Instructional Plan and Presentation Yvonne Ward CUR/516 December 7, 2015 Professor Joan Beckner

Transcription

1 Instructional Plan and Presentation Yvonne Ward CUR/516 December 7, 2015 Professor Joan Beckner Title of the Course: Workplace Balance, with Effective Training

2 Introduction I am creating an instructional plan that will demonstrate that effective training strategies with support from leadership build positive behaviors and self-motivating employees/learners in the retail environment. Therefore, it is a design plan that will examine all areas that are affected and addresses them with an open mind. The plan is to advocate for learning effectively with important step process for an efficient action plan. Supportive leadership will be the objective directions that will teach the best encouraging tasks analysis from past issues. The importance is an environment that encourage responsibility through fair treatment. Learning about what influence employee poor learning habits, and what causes demotivating behavior performance are a positive step toward an effective plan. Therefore, it is examining the store operations to evaluate for an active development program that builds motivation through the evaluation of each employee/learner for self-efficiency and self-motivation.

3 Phase 1 Title of the Course: Workplace Balance, with Effective Training Course Training Session-Effective Training at the workplace Description of Course, and Training The course description is training based on practical training steps with learning activities that will make an impact on the retail environment. Adequate training is gaining the balance of employees with extraordinary leadership support. Workplace balance references stability. The fixing of all issues with a solution intervention related to change with active support training for the employees/learners. The real remedy is learning how to regulate the problems, and handle each situation efficiently. Describing the course Effective leadership supports to help condense issues and build productive employees. Department area of working performance skill training with the consistent support. Environment balanced learning about diversity for that balance. Learning about behavior control, correct language, and tone. Build a strong support training team that will continue after training.

4 Target Audience The target audience will be all potential employees male and female that are hired for work and supports the retail organization environment plans for the business. The demographic analysis the prospective requirement. Disposition analysis Performance behavior. Knowledge analysis learning habits. Demographic All prospective employee that are hired. Male and female for the desired work positions within the organization. Disposition Analysis- The target audience comfort level where metacognition is the essential integrating of each employee/learner to analyze behavior. Knowledge Analysis- Knowing the employee/learner's learning behavior is for the training treatment.

5 Delivery Modality Delivery Modality Effective Training The delivery modality is the treatment instructional design. The plan for strong leadership support. The need assessment that examine the objectives. The need analysis for the prescriptive guidelines that gets to the goals. It is to create the most effective steps needed in retail training that will address all the essential need analysis. Also, it is the identifying of the important task analysis components that will state the objectives. The need analysis that address the task analysis to analyze for the adjustments that will support the goals. The training with three months, with class setting and on the job training support. Job training for all new potential employee/learner on all needed areas. The Human Resource manager and various department managers help. Setup in two-week support training for three months. The continue focus on training an additional three months of follow-up training to analyze and add feedbacks. X X X X X

6 Phase II Course Training Session-Effective Training at the workplace Define the Goals The need analysis for the organization. The database gathering pass or fail the employee/learner will not be judged. Implementing an effective plan in all required areas for skill, and knowledge training. Advocating for efficiently train employee/learner. gathering questions to document the learner's weak area to design an effective training plan. Knowledge intervention is the collaborative learning strategic plan. Building a training course with lectures and digital computer training. The training course purpose. Identifying, who all is involved, Audience, Behavior, Condition and Degree of employee/learner. Understanding the importance of team support is support from a nonmanagement associates to management, and supervisor

7 Determining the Objective Objective 1-The objectives are to build an instruction plan to support the potential employees addressing the performance for an effective solution. The potential employee/learner is the target audience for the objective. The plan is adding each participating skill training to adjust any performance related to the learner s behavior advocating for the goals. This is from each reflective challenge analyzed from a short assessment test. With more detail to learning the condition of the worker the test process will help evaluate the needs. Then it is to strategize training on the computer one and one to test the employee/learner s reading abilities, and focus and other collaborating skills. Objective 2- explaining the projected training- The objectives of the employee/learner attendance participation with each training day. Learning the art in communication skill training for the adequate tone on the job. The strategized training will provide the motor skills that would comprehend verbal command levels for each employee/learner s. The course training of one s memory analysis or cognitive function. Communication ability skills is the reflective training on awareness, understanding, and reasoning. Training the employee/learner how to prioritize learning the roots to judging by perception adding each employee/learner s input is creating measures of strong communication. This training method is for the use of debate throughout the training session, the teaching will add other needed benefits.

