Last week, you submitted a proposal for the design of a two-day  workshop to train managers on how to use effective feedback skills when  delivering one-on-one performance reviews to employees. Desi

Training Design Proposal

Tasha Smith

BUS680: Training and Development

Cathy Nguyen Sin

08/03/2018

If done effectively, giving feedback is an imperative way of improving the level of employee productivity, offering them the edge that is needed to assist the business to do well and remain competitive in the market and assist the employees to improve their job performance and behavior. This paper focuses on the development as well as the delivery of a two days training workshop for the 100 managers in the organization on the ways in which they can use effective feedback skills when delivering performance reviews to the employees. It specifically addresses the specific learning objectives, the content of the training, methods used and the instruction media as well as equipment needed in the training. A specification is also brought out on the logistical arrangements such as the setup of the room and its impact on the communication with the groups.

Learning objectives are imperative for the achievement of the desired learning outcomes in an organization. Designing of a training proposal entails the definition of the objectives that is; what the learners are supposed to learn, how to do it and their motivation to learn and perform (Clark, 2014). After the completion of the training, the managers in the organization will be able to; Give goal-oriented feedback to the employees during performance reviews, offer useful, concrete and specific feedback as well as actionable information and identify how and when it is effective to offer feedback.

Feedback entails all the forms of comments that are made by the managers to the employees including the praise, advice and the evaluation. It is basically the information on how an employee is doing towards reaching their set goals. One of the areas that will be addressed in the training is ensuring that the feedback is goal oriented. All the employees in an organization have set goals which they are expected to achieve and because of this, managers should ensure that during the performance reviews they offer goal-related feedback to the employees about their actions.

The other important aspect to be taken into consideration in the training is for the managers to ensure that the feedback that they offer to the employees is actionable. In this, feedback is said to be effective if it is concrete, useful and specific to the role played by the employee because it is actionable as they can necessary actions to improve on areas where their performance is not good (Blanchard, & Thacker, 2013). The feedback should be acceptable by the employee and explained in detail. The managers should work towards commenting only on the things that they have observed, and this should be based on a clear goals statement to avoid the instance of offending employees which is likely to happen if the feedback offered is general.

The other important aspect of the content of the training is how and when to offer the feedback. In this, managers should be reminded that feedback should be given on a timely basis. The sooner the feedback is offered the better. Offering timely feedback is better than immediate in the sense that in addition to appearing polite, the employees will have the opportunity to the user it while it is still fresh in their minds and hence make the necessary adjustments required to improve their level of performance and make them feel appreciated for their work well done.

The methods of training to be used will incorporate both lecture and case study. In this, visual learning will be employed whereby graphical or pictorial information will be used in the delivery of the information. The speaker in the training will make use of the PowerPoint presentations to explain information to the managers on what they supposed to do to ensure effective feedback delivery. Verbal learning will also be incorporated during the lectures and case study methods of training to ensure that the information presented in the sketches, the flow diagrams and charts are easy for them to understand (Mindtools, 2018). The managers will engage in a discussion in the afternoon so that they can reflect what is learned in the morning hours and try to implement it by addressing various case study situations.

In the training, the public speakers or the trainers will make use of a microphone to make it easy for all the 100 managers to get the information clearly. The other institutional media and equipment that will be used in the delivery of information during the training is the computer software, electronic content and electronic media as projectors for making the presentation in the PowerPoint visible to the entire audience. A large screen is also necessary or a clean water surface to allow for the projection.

The room for training will be set up in such a way that each of the tables will accommodate four people to sit around it. The projector will be set on a rectangular table at the front of the room. To allow for participation and interaction with the trainers during the discussions, a fifth chair should be placed at each of the tables so that the trainer can get the opportunity to listen. The arrangement of the room in a table of four will allow for meaningful interactions and engagement among the managers in their teams. Communication will also be more effective when the projector is placed at the center of the room and in front where everyone can view all the proceedings.

References

Blanchard, P. N., & Thacker, J. W. (2013). Effective Training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.

Clark, D. (2014). Why Instructional System Design and ADDIE? Retrieved from http://www.nwlink.com/~donclark/hrd/sat1.html

Mindtools, (2018). Learning Styles. Retrieved from https://www.mindtools.com/mnemlsty.html