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Training Design and Evaluation

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Executive Summary
Skilled employees are essential to maintaining a successful organization. Many organizations face a lack of corporate-wide training which result in miniscule competencies. U.S. Employees are receiving more annual hours of training, according to the American Society for Training and development (ASTD) 2005 state of the industry report, which found an increase in average hours of formal learning per employee from 2004-2005 (HR.Com Limited, 2010).

The fundamental objective for a training design include the following attributes:
Training Design Objective
? To promote an exceptional learning experience for new employees.
? Enhance the quality of organizational effectiveness.
? Sharpen the skills and attributes of new employees to maintain competitive advantage.
? To inform new employees of new trends and technological advancements.
? To develop top-tier performers.

Alternative Source for the Desired Program-sources should include data collection resources that will assess the training needs to implement such as:

? "Interviews/surveys with supervisors/managers.
? interviews/surveys with employees.
? employee performance appraisal documents.
? organization's strategic planning documents (Business Performance, 2010).
? organization/department operational plans.
? organization/department key performance indicators.
? customer complaints.
? critical incidents.
? product/service quality data." (Business Performance, 2010)

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https://brainmass.com/business/competitive-advantage/training-design-and-evaluation-328396

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Executive Summary

Skilled employees are essential to maintaining a successful organization. Many organizations face a lack of corporate-wide training which result in miniscule competencies. U.S. Employees are receiving more annual hours of training, according to the American Society for Training and development (ASTD) 2005 state of the industry ...

Solution Summary

Executive Summary
Skilled employees are essential to maintaining a successful organization. Many organizations face a lack of corporate-wide training which result in miniscule competencies. U.S. Employees are receiving more annual hours of training, according to the American Society for Training and development (ASTD) 2005 state of the industry report, which found an increase in average hours of formal learning per employee from 2004-2005 (HR.Com Limited, 2010).

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Assessing Learning

I need the assistance using the ADDIE model here's the problem.

For this part of your instructional design, you are responsible for the following tasks:

Design an assessment/evaluation strategy & plan.
Explain how the plan provides evaluation across the full scope of your instructional design project and process.
Explain how the plan uses characteristics of criterion-referenced evaluation.
The design must include both formative and summative evaluation systems.
Include plans for both immediate and long-term evaluation of results.
Do not create detailed instrumentation. This is a strategic planning document.

I need help getting started. Thank you.

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