Personal Development Plan Presentation

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Technology Tools for Training

 E-Learning– This tool offers so much for organizations.  The can expand globally while speeding the process of development and new products.  This allows training to be delivered faster to more people in a short amount of time.  Noe (2013) explains how research and companies suggest that e-learning is effective for a wide range of outcomes, including knowledge, skills and behaviors.  I think this is why e-learning will be one of the most effective training tools that will last for years.

Blended Learning– Blended learning interacts both face-to-face and online learning.  This can have several advantages over traditional face-to-face or online learning.  Providing increase learner control, self-directedness and allowing the learner to take more responsibility for their learning.  Although this can be more demanding for some learners due to the two learning approaches, it can be beneficial once implemented correctly.

Social Media- interactive communications helps others to create and exchange user-generated content.  This can include blogs, wikis, micro-sharing sites and networking sites.  These can provide links to resources related to learner content.  This tool will sustain for years because it will link learners before, during and after training events.  As the new millennials and gen x are moving to the forefront of the workforce, networking is the most important.

Shared Workspaces- Campo & De Vrieze (2007) explains collaboration is at the heart of this generation’s workplace–the new infrastructure of the Web 2.0 that allows co-participation and collaboration among workers from all segments, worldwide, to share knowledge easily, with little cost.

 

 

Campo, M.A. & De Vrieze, L. (2008). Instructional Design Model:Blending Digital Technology in Online Learning. In J. Luca & E. Weippl (Eds.), Proceedings of World Conference on            Educational Media and Technology 2008 (pp. 2324-2329).

Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.

Needs Analysis: Men’s Wearhouse

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The mission of Men’s Wearhouse is to “maximize sales, provide value to our customers, and deliver top-quality customer service while still having fun and maintaining our values” (2015). Being a specialty retailer of men’s apparel with over 1,700 stores in North America they offer a full selection of men’s suits, sport coats, furnishings and accessories in both exclusive and non-exclusive brands.

Noe (2013) Articulates that the first step is to determine that a training need exists is by conducting a needs assessment, and involves three steps: a) organizational analysis, b) person analysis, and c) task analysis.  Before conducting the needs assessment, we will assume the company has already developed previous training and development to support the business strategies.  In order to conduct the assessment to help promote learning outcomes and objectives, I will stakeholders that will include upper management, mid-level management and several employee/trainer about their assessments of the company’s growth.

Organizational Analysis Phases:
Upper-Level Managers: Will training support the company mission and business strategy? Is training important to achieve business objectives?
Mid-Level Managers: Is the company retaining top talent? How will training and development help meet business goals? What resources are allocated to training? How much will be invested in training?
Trainers: Are you satisfied with the level of support from upper management to conduct training? Do you feel the training budget is adequate to conduct the needs assessment?

Person Analysis Phases:
Upper-Level Managers: What level of customer service do you feel employees provide? Would additional training improve the level?
Mid-Level Managers: Who will benefit the most from training?
Trainers: How would you rate your training methods? What method(s) are preferred by employees? How are training outcomes evaluated? How do you identify which employees need training?

Task Analysis Phases:
Upper-Level Managers: Do you feel customer service employees have the knowledge, abilities, and skill to perform required tasks? Are they competent to meet the level of service expected at Men’s Wearhouse?
Supervisors/Mid S Level Managers: what jobs can train make the biggest difference in customer service and in product quality?
Trainers: What tasks should be included in the training in order for your employees to be able to do their job? What additional skills, knowledge or ability is needed to improve the level of customer service?

Conducting the needs assessment involves using various methods and tools, including “observation, interviews, and surveys or questionnaires” (Noe, 2013). Advantages to observation include the ability to generate data relevant to the work environment. For example, observing employees to identify tasks performed by customer service reps, and also to observe direct supervision (Noe, 2013). Questionnaires are great to collect data from a large sampling. Questionnaires are also inexpensive to conduct.

Allowing customers to comment on customer service will be vital to the assessment.  Interviews are great to uncover details of training or other needs, as employees may feel more secure and safe in a private interview as long as they believe the interview is in confidentiality (Noe, 2013). Providing an environment of trust can procure unanticipated responses. Other methods to gather data include historical data, online technology, focus groups, and company records (Noe, 2013).  Some of these records may not be public access, so having a connection and trust within the human resource department would be beneficial.

