BUS680 Ashford Week 4 Two Day Workshop Training Development PPT

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Week 4 - Assignment

Training Development

Last week, you submitted a proposal for the design of a two-day workshop to train managers on how to use effective feedback skills when delivering one-on-one performance reviews to employees. Design a 15-20 slide PowerPoint presentation that would be used in this training workshop (excluding the title and reference slides). Use the features of PowerPoint to effectively present the material to managers. Create a professional visual using various design elements, such as: background, color, font style, animations, transitions, audio, images, etc. Include approximately 50 words of speaker notes on each slide (a total of approximately 750-1,000 words). These notes are the a facilitator’s script. Identify at least three specific learning objectives for this training (making any necessary modifications to the learning objectives that were submitted in the proposal last week).

Your introductory slide must include a clear and concise description of the training. Your presentation must also include citations and references from the Blanchard and Thacker (2013) text and at least three additional scholarly sources. Your final submission should include: 1) the PowerPoint with facilitator notes, and 2) a comprehensive APA-formatted Word transcript of all slide notes/ facilitator’s script (a total of approximately 750-1,000 words), including a reference page.

Paper attached from last week

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Running head: TRAINING DESIGN PROPOSAL Training Design Proposal Angelia Lucas BUS 680 Training and Development Instructor Sean O’Leary June 3, 2019 1 TRAINING DESIGN PROPOSAL 2 Introduction Useful feedback in an organization is critical in the determination of the performance of employees as well as the identification of points where improvements are necessary. There is a need for managers to provide effective communication essential for enhancing employee skills and providing adequate feedback to ensure the smooth flow of operations in an organization. The inability of the managers of an organization to provide proper feedback to employees leads to the creation of a defensive rather than a responsive team of employees. As such, managers will start to fear initiating performance discussions resulting in the loss of innovation prospective in an organization. Training is vital in creating and fostering a healthy dialogue between employees and the management of a firm necessary for optimal performance and productivity of an organization (Busser, 2012). The training program will be essential in improving the feedback for organizational success. One hundred managers will attend the two-day training seminar on practical feedback skills to support optimal performance of the organization. During the training, managers will be equipped with the skills necessary to provide useful feedback to employees during employee performance reviews that are conducted from time to time (Gregory & Levy, 2012). The training will also offer in details the importance of feedback as well as the critical features of useful feedback. The training will also capture in more information on various feedback techniques that can be applied by managers as well as the feedback provision process. Training Design The design of the training program is dependent on various organizational constraints such as the availability of facilities, staff to cover multiple operations during the training as well as the most appropriate training technique to adequately cover the training needs of the selected TRAINING DESIGN PROPOSAL managers (Blanchard & Thacker, 2013). The teaching workshop will be done for two days, with 8 hours daily dedicated to the exercise. The program will be conducted in the company's main conference hall to take advantage of the facilities and equipment as well as the adequate space characteristic of this room. The managers will be divided into two groups of 50 managers each. The division seeks to ensure the availability of a group sufficient to allow free interaction and cooperation between the training specialists and the managers. During the first day of the training, one group will learn the theoretical aspects of feedback through the application of various training techniques, analysis of case studies, and discussion. This bit of the training will be conducted in the conference hall, with a capacity of holding 70 individuals each equipped with a laptop for ease in access to training materials. The room also has a protection screen allowing for power-point exhibition as a graphic aid critical in enhancing the efficiency of the training workshop. The other group of 50 managers will begin with the practical part of the training through role plays and analysis of various scenarios to support the need for adequate and useful feedback in an organization. The managers will analyze different situations captured in the training program to recognize the value and benefits of sufficient feedback for organizational performance. The second day of the training will see the change of group settings to allow the first group to learn the practical bit of useful feedback while the second group gets trained on the theoretical aspects of feedback. The training will apply the use of the company's internal resources necessary for supporting managers to acquire the essential skills, knowledge, and tools needed for the provision of useful feedback. 3 TRAINING DESIGN PROPOSAL 4 Training Content The training will begin with managers being allowed to evaluate their current feedback abilities. This will be made possible through the provision of a self-assessment form and a questionnaire requiring the trainees to provide answers to a series of questions aimed at the evaluation of the feedback skills. At the end of the various sessions, the managers will be given a chance to fill the forms to determine any changes in responses following training. PowerPoint presentations will be conducted to make various illustrations regarding the importance of effective feedback as well as analysis of different scenarios for an in-depth understanding of the multiple aspects of feedback. The content of the training will also cover information relating to common mistakes in the provision of feedback as well as the creation of a positive environment and the most appropriate techniques that could be applied by managers such as the 360-degree approach (Xue, Bradley, & Liang, 2011). This technique allows managers to produce feedback to employees through self-assessment of employees on specific items and the outcome of the assessment will be vital for managers in the determination of the appropriate feedback techniques for the overall performance and productivity in an organization. Learning Objectives The training objectives for the two-day training workshop would include steps towards effective feedback mechanism, development of adequate feedback skills for managers as well as planning useful feedback. The managers will learn critical feedback techniques to support improved coordination and cooperation within the organization. The managers will understand the importance of user feedback directed at providing employees with reinforcement and redirections as well as the ability of the feedback techniques to be supportive and goal oriented TRAINING DESIGN PROPOSAL toward the achievement of the overall goals of an organization. The training will sensitize the need for managers to use feedback for the overall good of the organization. Planning useful feedback in an organization is a critical move allowing managers to ensure the provision of adequate and detailed feedback. It also allows for the identification of specific job performance outcomes as well as the issues and behaviors that require redirection or reinforcement to ensure overall performance and productivity in the organization. The feedback needs to be productive, with a focus on the future and the strategic direction of an organization. The training workshop will emphasize the need for effective feedback to address any performance gaps as well as providing the most appropriate solutions to bridge the existing gaps (Daft, 2015). During the presentation of input about employees, managers should adequately identify the behaviors that need modification and consequently communicate effectively to employees displaying such actions as well as the most appropriate measures to be adopted to bridge the gaps. The leaders may then progress with any proper specifications to make sure that the employees understand the purpose of feedback. There is a need for managers to remain collective and calm while providing feedback to employees. Feedback should also be given at the suitable time and place as well as ensure the provision of detailed information regarding employee’s performance and behavior. Other critical skills to be emphasized in the training workshop include practical listening skills as well as useful communication capabilities. Managers must be careful in the selection of the appropriate communication style for the provision of employee feedback. 5 TRAINING DESIGN PROPOSAL 6 References Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc. Busser, D. (2012). Delivering effective performance feedback. T + D, 66(4), 32-34. Retrieved from http://search.proquest.com/docview/1016794772?accountid=32521 Daft, R. L. (2015). Organization theory and design. Cengage learning. Gregory, J. B., & Levy, P. E. (2012). Employee feedback orientation: Implications for effective coaching relationships. Coaching: An International Journal of Theory, Research and Practice, 5(2), 86-99. Xue, Y., Bradley, J., & Liang, H. (2011). Team climate, empowering leadership, and knowledge sharing. Journal of knowledge management, 15(2), 299-312. ...
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henryprofessor
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Introduction


