BUS 407 – Week 5 Discussion – Design Theory

Part1:

BUS 407 – Week 5 Discussion – Design Theory

Prepare

Watch the scenario below to prepare for this week’s discussion:

Training Design

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Download       a

transcript       of the video

Download       transcript of the video

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Respond

Based on the discussion preparation scenario, prepare a brief training cost analysis for a training program of your choice, including estimated time requirements for each task and relating those time requirements to the overall cost you have identified for the project. Then, briefly describe your strategy for implementation.

Part2:

Respond to classmate’s post (Monisha Z.)

Based on the scenario, I will conduct a brief training cost analysis for the “Calling for Effective Communication” training program.

*Training Cost Analysis: *

1. Needs Assessment (2 hours x $100/hour = $200)2. Training Objective Development (4 hours x $100/hour = $400)3. Training Program Design (8 hours x $100/hour = $800)4. Training Delivery (16 hours x $150/hour = $2,400)5. Training Evaluation (4 hours x $100/hour = $400)6. Training Materials and Resources (estimated cost = $1,000)

Total Estimated Cost: $5,200

*Implementation Strategy: *

1. Conduct a needs assessment to identify the specific communication gaps among call center employees.2. Develop a clear and relevant training objective that addresses the identified needs.3. Design a comprehensive training program that includes interactive activities and scenario-based simulations.4. Deliver the training program in an engaging and interactive manner, using experienced trainers.5. Evaluate the effectiveness of the training program using pre- and post-training assessments and feedback forms.6. Provide ongoing support and coaching to ensure the transfer of learning to the job. BUS407 Week 5 Scenario Script: Training Design
Slide # Scene/Interaction
Slide 1 Scene 1
Taormina Conference Room
Narration
Deborah: Hello! Are you ready to get
started?
Last week, we conducted a person analysis
to determine common elements affecting
performance.
Then, we concluded that the employees at
the call center definitely need some training
and development opportunities to address
the issues causing their performance gap.
Today we will start designing our training
program.
We should start by defining the objectives
of our program. What do you think?
Remember, training objectives refer to all
the objectives that are developed for the
training program.
Slide 2 Test your Knowledge
A good objective should have the
following 3 elements:
Desired outcome, conditions, and
standards. Correct! An effective
training objective should specify
what is expected to occur; under
what conditions is the outcome
expected to occur; and what
criteria signify that the outcome
is acceptable.
Budgeting, trainee population,
and purpose statement. Incorrect!
Budgeting for training is estimated
even before a TNA is conducted.
You know how to create an effective
training objective, correct? Let’s complete
a quick activity to make sure!
Deborah: Correct! An effective training
objective should specify what is expected
to occur; under what conditions is the
outcome expected to occur; and what
criteria signify that the outcome is
acceptable.
Incorrect! Budgeting for training is
estimated even before a TNA is conducted.
Even when the organization is not clear of
what training is required, the budget is
always considered at the beginning of any
research effort. Trainee population has
been already identified when we conducted
the training need analysis. Also, the
purpose statement is the summary of the
training objectives.
Even when the organization is not
clear of what training is required,
the budget is always considered at
the beginning of any research
effort. Trainee population has been
already identified when we
conducted the training need
analysis. Also, the purpose
statement is the summary of the
training objectives.
Slide 3 Scene 2
Deborah’s Office
Deborah: Well done! A good training
objective must specify the desired
outcome, the conditions, and the standards.
Our next step is to develop our training
objective. A well-defined training objective
will ensure the success of the training
program. Remember, the training objective
must be clear and relevant, and most
importantly, they must be communicated
with the audience that will receive the
training,
Can you do that today? (pause)…Great!
Remember, when writing a training
objective, we must think not only about
what will be learned, but also about how
the learning will be demonstrated.
Also, keep in mind that we are designing a
training program to address the lack of
communication among co-workers and
direct supervisors.
Slide 4 Test your Knowledge
Which of the following objectives
seem to be the most effective for our
training proposal:
At the completion of the training,
the trainee will be able to use three
different communication strategies
that fit the employee’s personality to
address a conflict during a
managerial meeting. Correct! This
training objective has the three
components studied before. Desired
outcome (the trainee will practice
learned concepts, which will be
eventually transferred to the job),
conditions (the trainee will simulate
a meeting scenario) and, standards
(the trainee must solve the conflict).
At the completion of the training,
the trainee will be able to address
communication gaps among
participants. Incorrect! This objective
is vague and it doesn’t have the three
components of a good objective:
desired outcome, conditions, and
standards.
At the completion of the training,
the trainee will be able to recite all
communication strategies learned
during the training session as
confirmation of the learning
experience. Incorrect! This objective
is not effective. The employee will
memorize concepts; however, without
practicing them, the transference of
learning is not guarantee. Moreover, it
doesn’t have the three components of a
good objective: desired outcome,
conditions, and standards.
Deborah: Correct! This objective has the
three components of an effective training
objective. First, desired outcome (the
trainee will practice learned concepts,
which will be eventually transferred to the
job), second, conditions (the trainee will
simulate a meeting scenario) and, third,
standards (the trainee must solve the
conflict).
Incorrect! This objective is vague and it
doesn’t have the three components of a
good objective: desired outcome,
conditions, and standards.
Incorrect! This objective is not effective.
The employee will memorize concepts;
however, without practicing them, the
transference of learning is not guarantee.
Moreover, it doesn’t have the three
components of a good objective: desired
outcome, conditions, and standards.
Slide 5 Scene 3
Deborah’s office
Slide 6 Scene 4
Hallway
Deborah: Great job completing this
activity. You have written a solid training
objective.
Now, we have to meet with Ron to get his
input.
Ron: Hi Deborah! How are you?
Deborah: Good Ron, thank you for asking!
And you?
Ron: Good too.
Deborah: My training specialist has
written the training objective. We would
like your feedback. Do you have a few
minutes?
Ron: Of course. But first, let me call Alex.
She has very good critical thinking skills.
She’s a big help to me on this team.
Deborah: Excellent!
Slide 7 Scene 5
Training Center
Alex: Hi all! How can I help you?
Ron: Well, Alex, Deborah and her training
specialist have written the training
objective. They want us to provide some
input.
Alex: (reading some papers). Well, I
would like to have the name of the training
to ensure the validity of this objective.
Deborah: Good thinking! The training
program should be called: Calling for
Effective Communication. This could be a
good title, as we are addressing a need at a
call center.
Alex: Sounds good to me! Well, the
training objective seems to cover all the
needs that were brought up by us.
Deborah: Alex brought a good point to our
training proposal. The name of our training
program should be connected to our
objective.
Slide 8 Scene 6
Deborah’s Office
Deborah:
Let’s review what we have done today.
All of our activities focused on designing
our training program.
We reviewed the critical components of a
good training objective.
We used a panel of experts to validate the
accuracy of the training objective.
Finally, we gave a name to our training
proposal, ensuring connection with the
training objective.
That’s what I call a good job!
Please participate in discussions about the
topics we covered today, as well as
completing relevant e-Activities.
See you soon!