The Organization
CAniPro (Canadian Animal Protection) was started in 2003 with the aim of protecting endangered animals species in Canada. Primarily, CAniPro's greatest concern was for the Ord's Kangaroo Rat, the Wolverine, and the gray fox. It started as a small organization with a few equipment and could only hold only a few animals in the Canadian shield. The headquarters were established in Northern Saskatchewan and volunteers were used mainly for the capture, relocation, feeding, and protection of the threatened and endangered species. After a relentless two years, the government of Canada decided to fund the organization. The government pledged to provide equipment worth $25000, two vehicles, and an expert in the field to help run the organization. The boost came at a time when CAniPro was overwhelmed because they had surpassed the numbers as planned. CAniPro has continued to grow in the past decade and today, there are over 10 different branches across Canada. There are about 700 employees who help provide the services and protect the animals.
Today, there are more than sixteen species of animals that are protected and cared for by CAniPro. The organization operates on a budget of approximately $50 million. Much of the capital is provided by the donors who have their interest in environmental conservation. Other funds are also raised from the adopt-an-animal programs in which a person adopts an animal or more and gives funds meant for its care. Finally, the government has also been an invaluable partner by providing funds annually.
Delegate your assignment to our experts and they will do the rest.
Design and Delivery Method
The design that will be used is the Job Instruction Training. This design involves preparing for the process, instructing the employees, observing their post instruction performance and follow up. This design was chosen because of its effectiveness and the opportunity to engage learners during training.
Preparation
This is a pre-instruction stage that involves preparation towards the delivery of instruction to the employees. There is communication to the employees (trainees) about the upcoming training. They training course is broken down into tasks for them so that they prepare adequately. Furthermore, the trainer, usually a hired expert, is also briefed on the types of employees, their knowledge backgrounds, previous training, attitude and willingness to learn. Preparation fulfills a number of aspects for both the trainer and the trainees. One of them is the willingness to learn. Once they are aware of the upcoming training, the employees develop the enthusiasm to take part in the activity and learn new things. Briefing the trainer of past training sessions allows them to leave out information that may be repetitive. It wouldn't serve the purpose that the trainees are taught the same thing over and over again. It becomes boring and monotonous, making some people lose interest. Finally, it also helps the trainer to prepare for the people who are not willing for the lessons. Change is one thing that a number of people do not like. Such people would resist any programs that are aimed at bringing about change. If a trainer is not briefed on such issues, they may find it difficult during the session as they meet opposition from time to time.
Instruction
This entails actual sessions of instructing the trainees. There are several modes of delivery namely, narrating and explaining, exhibition, and actual practice of tasks to the trainees. A trainer can use one, some, or all the modes of delivery during a training session. For example, one can explain how to use the online delivery system, and provide a picture or video demonstrations of how it is done. The trainees will also be provided with computers during the training sessions so that they can practice whatever they are taught. Combining training methods helps the trainees to grasp and understand the task that is talked about. Tasks will be broken down into smaller sessions of about 25 minutes. The instruction will be held in each of the ten CAniPro stations across Canada.
Performance Observation
Here, the trainees will be allowed some time to practice what they have learned. The trainer will then give them feedback and help them rectify mistakes and overcome technical challenges and frustration. This will help the employees to understand and master what they have been taught and use it without difficulty in their day to day activities. Once the trainer is satisfied that the trainees have mastered the use of the system, they will end the session.
Follow-up
After learning how to do it, the employees will be required to use the online system during their primary duties. It is therefore important for one to be proactive and understand all the processes such as accessing, using, and maintenance of the system to avoid unnecessary delays, confusion, inaccuracy, and incomplete data sets and reports. The trainer continues monitoring the use of the system, provide feedback on progress and gradually stop once they note that the trainers can access the system, fill in information, write and submit reports and maintain the system and records with ease.
Course Outline
Course Title: On-Line Learning Management and Performance System
Course Requirements: Managers in the Human Resource Department
Time for the Course: 5 Days
Course Description
Online learning management and performance system is an application used for administering, documentation, learning, tracking, reporting, and delivery of instruction. It entails the application of technology in the learning programs to enhance effectiveness and efficiency of educational programs. CAniPro managers in the human resource department will be trained about this course so that they can deliver the in job training sessions to the rest of the employees in future.
