-job training
· Coaching or mentoring
· Lecture
· Tutorial
· Games
· Assigned reading
· Other (specify)

4. 4. Content Description: Provide a description of the activity that
corresponds with your designated training methods listed above.
5. Support Materials:Identify the materials and resources that will
support the learning process (e.g., workbook, handouts, action plan,
etc.).
6. Estimated Time:Indicate how much time you will devote to each
activity.
7. Evaluation:What needs of the participants are being addressed in
the training design? How will you determine if participants are applying
their learning back on the job?
8. Effective Design:Describe how each of the seven steps above can
be used to design an effective training model that addresses all jobs
within the organization and promotes employee engagement.
Career Progression: Explain which of these seven steps you consider
most important to long-term career progression within your client
company. Provide reasons and scholarly support, as necessary, for your
choices.
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MGT 430 Module 4 Assignment 2 Applying the
Learned Information from a Career Self-
Assessment
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Organizations today have adopted innovative measures to retain key
talent and reduce turnover. These measures include dual-career paths
and alternative or flexible work arrangements. In addition, some

5. organizations also provide their employees with outplacement,
recruitment, and coaching services.
Managers should know and understand how to develop an employee in
his/her preferred career path. In order for the assessment data to be
beneficial to the employee, the manager should understand and know
how to interpret the data. For this assignment, you will conduct an
interview with someone who is in or has been in a management position
and write a 4-5 page paper covering the following items:
· What value does the manager you interviewed place on career
self-assessments?
· What role does the interviewee play in helping his or her
employee reach their career objectives? Does the manager see any room
for improvement in this area? Why or why not?
· Based on your interview, outline proactive approaches employees
can employ to gain assistance from his/her manager to advance within
the organization and discuss how the information gathered from a career
assessment can be used to promote internal career development
In addition, address the steps the employee can take to ensure assistance
is received on a continual basis from the manager to promote workplace
self-development.
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MGT 430 Module 5 Assignment 1 LASA 2
Employee Development and Performance
Appraisal
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6. You are the vice president of a human resources department and Susan
has been your executive assistant for one (1) year. She effectively
completes her given assignments, sometimes ahead of schedule. Susan
has a welcoming personality and is commended on her willingness to
help when asked. As a result of her efficiency, Susan often has spare
time on her hands.
In several conversations, you have spoken with Susan about taking a
proactive stance and involving herself in the business to increase her
knowledge base. You have suggested she attend strategic planning
meetings, shadow other Business Partners, and take professional
development courses geared towards human resources. Susan has not
incorporated any of these suggestions.
The organization promotes and encourages employee development and
has a requirement of 24 professional development (PD) hours for each
employee per annual review cycle. As VP of the department, you have
offered to mentor Susan; yet she has not taken advantage of the offer.
Given Susan’s capabilities and potential, you want to mutually establish
future performance goals and developmental opportunities to enhance
her effectiveness and maximize her organizational contributions.
Susan’s professional appearance and interaction with co-workers is
superb. When asked to complete a task, she fulfills the assignment
willingly and with very few errors. She is well liked and respected by
her peers. She has impeccable oral and written communication skills.
Overall, you are pleased with her performance but want to see Susan
take initiative to seek out tasks to complete rather than waiting to be told
what to do.
As the VP of HR, you have been tasked with a two part assignment. In
part one of this assignment you will explain the importance of
performance appraisals, analyze the essential elements which should be
included and describe how performance appraisals can be used to
promote employee growth. In part two of this assignment you will create
a performance appraisal for Susan.
Your paper should be 8-10 pages in length incorporating both parts I and
II. You can either design a performance appraisal document or use an
existing template. The performance appraisal should be no more than 3

7. pages of the total page count for the assignment. Be sure your paper
addresses all of the following components:
Part I: Importance of Performance Appraisals:
· Explain how performance appraisals can be used as part of
employee development.
· Explain why rankings are given to employees and the advantages
and disadvantages of including rankings.
· Address why organizations should deliver appraisals in a timely
manner to employees.
· Discuss the advantages and disadvantages of three different types
of performance appraisals. Make a recommendation of which type of
performance appraisal is most appropriate for Susan.
· Provide suggestions on how the manager can give feedback on a
continual basis to the employee to encourage continual development.
Part II: Susan’s Performance Evaluation
As the VP of HR, you are providing Susan with feedback on these areas
and suggesting ways to develop in the areas where she is not meeting
expectations as outlined in the scenario. The performance appraisal
directly ties to compensation increases. The appraisal should highlight
achievements over the past year; while addressing expectations and
setting goals moving forward.
The performance evaluation should address the following areas:
Professional Development
Job performance
Communication – internal and external
Professional Demeanor
Working relationships