Overall, the importance of the analysis phase is to determine if training is the solution, what prerequisite skills are needed, what performance problems need to be addressed and what employees actually need assistance.  In order for everyone to be on the same page age/generation, attitudes, basic skill levels and environmental factors need to be assessed to design appropriate learning materials for the different learning factors.

References

Men’s Wearhouse. (2014). Corporate governance. Retrieved             fromhttp://www.menswearhouse.com/webapp/wcs/stores/servlet/ContentAttachmentVie   w?contentName=MW4ABTcorporateGovernance.html&catalogId=12004&top=&parent            _category_rn=&categoryId=&langId=-1&storeId=12751.
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.

Media. (2015) Retrieved http://tuxedo-styles.blogspot.com/2010/04/mens-tuxedos.html.

Training? How does it help organizations?

As a Human Performance Specialist our goal is to maximize performance for your organization.  Creating an environment where not only the managers are satisfied but the employees are confident and knowledgeable in what they do.

Our clients turn to us because we do not choose the same paintbrush every time. We match your content, your employee’s needs and the company’s business goals if they are short term or long term goals to the right medium whether web-based learning, instructor-led, or a combination of both.

As there are many tools to use to help gain the right outcomes for the company and its clients; we believe training can be beneficial.  With training having so many sides, we can discuss what works for you.

Training brings opportunity for growth, stronger return on investments, collaboration/teamwork with innovative ideas to help you become one of the leading organizations for client satisfaction.

I hope you see how beneficial training can be for your organization—and I look forward to working with you.

Analyzing Scope Creep: Family Reunion

As we all have attended family reunions, planning one can become a true challenge.  We encountered several challenges. I won’t go into too much detail but we did face resistance, budget issues, communication mishaps and lacking in materials and deliverables. Although this project ended up coming in way over budget due to many different factors, we all had a great time.  The  planning seemed to be organized, but a lot of assumptions were made. We were not knowledgeable of the possible risks we would face or the supplies we would need, and we did not schedule ourselves enough time to make changes.  We had a lot of changes, especially with shirt sizes, number of family members attending, where people would rather stay instead of the picked hotel. Portny suggests a change control system that includes:

  • Review all requested changes.
  • Identify all impacts the change might have on other project tasks.
  • Translate these impacts into alterations of project performance, schedule, and cost.
  • Evaluate the benefits and disadvantages of the requested changes.
  • Identify and evaluate alternative changes that might accomplish the same ends with greater benefits and/or fewer disadvantages.
  • Install a process so that individuals with appropriate authority can accept or reject the proposed changes.
  • Communicate accepted changes to all concerned parties.
  • Prepare reports that summarize all changes to date and their impacts.

(Portny 2008)

Thinking back on it now we should have planned for scope creep. We spent way too much money and time and did not accomplish half the ideas we had originally planned. I think a family reunion is a great example (for me) to understand why timelines, budgets, communication, WBS and accountability matrix are really important for the project to succeed.  

Resources:

Portny, S., Mantel, S., Meredith, J., Shafer, S., Sutton, M., & Kramer, B. (2008). Project Management: Planning, Scheduling, and Controlling Projects. Wiley & Sons Inc.

Effective Communication

Effective Communication Exercise

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–First thoughts

Email:

Sincere and concerned about the project deadline, Jane was communicating how important it is to her. She also gave options if Mark could not send the report; she wanted the data if possible.

 

Voicemail:

Sounds of concern and an emphasis on the urgency of the report were evident.  She voiced understanding but also placed Jim in the position of trying to understand why she needed this done right away. She was not forceful but emphasized the importance of the project.

 

F2F:

This messaged actually showed how sincere and important this is for her. You felt more of her concern by actually being able to look at her face to face. I felt more willing to want to go ahead and send her the report she was looking for.

 

–Analysis

After listening to the different modalities of communication, I find that all of them can be effective.  However the most effective for me was voicemail and face to face communication.  It gave me more feelings towards the project and what is being asked.  Face to face did convey the most emotions and I felt more likely to get it done right away.  Being able to see their expressions and to hear the urgency and sincerity made it the best way to communicate.

