102. Follow the instruction to write 2pages activity using the template All the work must be originalTurn it in report is required
unit_7_activity_shell.doc

ex_training_preparation_steps_activity_1_.doc

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Training Preparation Steps Activity
STEP 1:
Review the outline below as it will inform how you complete the
activity.
Moving From Needs Analysis to Training Outcomes
Problems =
Goals
=
Objectives =
areas/processes that merit improvement
long-term outcomes to be accomplished
measurable steps to be taken to meet goals
1.
Identify and present problems to the organization/department/unit.
2.
Identify the training goals (for the organization/department/unit).
3.
Translate those goals into measurable steps to be taken to meet goals that are
specific to the group involved in the training.
STEP 2:
Consult the example below to see how to provide/present problems,
goals, and objectives.
Problem:
Employees do not feel they receive adequate feedback about how they
are performing.
Goal:
To improve the feedback process in the organization.
Objectives: Creating a formal feedback process.
Creating routine scheduled feedback sessions.
Training managers to provide constructive feedback.
Training employees how to respond to constructive feedback.
STEP 3:
Complete the remaining examples by providing goals and objectives
that would accompany the problems presented.
Example 1
Managers do not feel the customer service representatives are dealing politely with
the customers.
Goal:
Objectives:
Example 2
Employees feel the need for and nature of organizational changes should be
communicated more clearly to the staff.
Goal:
Objectives:
Example 3
Managers do not feel employees embrace the organizational mission statement.
Goal:
Objectives:
Example 4
Mid-level managers report that the do not have a clear sense of how their
responsibilities are different from the groups of employees they oversee.
Goal:
Objectives:
Training Preparation Steps Activity
STEP 1:
Review the outline below as it will inform how you complete the
activity.
Moving From Needs Analysis to Training Outcomes
Problems =
Goals
=
Objectives =
areas/processes that merit improvement
long-term outcomes to be accomplished
measurable steps to be taken to meet goals
1.
Identify and present problems to the organization/department/unit.
2.
Identify the training goals (for the organization/department/unit).
3.
Translate those goals into measurable steps to be taken to meet goals that are
specific to the group involved in the training.
STEP 2:
Consult the example below to see how to provide/present problems,
goals, and objectives.
Problem:
Employees do not feel they receive adequate feedback about how they
are performing.
Goal:
To improve the feedback process in the organization.
Objectives: Creating a formal feedback process.
Creating routine scheduled feedback sessions.
Training managers to provide constructive feedback.
Training employees how to respond to constructive feedback.
STEP 3:
Complete the remaining examples by providing goals and objectives
that would accompany the problems presented.
Example 1
Managers do not feel the customer service representatives are dealing politely with
the customers.
Goal: Customer service representatives should deal politely with the customers.
Objectives:
Training customer service representatives about how to deal with customers
politely.
Improving the customer services.
Creating customer services feedback systems.
Example 2
Employees feel the need for and nature of organizational changes should be
communicated more clearly to the staff.
Goal: Figure out the organizational changes about the staff.
Objectives: Improving the communication about the nature of organizational
changes between employees and staff.
Example 3
Managers do not feel employees embrace the organizational mission statement.
Goal: Improving employees organizational mission statement.
Objectives: Creating the mission statement course studying.
Given presentation to those employees about company’s mission.
Example 5
Mid-level managers report that the do not have a clear sense of how their
responsibilities are different from the groups of employees they oversee.
Goal: different groups of employees should know their different kinds of
responsibilities clearly.
Objectives: Divided the workload clearly between different employees.

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