Assignment 4: Human Resource Business Partner (HRBP) DevelopmentDue Week 10 and worth 250 pointsYour previous contributions addressing a variety of important topics outlined in all previous assignment

Running head: HUMAN RESOURCE TRAINING PROGRAMS 0

Human Resource Training Programs

Student Name: Gabrielle McNeely

Institutional Affiliation: Strayer University

Human Resource Training Programs

Introduction

Employee training is not only crucial for good organizational outcomes and success but also vital in developing the career and motivation in employees. When employees receive substantive training, they develop confidence and get more zeal in working (Adam & Rachman-Moore, 2004). Many organizations have embrace employee training and they always do that through human resource which is responsible for human or labor management. However depending on the method used, human resource have either successful instilled new knowledge in employees or failed to achieve their training objective. As a new human resource director. I present the method that would best disseminate the new organization strategy and planning to the employees.

Organizational Training

Although most organization employ workers who have trained respectively to the job assigned or employed for, training have become inventible in the contemporary business environment. Organizations have either achieved or failed to achieve this training objective depending on the methods used in this training (London, 1989). Training is a comprehensive program. Is start from known knowledge to unknown knowledge and nevertheless create a distinctive link between this known and unknown knowledge. For this reasons any training that creates lapses in this basic fundamentals always fails to meet it objective. One of training model that not follows the fundamental concepts of training but also present an array of benefits when used in employee training programs is the ADDIE training model (Adam & Rachman-Moore, 2004). ADDIE is an acronym for analysis, design, development, implementation and evaluation.

The ADDIE Training Method

For several years, instructional designers and educators have used the ADDIE framework as one of the most effective method of training. Although ADDIE does not impose restrict linear progression of its framework, clear definition of each stage and distinctive facilitation of the implementation has made this method not only distinctive from other training methods but one of the best training method that result to success of training programs and good business outcomes (Kurt, 2017).

The ADDIE has it basis on instructional design concepts which trace back in 1950. However, this method vividly come into picture in 1975 where the Center for Education Technology in Florida devised an instructional model to train the US armed forces. The success of this unique instructional method made it to be subsequently be used in other branches of the United States defense and later in business organization (Kurt, 2017). Just from its acronym, ADDIE is structured into four five stages, which starts from analysis stage, design, developmental, implementation and lastly the evaluation stage as shown in the figure below

Figure 1: The ADDIE instructional Model (Kurt, 2017)

The analysis stage is mostly considered as the goal setting phase. In this stage, the educator targets the audience by setting knowledge and programs that level the intelligence and skills of the audience, participants or students. It’s also in this stage that the instructor distinguish between what the audience know from what they do not know (Kurt, 2017). This to ensure that what they already know is not duplicated. As a result, he or she sets up lessons and topic to explore new knowledge

The design stage is the second stage in ADDIE training module. In this stage the educator determines all goals and tools that would be used to gauge performance. This include test, subject matter analysis, resources and lesson planning (Marler, Liang & Dulebohn, 2006). In is noteworthy to mention that this stage focuses on not only the learning objectives, content, exercises, assessment and subject matter analysis but also the assessment instrument and media selection. The approaches in design stage should be systematic, logical and in orderly process of identification. Additionally, this process should be developmental and evaluation of the planned strategies should target to attaining the training objectives (Kurt, 2017). Designs stage constitutes setting rules, values for each element designed. Furthermore being a stickler to details contributes to the success of this stage. A point to note in this stage is that systematic approaches in this stage make everything fall within the rational of planned strategies and training objectives and goals.

After the design stage, come the developmental stage which is a phase that the educator starts the production and testing of the methods used in the project (Marler et.al, 2006). In this phase the educator make use of the information collected in the two previous stages: analysis and design. Using this information the educator creates programs that rely on what needs to be taught to the audience. If the two previous stages require brainstorming and planning, then this stage initiates or develops programs that would brainstorm the audience or plan the audience learning activities (Marler et.al, 2006). It should be noted, that the developmental stage is all about putting into actions and it includes, drafting, production and evaluation.