 

 

 

Past Project Assesment

I have not had much experience with professional projects. However, when I started working at a healthcare facility for 6 months, it was growing and expanding. They were planning to move into a new building. We had 3 months to organize, pack up everything and move while still seeing patients. We had already started receiving equipment for the new building. The task was organizing everything, packing up everything and keeping up with the paperwork in the process while still seeing patients. The project manager divided the task starting with the clinic the administrative side.

As the time was winding down to start transitioning the team leaders kept up with equipment, cleaning the new and old facility and all of the paperwork it entailed. At this point things became critical. As the leaders were keeping up with their projects everything was becoming confusing. Everybody else was looking for things that only the leaders knew about.

The organizational methods worked individually but because everyone was free to do their projects and not micro managed, it worked against the overall objectives. What was most confusing was we did not know what everyone was doing. There was no meeting to discuss who was really in charge of certain task. There was no accountability really set for anyone. To solve this problem there should have been a responsibility matrix. Overall according to Portny et al (2008)to prevent re-working the following:

  1. A series of conversations, brainstorming sessions, and other formal/informal discussions about the project concept with all stakeholders.

  2. Commitments from stakeholders to play particular roles on the project team throughout or at specific times in the project.

  3. Written documentation that captures roles and responsibilities of all stakeholders

  4. A Kickoff Meeting that orients all project team members to their roles and responsibilities and gets the project started

 

 

Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc.

 

Distance Learning Reflection

 

EDUC 6135 Reflection

As distance education progresses, we consistently see more acceptance, communication and innovative learning tools. Why is online learning becoming popular? There is now acceptance of the new adaptation on what it can offer and in return meeting this new demand—convenience. Siemens states there is more communication online leading to acceptance as geographical separation becomes okay (Laureate Education). As societies become more accepting and we begin to convert learning, distance learning will soon become the new norm of education and learning. I can see traditional learning still adopting portions of the technology available. 

However, F2F instruction will be a thing of the past and will slowly but surely become web-facilitated and blended altogether. I think the questions after what technology replaces the web in twenty years, might require much thought. I do often think about how far we can go with technology and the web. Is it really that endless? Will traditional institutions still exist? I think so, but the market will be quality teaching at a distance.

In order to expand that market, as an Instructional Designer I plan on finding ways to connect learners with innovative material that offers freedom of learning with several different learning outcomes. I believe in allowing the learner to freely explore education and experience real world problem based learning. Simonson et al thinks “there needs to be a little wiggle room for adult learners to help them experience some freedom and control in their learning (Simonson, Smaldino, Albright, & Zvacek, 2012).” Through communication, collaboration and assessments the support for traditional standard “multiple choice” and “true or false” questions could become nonexistent. I will require higher order of thinking and expand exploration of content beyond textbooks.

As distance education grows with new and innovative learning, I will keep positive perceptions by trying new ideas. As an Instructional Designer I will find ways to not only reach our future learners through technological means; but I will also keep an open mind to new research and test new theories for better retention outcomes. Siemens includes that new communication technologies, more expert contributions globally with the increase of multimedia, simulations and games will be our future (Laureate Education). As distance education becomes more of a norm, society will automatically fall right in line behind it—accepting it.

 

 

Work Cited

Laureate Education (Producer). (n.d.). The future of distance education [Video file]. Retrieved from https://class.waldenu.edu

Simonson, M., Smaldino, S., Albright, M., & Zvacek, S. (2012). Teaching and learning at a distance: Foundations of distance education (5th ed.). Boston, MA: Pearson Education, Inc.

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This is a  best practice guide for trainers to follow when converting from a face-to-face training environment to a blended or hybrid distance learning format.

The scenario is as follows:

A training manager has been frustrated with the quality of communication among trainees in his face-to-face training sessions and wants to try something new. With his supervisor’s permission, the trainer plans to convert all current training modules to a blended learning format, which would provide trainees and trainers the opportunity to interact with each other and learn the material in both a face-to-face and online environment. In addition, he is considering putting all of his training materials on a server so that the trainees have access to resources and assignments at all times. (Laureate Education Inc., n. d.)

  Best Practice Guide:

http://www.mixbook.com/photo-books/all/converting-to-a-blended-distance-learning-format-copy-10730677?vk=JFRVsz8vi9