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Assignment 1: Training and Development in Small Businesses
Assignment 1: Training and Development in Small Businesses Due Week 4 and worth 240 points Select a small business with which you are familiar. Imagine that you have been called into that business to provide a consultation on training. Create a comprehensive training proposal for the business. Write a six to eight (6-8) page paper in which you: Analyze key elements of training and development geared toward improving the performance of the specific small business for which you are consulting. Predict three to five (3-5) potential challenges that the managers or owners of the business could face in addressing organizational performance. Justify the effects of detecting organizational gaps in small business, providing examples to explain the rationale. Propose a competitive training strategy that will improve the position of the business in the market. The strategy should include, at a minimum, an agenda of training activities, rationale for instructional strategies used, and the return on investment (ROI) that will be gained from the strategy you have developed. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources Format your assignment according to the following formatting requirements: Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length. The specific course learning outcomes associated with this assignment are: Analyze concepts, meanings, and trends in training. Justify the importance of aligning training with organizational strategy. Evaluate theories associated with learning, motivation, and employee performance. Use technology and information resources to research issues in training and development. Write clearly and concisely about training and development using proper writing mechanics. Click here to view the grading rubric for this assignment. By submitting this paper, you agree: (1) that you are submitting your paper to be used and stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your institution may use your paper in accordance with your institution's policies; and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its affiliates.
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***** is * ********** ********** ***** level ********** in *** ***** of ***** ********* Education ** ** issued by *** Council *** ************ *********** The *** ** ******** for ***** *********** *** *** working **** ***** children ** *** ******** *** ********** **** ******** *** the ************ backgrounds to **** **** **** **** ** ** file ***** *** **** ** the ****** that all *** ************ should ** ******** **************** required | *** |Child *********** * *** ****** ******** * *** ****** ***** ********* and ********* * *** |Emergency ************ | 45* |Licensing *********** * 39* ********* activities * 21* ******* and ****** * 46* ***** ***** (SIDS prevention) | *** ******* **** ********** | ** **** *** *** ***** * 10* ****** *** for all ***** | *** ******************************************************************************************** ******** **************** *** Topics ** Annual Training ******** *** ********* in ***** **** ******* |State | Required ***** of ****** 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********** ***** **** ********* this ****** ** **** ** *** ***** centers in *** **** ** *** certifications *** *** ********* ** the classrooms ** **** **** *** teachers **** *** ******** ******** *** that age ********** **** *********** *** director needs to **** ** ***** strategy ***** ******** *** ******* they hope ** obtain on a ***** ***** *** also ******* ***** ***** ** they **** ** be ** * year * years *** * ***** *** ******** ** ***** ** **** ** * ******** ******** ***** ** * **** ****** ******** and ******** that **** *** **** ***** on the ********* ****** *********** *** **** *** *** change **** ******* the ********** ** *** ****** *********** *** hopefully ***** a ******* **** *** *** futureThe challenges **** **** ******* center is having ******** ******** hiring *** having * mission ********* * ******* ********* will provide the employee **** the standards **** *** ******** to ******* ** a ***** ***** ******** will help *** teachers ** ******* current **** ***** licensing 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**** **** *** in ***** * ******** *********** appraisal **** will ***** **** *** ******** and *** ******** ** ******* ***** position ***** **** * *** ****** **** that ***** ******* ********* ***** **** the ******* ** *** children in that ***** room ***** **** other ********* ********** ***** ******* **** * 114)It ***** also be important *** the director ** **** **** team ******** *** *** ** **** * **** ******** event