Human Resources: Training Program Development

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Question Description

Assignment Option #2: Training Program

The Portfolio Project is due at the end of this week.

For this Portfolio Project option, you will choose and build a training plan. Identify a common training problem that organizations struggle with and the best way to address this problem. Examples include: change management, technology implementation, communication, team building, and conflict resolution. Also, determine how to implement the training by identifying the method of delivery. Follow these steps:

  • Write the report.
  • Prepare the PowerPoint presentation.
  • Proofread and submit both items.
  • Congratulate yourself on what you have accomplished!

The report/presentation must include:

  • An eight to 10-page double-spaced paper (not counting the cover page, abstract, and reference page) with appropriate references. Make sure your paper is formatted and cited according to the CSU-Global Guide to Writing and APA Requirements.
  • An executive-level presentation (summary) not to exceed four PowerPoint slides.

The report must include the following items:

  1. Identify what the problem is and what type of training is being proposed. Relate this to the organization’s strategic imperatives.
  2. Prepare an overview of why the training is needed. Include the learning objectives that you have identified for the program.
  3. Research best practices on how to train toward this problem. Discuss what other organizations have done to train on this topic. You can include White Papers.
  4. Create a flowchart of the process to conduct research and collect data for decision making (which does not have to fit any specific process form; just make it clear).
  5. Outline an abbreviated needs analysis, including a high-level assessment of skills, costs, and risks.
  6. Propose high-level training solutions, including recommendations and justifications for development, implementation, technologies, and assessment type (or justification that training is not a solution that will adequately address the issue, and present a proposal for a non-training solution).
  7. Write a conclusion that reiterates the recommendation and ties it back to the best practices of other organizations.

For project details, see the Portfolio Project description, which can be accessed from the Week 8 Assignments page.

Tutor Answer

Nginah
School: Cornell University

use the second attachment.

Running head: CHANGE MANAGEMENT TRAINING PROGRAM DEVELOPMENT1

Change Management Training Program Development

Name

Institutional Affiliation

CHANGE MANAGEMENT TRAINING PROGRAM DEVELOPMENT

2

Change Management Training Program Development

Problem and What Type of Training Being Proposed

Organizational change management entails transitioning an organization, individuals, and
groups from their prevailing to new state. It I useful for an organization to integrate and align people,
strategy, processes, and culture and managing people, who are the most fundamental part of change.
The size and complexity of an organization are crucial components of the organization change
management approach (Lewis, 2012). The present paper outlines the training proposed for change
management in an organization. All organizations face change and need to define and adopt
corporate frameworks, procedures, technologies, and structures to address changes in external and
the business environment. Successful organizations deal with change coherently and succeed in
generating benefits from changes and improvements to business (Lewis, 2012). There are various
forms of change that organizations deal with: changes in scale, personnel, technology, service
offerings and legislative changes. Management of change is crucial to a robust, valuable company
and ensuring that procedures and methods are standardized to efficiently and promptly handle
change. Change management ensures that there is a standardized and formal methodology that a
company can employ to handle documented change from inception, approval, and implementation.
The objective of change management process is controlling the lifecycle of changes, ensuring that
there are beneficial changes that minimally disrupt services (Lewis, 2012). The purpose of change
management training is to use the Prosci ADKAR Model that is a goal-oriented change management
model that will guide individual and organizational change.

Why the Training is Needed?

CHANGE MANAGEMENT TRAINING PROGRAM DEVELOPMENT

3

Training is required to allow leaders and members of the change management team to focus
activities on the objectives that will drive individual change and hence realize organizational results.
The ADKAR model offers clear objectives and results for change management activities. The
training will provide a simple and user friendly framework for members of the organization to think
about change. Employees, management, and executive leaders will employ the framework to
describe and discuss change. The training will ensure that after the process, the employees will be
able to:

i.

Respond to changing business requirements and maximize value and minimize incidents of
rework, disruption.

ii.

Respond to requests for change that will align business needs and services.

iii.

Ensure recording and evaluation of changes, and that authorized changes are given priority,
planned for, tests are conducted, implementation, documentation, and review in the
appropriate manner.

iv.

Optimize business risk.

v.

Manage changes in order to optimize risk exposure, reduce severity of impact and disruption,
achieve success, and stakeholders have timely and appropriate communication to ensure
general awareness and readiness for adoption and support for change.

Best Practices on How to Train Toward this Problem....

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Review

Anonymous
Thanks, good work

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