How to Get in Shape with the Application Exercise

Questions 

Our core objective will be; to learn how to give real-time feedback for effective exchange of ideas, identify distractors and identify strategies for active listening and organization of ideas. 

The various methods of training include games-based training, role play, role modeling, and team training. The named approaches focus on personnel engagement and active learning throughout the practice. For games based training, interactive games are structure to include each individual in the process. Also, through role-play and allow for acknowledgment of real-life scenarios that require a solution. The content will consist of discussions on concepts, response to scenarios, and varying questions requiring concise answers without interruptions. Given the scope of our problem centered on interpersonal relationships and communication, we will integrate role-playing and team training that encourages all management levels to assume tasks that involve the exchange of ideas and the use of listening competencies to solve problems. Advantageously, teams can easily be distracted, which will be ideal in identifying distractions. However, some personnel could have difficulties being comfortable since they are used to individualism. Also, team training will target improving proficiency in what people say, when, and how to respond effectively. However, with team training involving groups, workers can lose interest in conversations and games. 

Every session will have 6 participants in a forty-five minutes training session. For maximum focus, there will be a five-minute break to exhale. 

Effectiveness will be evaluated through surveys, tests, and behavior assessment after training to understand whether what was learned is practiced in the organization context. 

I must consider the ideal location, cost of training, organize the order of participation, draft sessions outline, and plan how the sessions will be communicated to the participants. 

Exercise 6-2: Task Analysis Exercise 

Step 1: Select a job of interest 

Job interest: an assistant finance officer. 

Step 2: Development of task statements 

Prepare quarterly and annual financial reports 

Manage account receivables 

Perform reconciliation of accounts 

Manage travel payments 

Post daily transactions for the entity in QuickBooks and spreadsheet 

Create and send invoices to clients 

Verification of accounts and reporting to the chief financial officer 

Collecting and reviewing accounts data for reports 

Preparation of paychecks for employees. 

Preparing budgetary proposals 

Step 3: Development of task clusters 

Cluster 1; Account management 

• Manage account receivables 

• Manage travel accounts 

• Collecting and reviewing accounts data for reports 

• Verification of accounts and reporting to the chief financial officer 

• Perform reconciliation of accounts 

Cluster 2; Reporting 

• Prepare quarterly and annual financial reports 

• Post daily transactions for the entity in QuickBooks and spreadsheet 

• Preparing budgetary proposals 

Cluster 3: payment management 

• Preparation of paychecks for employees. 

• Create and send invoices to clients 

Step 4: KSA analysis 

K; knowledge of financial modeling, knowledge of credit analysis, knowledge of IT software. 

S: Analytical skills enhancement, financial audit skills, data management skills 

A: interpersonal ability, communication ability, listening ability. 

Step 5: KSA-task links 

K: Cluster 2; reporting; achieved through coaching training to understand procedures. 

S: Cluster 1; Account management: programmed instruction to detect any errors. 

A: Cluster 3: payment management integrating technology learning for familiarizing payment procedures. 

Step 6: Training methods 

Every training program's effectiveness should be assessed to meet the competency gap, but reflect significance by quantifying results, transparency in feedback, and adherence to cost benefits. I would begin by establishing a gap in knowledge and creating a budget that would serve the training program that aligns with affordability. 

Training Evaluation Problem 

Reaction criteria will be through engagement with participants after completion of the training. Questions include; do you think the exercise was a success? What were the process's strengths and weaknesses? Was the learning environment accommodative to a personal learning style? 

I will evaluate whether the participants have identified specific shoplifting patterns and measure feedback against objectives before and after training. Questions: Do you think you have the capabilities to identify a shoplifter? How do you rate understanding from a scale of 1-10? Are there patterns you do not understand? 

I will encourage positive psychology by offering rewards for the reception of concepts, including praise for the use of new skills. After two weeks after training, I will measure the behavior of whether incidences have gone down. 

I will assess results, benefits since training and outcomes are closely linked to the program and expectations. Training and facilitating costs will be incurred. The program will result in a reduction of losses influenced by shoplifting, which adversely impacts returns.