every year If the employees are ***** ** **** ******** ** *** ********* clients **** **** through *** ****** as ** ****** ** *** ***** children ** *** ***** ******** ***** ** the ***** **** *** ****** sure **** *** center exceeds *** training ********** **** the state ******** *** ******** *** *** ******** * ******** ******** **** **** ******* * **** ******** ***** to satisfy **** *** ****** *** *************** *** *** Learning Daycare Center:We ** * ****** **** ** ****** ** be the best ****** ** *** **** *** possibly ** the ***** ** giving ********* ******* and **** ** *** parents and children This **** ** ************ by ********* the following certificates:* 10 Required hours of ****** training* ******* *** *** *** ********* ******** *** ********** ****** Child ***** *********** ****** ******** ********** ****** CPR ****** ****** and Safety ****** ***** Aid* **** Sleep* Shaken ***** ********* **************** ******* will ** **** for by *** center Some ** these classes **** be ****** ******* *** *** ****** **** *** ** ******** *** *** *** First *** at *** ****** ** a Saturday ******* and ******* breakfast Taking ***** ******* will ** into employee’s *********** ********* as ********* *** will ******** *** ****** ** * ***** ** *** ** ***** ******* *** *** ***** during *** **** **** *** ******* *** **** have one year **** *** date ** **** memo ** ******** ***** ******* off site The certificate ** ********** **** need ** be turned **** the director’s ****** for **** ******** **** *** ******** **** *** ********* **** ***** **** ******** ***** Academy ** complete *** trainingUpon ********** ** ***** ******* along with *** center ******* ******* **** *** ** *** ******** licensing it will show **** as a ****** ** **** ***** **** ********* *** we have gone ***** *** beyond what ***** ******* ******* ** to show **** **** child **** ** **** with us It **** ***** ** ** increase *** ******* ** ******* ******** into ************ *** our ******** The centers **** is ** **** * waiting **** ** ******** ** **** *** ***** ** ******** that ***** ** ****** to *** **** age level ** ** ** the ***** ******** **** ** ***** **** **** *** *** ***** ****** ******* The ROI will **** ** *** ******** ** ******* ** *** applications and *** ********************* * *** Update *** *** *** ********* ************ *** *** center ********* ************** 2 *** **** ** *** ** ******** instruction on *** *** First AidMonth * *** Look for a combination ***** ** online ******** **** would involve *** ***** certified classes to include ****** **** Safe ***** and ********* PreparationsMonth * – Plan a **** building ***** ************ Nice **** ** * ***** ********** having * ******* ****** ** a local **** **** would involve ***** ************* * – ****** ** *** **** ** *** ********* ******* ***** ****** classes or local ************ 6 *** ****** the ****** *** ***** ***** ** **** that ** *** certified in *** *** required ******* that *** ***** ********* Daycare Centers ** ********* * *** **** * ***** ********** ******** **** invites out ** *** local ****** ** provide **** ************* ** *** centerReferences:Child **** ******** Requirements ****** ******************************************************************************************** B F ****** ************* ***** ********* ***************** ** *** ****** ******* The ***** Development ********* and ***** ********** ************* ******* ** ***** ***** ********* **** ******** ********* Begins in ******* ****** *** Delta Kappan ***** ************** * **** ***** ******* ***** * (2013) ********* ********* Systems ********** and ********* ***** Saddle ***** NJ: Prentice ********* **** ******** ******* ****** ************************************************************************
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**** *** answer ** *** attached document ******
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************** **** ** * ******** **** ****** *** ***** ****** *********** ** ********** *** firm is ********** for ******* *** high quality *** ******* goods *** **** *** *** *** ****** *** * ****** ** ****************** channels *** *********** ****** ***** ********* ** *************** ******* *** teen **** Elm pottery **** **** Hold ********** and *** pottery barn *************** ********* ***** ***** million ** ***** ** ******* ******* *** firm ***** ***** 6000 individuals ****** *** country and is located ** *** ********* *** company ***** * ** ********* job satisfaction as ** **** ****** as **** ** providing health ******** **** *** ********** *** ******* *** *********** ************* *** ******** ** ** ******* ******* ******* ** ******** ******* ** **** ** **** ********** company ***** * ** regarding *** ***** ***** *********** as