 Welcome to this training session. The training is critical for the
development of competence necessary for ensuring a happy
and motivated team of employees through the most
appropriate feedback mechanisms. It is crucial to note that the
session aims at achieving the following objectives:
✓ Development of knowledge and skills on the application of
useful feedback in your organization.
✓ Assessment of our present levels of skills in the provision of
feedback.
✓ Effective ways to achieve useful input for the overall good of
the company.

History


 It has been established that proper feedback mechanisms are vital to
the achievement of organizational goals.
 The approach supports the management of an organization in the
creation of a united workforce with a concerted effort towards the
achievement of collective goals.
 Useful feedback is also critical for the employee as they become
aware of the areas that need improvement as well as those they are
doing well. As such useful feedback provides a win-win situation for
both the management of the company as well as its employees.

Effective Feedback


 Feedback is said to be effective when the recipient can receive the
information and consequently adjust his/her behavior accordingly. It is a
change agent in the direction of the organizational culture requiring
employees to behave in a particular manner for the overall outcome in the
firm (Gregory & Levy, 2012).
 Feedback should be taken as criticism of employee behavior. It should
not come out in the form of condemnation or judgments. Feedback is
critical for positive learning environments.
 Effective feedback is associated with the spirit of improvement of
individuals and teams in an organization. Feedback moves an individual
toward the best version of themselves in the delivery of work-related
activities as well as in their personal lives.

Characteristics of Effective
Feedback



 Various features characterize effective feedback:
➢ Feedb...

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