Assignment 2: Designing a Training Program Due Week 8 and worth 300 points Create a written proposal in which you detail the complete design of an employee training program. Write a six to eight (6-8) page paper in which you: Design a two (2) day training program for a group of twenty (20) employees.Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training.Develop the training objective for this program based on an analysis of the business.Determinethe training cost for the training program you are proposing. Include adetailed breakdown of time allotted for each piece, the subsequent costanalysis, and the total cost for the project as a whole.Selectkey training method (s) to deliver the program to employees, such as ane-Learning module or a one-day face-to-face training program.Create an agenda of activities for the training program.Useat least five (5) quality academic resources in this assignment. Note:Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Betyped, double spaced, using Times New Roman font (size 12), withone-inch margins on all sides; citations and references must follow APAor school-specific format. Check with your professor for any additionalinstructions.Include a cover page containing the title of theassignment, the student’s name, the professor’s name, the course title,and the date. The cover page and the reference page are not included inthe required assignment page length. The specific course learning outcomes associated with this assignment are: Identify when to conduct a Training Needs Analysis (TNA). Analyze the various approaches to performing a Training Needs Analysis.Develop strategies for training design.Use technology and information resources to research issues in training and development.Write clearly and concisely about training and development using proper writing mechanics. Click here to view the grading rubric for this assignment.Design a two (2) day training program for a group of twenty (20) employees. Thisquestion required a response similar to the material on pages 134 -138, 194 – 195, 306 – 311, and 337 – 344. This was a lengthy responseand contained parts of some of the following questions. It is not anagenda. That is question six. Please reread the pages to see how aproper Training Program of any length should be created.Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training. TNA’sare either proactive or reactive and both provide an organizationalanalysis, an operational analysis, or a person analysis. These items need to be identified in your response of the question. Pages 124 – 129Develop the training objective for this program based on an analysis of the business. Basedon the choice or proactive or reactive TNA, and an operational,organizational, or person analysis, your objectives need to address thetraining needs and be focused on either the trained reaction, learning,transfer of training, or organizational outcome. Pages 152 – 158Determine the training cost for the training program you are proposing. Includea detailed breakdown of time allotted for each piece, the subsequentcost analysis, and the total cost for the project as a whole. This should be a chart or table similar to the one on page 151, or for e-training on pages 266 and 267. You should have a list of training items as well as personal costs listed with their respective costs AND a total cost.Selectkey training method (s) to deliver the program to employees, such as ane-Learning module or a one-day face-to-face training program. ChapterSix was all on training methods with a chart on page 237 listinglecturettes, open discussion, demonstrations, small-group discussion,equipment simulators, business games, memory games, in-basket and casestudies, role-play, behavior modeling, task-related exercises oractivities, coaching and mentoring. Create an agenda of activities for the training program. An agenda should contain some of the following traits: Type the name of the training at the top of the agenda. Add the date, time, and location of the training. Make a list of the items you need to cover. Forinstance, if the training session is on Fire Safety, some of the itemsto be covered might include Electrical Safety, Fire Hazards, andEmergency Evacuation Plans. Organize the items in the order to be presented. Put them into a logical sequence. Forinstance, it may not make the most sense to start Fire Safety trainingby going over the Emergency Evacuation Plans before explaining how toidentify fire hazards. Start the agenda with Introductions and end with Questions and Answers. Assign each topic item a bullet point or a numeral. Includethe name of the individual responsible for presenting a particular itemif more than one person is conducting the training. Review the agendato verify it includes everything. Compare the duration of the trainingto the amount of information on the agenda. Adjust the agenda if you feel that the training will run over or run short.Afew days ago, I posted an announcement that answered questions aboutAssignment 2. A common question that often comes is, ‘I can’t findspecific information about a company’s compensation plan.’Keepin mind that a compensation plan is a broad topic. It includesincentives, benefits, and other aspects of an employee’s totalcompensation. Specifics regarding how much people are paid, pay scales,etc., are not going to be published. But this isn’t the only aspect ofa compensation plan. You have to look at what a company is doing interms of all areas of compensation. Thekey to most of the questions in this assignment is making ‘educatedassumptions.’ What I mean is, you have to look at what information isprovided and make the connections to the concepts discussed in thetextbook. It’s like the discussion question that dealt withdiscretionary benefits. Companies don’t usually pull benefits out of ahat, there is usually a reason most benefits are offered. For example, awellness program might improve the health of employees, which in turndecreases the claims to the health insurance carrier thereby decreasingthe company’s costs. Thekey to this assignment is making those connections between what youknow about the company and what you know about the concepts discussed inthe textbook. As I’ve mentioned before, we have to think like acompany executive, not an employee. Of course an employee wants lots ofbenefits, bonuses, high pay rates, regular increases, etc. But thisisn’t reality and we need to address why compensation decisions are madeby a company. This requires analysis and connecting what a company isdoing to what you know about strategic compensation.Remember,this isn’t a biography of a company. We’re past that type of essay;rather, we need to apply analysis and make interpretations of the datawe uncover with thorough research.
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