a ****** of *** dedication ** ******** ******* alongside its ******* in *********** a *** ** ***** of ******* ***** ****** a *** day service ******** 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************ *** remaining *************** ** * firm ****** ** ***** ******* to ensure **** the workforce ** ******* and ******* their skills *** knowledge ************ **** *** **** ******** needs ********** within the ****** global ******* ******* ******* in ***** with the new ******* is fund ******* *** main need is ** **** employees ******* ***** ********* ****** ******** * reluctance ** ******** *** due ** **** ** ****** ***** ** ******* *** *** *** workers **** from ***** **** *** a long ****** ********** ***** ******* ********** ******** *** *********** *** ** ********* it is ***** considered ********** ** ***** ** ********* the ********* ***** ** the **** *** *** ****** ******** ***** ****** *** **** **** the ****** cost ** ******** ** *** ** *********** ******** but **** **** *** loss of ************ when ********* are away ** ******** ************ it is important to ******* **** ********* otherwise companies **** *** *** **** ** is ** drop **** ** ***** ** ********** *** ******** *** *********** ************ element to ********** however is **** **** companies **** **** ** ***** ********* are *** well ********* **** *** **** ** ******* ******** ** company **** **** **** ** provides ***** forms of ************* ** * step ** ***** **** some ***** will ***** * worker ** that he ** she *** ** promoted ** the **** ***** ** the ******* and **** **** to ****** **** ** (Butteriss 1999)Predict ***** ** **** ***** potential challenges **** the ******** or owners ** *** ******** ***** **** ** ********** ************** ************** ***** ********* ***** ********* and ********* *** ****** ********* ** attracting *** maintaining good *********** A survey ****** ** Conference ***** ** *** **** 2010 ****** **** *** ******* ****** ** employees ** ******* *** employment ********* We *** **** **** ***** ****** *** ***** *** *** ******* ** any business and in most ***** ** leaders focus on *** ***** individuals ******* *** they offer **** ****** ** energy ** well ** time ******* **** ** **** *** individuals to * ***** levelThe second ***** **** ************* are ********* ****** is equalizing *** ************* knowledge *** ****** among ***** Firms **** ** consider *********** *** ************ ****** ***** ********** *** looking *** a ******** ** well ** * timeline ********* * **** for ******* implementation **** *** aim ** making *** ********** ********* to ***** individual on board ** this **** **** **** *** *** ********* was the ************* *********** ** a ****** ** team ******* in ******** to * *** ********** Thus ********** technological knowledge ** believed ** be * ***** ********* ********* for most organizationsThe ***** ***** **** ** many ********* is ** ***** ***** ***** ** have a ***** ***** ** *** ********** ** **** ** ****** ** **** ********* ***** are some *********** *** are ******* *** ***** ** the *********** strategy and *** *********** **** ***** ** ****** ** ***** ** move ******* ** having * unified vision of *** ****** **** ******* to the ********** ** keeping the firm ***************** ***** is *** ********** ******** ******** ***** *** ** *** ** *********** ********* ******** trauma supervisor ****** or *** *********** of ************** ********* *** ********** has ** ******** the ******* cause *** *** ** what ******* *** ********* ** *** ** ***** is **** of * ***** ***** *** ******** may **** **** ** *** ************ ** rather the ********* ************** ******* *** ******** ** ******** within * ************* ******* *** **** ** ** *** **** ******* to ***** ****** supervisors ** there ** **** ** ***** ************* regarding the ***** of ******* ********** ***** ******* 2013)In this ***** ****** employee and *** **** ******** *** ****** ******* ****** ** **** ***** organization if *** ***** **** ********* ********** action The **** ***** ** ***** **** ********** ** all ******* ******* ** *** ****** ** *** splitting of the ***** ******* **** groups In **** of ******* of *** ****** ********* ***** **** should ** ***** to **** **** ********* ********** ********** One **** ******** preventing these ****** **** ********* *** corporate culture ********** ***** *** ******* *** cultivated ** **** *** firm ** **** ** *** ********* a high ********** ************* *** ******* ** ********* ************** **** ** small ******** ********* ******** ** explain the rationaleA gap evaluation points *** **** ***** ** ******* *** ******** from ********* its maximum abilities It *** ** ********* *** *** **** ** a ******** ** ****** ******** on * ********** ** one ******** sector ** either **** it alerts one *** ***** are ***** underperformed ******* the ****** *** ********** **** *** ******** ************** or ****** ******** ******** This *** allow *** ** ****** * strategy **** ** ******* ** *********** *** ******** *** and increasing *** **************** ************* **** ******* figuring out ** how to ********* *** ********** and ***** ******* ****** ***** *** ******** elements ********** ** * ********** ***** ****** ** considered ** **** some ** **** fixes ***** ** ****** **** ** ********* ********* ** workers that **** ******** ** ***** them skills needed for ******* ** *** ******** *** *** **** ** ******** ** **** ******** ***** for ********* *********** *** ***** *********** ** that **** ******* *** ****** realities ** rather ************ the **** processes ** ***** ** ******** *** **** structureSmall businesses ******* * gap ******** ** an attempt to ****** *** ****** ******* *** ******* ***** ** the ******** and *** ****** *** *** ******* both *** and ** long-term ******** Comparisons *** ***** ******* *** stated goals *** ********** ********* ******** ******** standards *** *** regulation **** *** ******* **** ******* ********* *** ******* state Obtain ******* *********** **** *** ** necessary ** ** of ***** ********** ** ********* * ************** ****** ** ********* Efficiencies ****** ** ****** ******* *** ******** ********** ** well ** ******** ********* **** businesses **** ** ******* ***** to ******* gap ********** **** *** ****** ** **** *** **** **** affecting *** ********** ***** ****** **** ** central ** ******** ***** ** *** good ************ ******* employees and management ******** *********** should *** ** an *********** *** *** **** ****** ** **** *** **** is **** *** an ************ In most ***** ******** **** ** ********* that ******* *** **** *** parcel ** *** **** *** ** **** ********* ******* ********** ** ** ********* ** **** with ********* as well ** communicating on a ******* ***** **** employees It ** **** ********* to enlighten them ** *** financial ******** ** the company ************ ****** ** ***** ******* ** ********* ********** ***** ******* ***** ********* * ******* employee ********* initiative **** **** ******** impacts ** *** company ****** * **** force ***** ** ********* alongside ***** ********** in naturePropose * competitive ******** ******** **** **** ******* the ******** ** the business ** the ****** *** ******** ****** ******* at * minimum an ****** of training ********** ********* *** ************* ********** used *** *** ****** ** ********** (ROI) that will ** ****** **** the strategy *** **** ************************ *********** pricing ****** be ********** ** the supply as well ** demand forces As *** market ****** ********** demand *** prices also ******** *** products *** ******** *** be ***** **** two ******** the ***** ********* *** *** price *********** ********* can **** ****** *** *** *** ***** ** ***** items that *** *************** ** *** prices ********** the ****** ** ******** **** **** ********* ******** ******* *** ******** ********* ** ***************** goods *** governed **** by ********** uniqueness ******* *** ** less ***** *** ******** ********** ** goods *** ******** belong ****** ** *** ****** needed or rather ****** by customers Generally ***** ***** *** crucial in *********** *** day-to-day ****** *** include *** ***** *********** On the ***** hand ** the ***** **** ******* fall **** the **** ********* *** ************ ******** are *** ***** to ******** ** ***** ** consumer ************* ******* *** ******** **** *** ******* price ********* charging ****** ***** ********* ****** to *** *** the ******** *** is ********** *** ********** depending ** *** ******** year's prices as **** ** ********** ******* ******* or ****** better prices than **** *** ** *** ******* or ******** *** ****** ***** basing ** ********** *** *** ***** for ********** *** **** ***** **** ** ******** ** a ****** setting ***** ****** ** ****** *** goods *** ******** the ******* is ******* ********* ** ********* ******* ******** ******** basics of numerous methods ******* ******* ** *** **** **** the prices have ** be acceptable ** consumer valuesReferencesBlanchard PN ***** Thacker JW ****** ********* ********* ******* Strategies andPractices ***** ****** River *** ******** ************* * ****** Help Wanted: *** ******** ***** ** ***** ********* ********* ***************************************** *** *********** for *** *** ****************************************************************************************************************************************************************************************************************************************************************************************************