Needs Assessment
There are various methods that can be used in conducting a needs assessment. Direct observation is one of the methods. This can be done by observing the workers as they go about their work to see their actual performance against the existing standards. This will enable the identification of a gap that exists and enables the development of the desired situation. Another method that could be effective is consultation with persons in key positions who have specific knowledge. This will enable the identification of priorities and the possible causes of performance problems ( Arthur, Bennett, Edens & Bell, 2013)
How the Training Content will be Developed and Secured
The training content can be developed by identifying the needs of the company and the weak areas so that it is clear what areas should get more focus. Considering the company’s short and long–term goals can also help in developing training content (Holton, 2014). This ensures the training is focused towards the company’s future expectations.
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How the Training will be Delivered
The training content will be delivered through blended training which involves both online training and classroom training. The training will be done by an internal employee, probably someone with a managerial position who has specific knowledge concerning the company’s day to day activities. This will ensure efficient training since it is conducted by someone who understands the company’s needs and the blended training ensures access to various relevant resources both online and during the classroom interactions ( Goldstein, 2013)
How to Evaluate the Effectiveness of the program at all the Levels
In order to measure the effectiveness of my training program, I would evaluate the employee’s reaction to the program and what they learned and the impact it had on their job performance. This can be done through end of training surveys, observations to see if the employees work differently after the training and also interviews with workers and management to find out how they have embraced the changes and its effectiveness ( Arthur, Bennett, Edens & Bell, 2013)
References
Arthur Jr, W., Bennett Jr, W., Edens, P. S., & Bell, S. T. (2013). The effectiveness of training in organizations: a meta-analysis of design and evaluation features.
Goldstein, I. L. (2013). Training in organizations: Needs assessment, development, and evaluation . Thomson Brooks/Cole Publishing Co.
Holton, E. F. (2014). The flawed four ‐ level evaluation model. Human resource development quarterly , 7 (1), 5-21.
Swart, J., Mann, C., Brown, S., & Price, A. (2012). Human Resource Development . Routledge.
Werner, J. M., & DeSimone, R. L. (2011). Human resource development . Cengage Learning.
