See the attached file.
1. Training is not always the answers to a performance gap. Identify and explain four other possible causes of a performance gap (20)
2. When analyzing training needs at the organizational level there are a number of different types of review. Identify and explain TWO (20)
3. What questions might a trainer ask when evaluating the design of one of their training courses identify FOUR (20)
4. Identify and explain in detail 3 reasons for our purposes of evaluation ( 20)
5. Evaluation can take place at a formal and/ or informal level. Explain the difference between these two types of evaluation using examples to help you (20)
6. When assessing the effectiveness of a training course, what specifically would you try to evaluate ? explain your answer?© BrainMass Inc. brainmass.com June 4, 2020, 3:55 am ad1c9bdddf
This is what I have outlined for you. I did not have access to the book. Make sure that number 3 is what the instructor meant. I reviewed the PP to identify the information, but the explanations were from my own knowledge. Please verify with the lectures the information based on what your instructor said. There were no notes in the pp's provided.
1. Training is not always the answers to a performance gap. Identify and explain four other possible causes of a performance gap
If a job is not designed well, there will be a performance gap. When proper materials or resources are not available, if it takes too much time to set up or change equipment, this can delay a job and provide a gap in performance. For example, if a receptionist must make copies of every document and the printer or copier is in another room, the receptionist must get up and go to that room, taking time away. If the equipment was located near the desk, then this would provide faster access to completing the tasks. If equipment is not up to date or in poor condition, this can also create gaps. This also leads to another possible gap. Any job that causes problems such as poor ergonomics can also provide gaps due to the uncomfortable nature of the work.
Technology is another cause of performance gaps. Technology that is not up to date, or does not suit the jobs or company can cause performance gaps. A good example is a new computer system that takes information and creates forms, but does not function with the legacy database. Technology that does not allow for proper communication, document filing, interaction between departments or locations can slow down work and create performance gaps.
Communication, through technology or personal interaction, must be clear and concise. If there are problems communicating instructions jobs are not performed properly. If communications are slow or there are language barriers, then there can be performance gaps. There can also be issues with people do not share information or knowledge or when departments do not communicate. Another communication that can ruin performance is when there are unclear work expectations, managers not defining expectations. Lack of enthusiasm, poor use of email or other technology can also be problems for communication.
Rewards and incentives can be a problem if they are either lacking or not appropriate to the job. ...
The solution discusses training and the performance gap.