General course Outcomes
By the end of this session, the trainees should;
Understand what on-line learning management and performance system means
Understand the tasks that can be accomplished using the online learning management and performance system
Be able to accomplish the tasks using the online learning management and performance system without difficult
Understand the challenges that can arise with the use of the online learning management and performance system and how to overcome them
Apply the online learning management and performance system in their primary duties.
Topics to be covered
Introduction to on-line learning management and performance system
Administration and maintenance of the online learning management and performance systems
Documentation using the online learning management and performance systems
Online learning management and performance systems Tracking and reporting
Lesson Plan
Lesson One: Introduction to on-line learning management and performance system
Delivery Mode: Lecture
Time for the lesson: 1 hour, 15 minutes
Lesson Objective
At the end of the lesson, the trainees should be able to define and explain what online learning management and performance systems are.
Activities
A brief introduction where the trainer tells who they are and what they should expect during the lesson.
A general overview of the on-line learning management and performance system and how it used.
A question and answer session for clarification of technical issues. The trainer can also address trainee concerns.
Lesson two: Administration and maintenance of the online learning management and performance systems
Mode of Delivery: Lecture and PowerPoint demonstration
Time for the Lesson: 2 Hours, 30 Minutes
Lesson Objective
At the end of this lesson, the trainees should understand and be able to administer educational programs using the online learning management and performance systems.
Lesson activities
Introduction to the administration of educational programs using the online learning management and performance systems
Introduction to the maintenance of the online learning management and performance systems
Demonstration on how to administer educational programs using the application
A question and answer session
Lesson Three: Documentation using the online learning management and performance systems
Delivery Mode: Lecture and PowerPoint demonstration
Time for the Lesson: 2 Hours, 30 Minutes
Lesson Objective
At the end of this lesson, the trainees should understand and be able to create documents, fill information into them, store them and also share them at the appropriate time.
Lesson activities
Introduction to documentation using the online learning management and performance system
PowerPoint demonstration of how to use the application to create documents, fills in information, and share with relevant personnel.
A question and answer session for clarification and addressing concerns.
Lesson Four: Using the online learning management and performance systems tracking and reporting progress of educational programs.
Mode of Delivery: Lecture and Video demonstration
Time Required: 2 Hour, 30 Minutes
Lesson Objective
At the end of this lesson, the trainees should be able to track the progress of educational programs and report the same to the relevant personnel.
Lesson Activities
Introduction to educational and performance tracking using the application
Introduction to reporting about the progress of an educational program and the employee performance using the application
PowerPoint presentation on tracking and reporting using the application
Question and answer session
Lesson Five: Performance Observation
Delivery Mode: Practical
Time Required: 3 Hours
Lesson Objective
At the end of this lesson, the trainees should:
Be able to administer and maintain programs using the application
Be able to create and use documents using the application
Track a program progress using the application and report to the relevant authorities.
Lesson activities
The trainees are provided with the computers and are supposed to formulate and use a sample of the application
They have to come up with plans to administer the programs.
They also create documents, fill information in them, save them and share them.
The trainees exhibit how they can track the progress of the sample program and how to write reports of the same.
The trainer provides necessary feedback to the trainees – correction of mistakes, technical support where trainees face challenges, guidance in instances where trainees fail to follow the right procedure among others.
Question and answer question – The employees seek clarification for processes that they do not understand.
The evaluation method
Both the qualitative and the quantitative methods of evaluation will be used to determine the possible outcome of the training program. In quantitative methods, the numbers of people who participated in and those who completed the program will be determined. Also, there will be the aspect of the resources used. On the other hand, a qualitative evaluation will examine the feedback from the trainer on the progress of the program. This includes their evaluation of the trainees and comments about the whole process. Other than what the trainer has said, the organizers may also decide to go through the sample projects of the trainers and see what they have done and the level and which they can do perform the duties without guidance.
The qualitative and quantitative methods can also be used to evaluate the impact of the program in the long run. Quantitatively, the organizers can determine the numbers of employees that use the application over time. An increased number would mean that the information was passed onto the rest of employees in various departments. They can also monitor the number of training sessions used and the material input asked for to enhance the training.