In the implementation stage provides a continuous modification of the programs developed in the developmental stage to ensure that this programs do not only fit the audience but are effective and efficiency towards the training goals and objectives. In the stage, the instructional design (ID) is redesigned, updated or even edited for effective delivery (Kurt, 2017). Since procedure in the key word in this phase, much of the work is done in the implementation stage. this because at this stage, trainer and the students work hand in hand to train on new tools and continuous evaluation of the design for improvement.

The evaluation stage comes as the last stage in ADDIE framework. In this a stage, the project is subjected to a meticulous final testing where the project is tested on regard of what, why, how, when of the things that were accomplished or not accomplished in the training. Evaluation is often structured into two sub peripherals: formative and summative evaluation (Kurt, 2017). Formative evaluation happens in the training while summative evaluation happens at the end of the training

Identify and Discuss Possible Challenges Faced In the Implementation of a New Training Process in the Company

Change brings turbulence and new training programs are no exemptions. In case, initializing a new training program might face the challenge of corporation, finance and to some extend the program might not work as effectively as initially thought. Lack of corporation might come from not only the employees who are the audience in this scenario but also other stakeholders like the department managers and top managers (Samwel, 2018). This phenomenon but a hurdle to new training model and reduce its effectiveness and efficiency in employee training. In finance, the new model might require extra finance for new training tools and programs which might not be ready available in the organization. Lastly, since is a new model that has never been used or implemented in the organization, it might work as effective as thought due to various customized organizational challenges (Samwel, 2018).

Three Methods of Training Used For Employee Training. The Best Method and Why Is the Best Method

There are assorted methods that the human resources have used to train staff and other stakeholders in business. However, Interactive Training method, Instructor Led (ADDIE) and Coaching and Mentoring are the three famously used methods. Although the Coaching and Mentoring and Interactive Training method where workers are taught progressively through demonstrative practices work best for most organizational these methods of training are costly and time consuming (Cocuľová, 2017). For the case of Retail Company, training should be fast, cost effective and best fit the company goals and objective, in this regard, the best training method is ADDIE instructional training program.

This instructional based training module not only customize the training to best fit the employees and the situational factors within an organizational but it provide an organized, robust and informative framework that a trainer would use to disseminate knowledge to the audience. Nevertheless, through evaluation and implementation phase, the trainers can continuously assess the effectiveness of the training method as the worker resume their roles or take on new roles in the organization (Cocuľová, 2017). Furthermore ADDIE training method is fast as instructor and flexible. It is fast in the sense that training commerce and finish in one period (Usha Nandhini & Palanivelu, 2016). It does not need different periods of training as it is in interactive and couching and mentorship methods. Likewise it less costly compared to the two methods.

Different Performance Management and Performance Appraisal; Which Do You Support

While Performance appraisal target the performance of individual workers in relation to the organizational goals and objectives, performance management deals with the whole set of activities to that ensure good business outputs (Usha et.al, 2016). Although individual performance is important to the business performance, ensuring that every individual, activities and a whole spectrum of organization process perform well is more crucial than individual performance.

References

Adam, A. M., & Rachman-Moore, D. (2004). The methods used to implement an ethical code of conduct and employee attitudes. Journal of Business Ethics, 54(3), 225-244.

Cocuľová, J. (2017). The Analysis of the Selected Factors Influencing the Selection of Employee Training Methods. Journal of Human Resources, 5(2), 7-14.

Kurt, S. (2017). ADDIE Model: Instructional Design - Educational Technology. Educational Technology. Retrieved 13 May 2020, from https://educationaltechnology.net/the-addie-model-instructional-design/

London, M. (1989). Managing the training enterprise: High-quality, cost-effective employee training in organizations. Jossey-Bass.

Marler, J. H., Liang, X., & Dulebohn, J. H. (2006). Training and effective employee information technology use. Journal of Management, 32(5), 721-743.

Samwel, J. O. (2018). Impact of employee training on organizational performance–case study of drilling companies in geita, shinyanga and mara regions in tanzania. International Journal of Managerial Studies and Research, 6(1), 36-41.

Usha, M., Nandhini, M., & Palanivelu, P. (2016). Effective employee training impart employee retention. International Journal of Management Research & Review, 6 (3), 416-421.