8 Determining the Audience that will address all needs and areas of training. The Audience The cashier The effective employee/learners training for the difference that will apply to the organization shared audiences The Consumers.

9 Determining the Behavior needs that will address The performance areas of training. Management adjusting one s training directions with the correct tone for management support Understanding behavior control for each employee/learner development focus Behavior Confusion builds fear in learning a new position, the starting of unethical performance. The lost of a potentially good employee/learner Team Player helps creates Positive results and effective behavior Performances. Strong Leadership is for effective performance Poor team work performance, the lack of leadership support, and direction builds poor behavior performance, the lack of interest, the gain change of attitude development in the wrong direction. Understanding the objective that process support Training for self-motivation performances

10 Condition Classroom condition and setting for the course training Explaining the projected Training The working Environment to evaluate the different Job training position conditions The need tools to access training. The computer for data access and other related condition that frame the expected training for work. Employee reading material for condition measures of guides to discussion The practice methods to The real-life working Conditions.

11 Explaining the degree of the projected Training Degree Employee/Learners participation in the training course Sharing opinions in groups or other settings to discuss any related training. Degree of sharing with employee/learners participating discussions Trainer/Instructors role play Discussion on

12 Description of Instructional Strategies and Activities The related project is for an instructional plan training course that bind the supporting behavior practice training. Training direction for the general skills. Creating activities to build guides for that support evaluation for effective learning. How to communicate without changing tone the perspective language changing. Performance rating using of instructional strategies for the stated objectives. The course training using the concepts of attitude scale for each employee/learner for the organization goals. The small group of four will be for direct testing of the employee/learner's abilities. Quantitative interviews in small groups to review techniques in performance. Observation in training to ceiling out fear, and overwhelming behavior habits.

13 Description of Instructional Technologies The course training instructional plan technology is the DLP, LCD, and LED projectors technology training class that will be the first week of training with lectures, graphic projects. The kind of technology training is to share pictures type training and graphics on a wide view setting. (A DLP projector uses mirrors to direct the light in an image, so it is considered to be "reflective." The third type of projector discussed, an LED projector, is named for the light source, not the kind of projection technology.) (Understanding the Differences between LED, LCD and DLP Projectors, 2015.) Computer video digital presentation sharing the employee/learner learning to log on, and off training for that reliable connection into one s department. Over head projector for delivering the lecture presentations of ethical standards, values, and morals of the organization. E-commerce technology the training of the cash register, and all another area of use of the E-commerce technology, and store planning. Computer technology for data assessment, training classes., and company related training. The store phone on communication tone resource training. Smartphone behavior training and company related sharing.

14 Phase III Total course time, and training sessions The required training session is eight hours daily. The session are of two-hour breakdown settings. One hour break after the second set of two hours. After week two it is the continue support training of on the job training. On the job training in hired position is for six months continue training. six months in three months setting starting where the probation period of the first three-month a 90-day check. training start time will be 10:00 am in the morning with two hours of the training course time. the training course will take a total of six hours a day. The six hours are broken down into two-hour sessions, three sub-sections for the six hours total.

15 The course training sessions Week One Training The course training session begins with workplace policies. The Benefits of having workplace policies workplace policies: To stay consistent with the values of the organization Also, it is learning to comply with employment and other associated legislation Demonstrate that the organization is operating efficiently and in a businesslike manner Ensure uniformity and consistency in decision-making and operational procedures Add strength to the position of staff/associates when possible legal actions arise Save time when a new problem can be handled quickly and efficiently through an existing policy. Foster stability and continuity Maintain the direction of the organization even during periods of change Provide the framework for business planning Assist in assessing performance and establishing accountability Clarify functions and responsibilities. (Workplace policies and procedures, 2015)

16 The course training sessions Week Two Training- Participating activity, skill training for performance action plan, behavior learning, and practice for self-efficiency and selected support. Training on the code of conduct Training on the recruitment policy Training on Internet and policy Training on mobile phone policy Training on non-smoking policy Training on drug and alcohol policy Training on health and safety policy Training on anti-discrimination and harassment policy Training on grievance handling policy Training on discipline and termination policy Training on using social media. (Workplace policies and procedures, 2015)

17 The course training sessions Week Three Training- Group collaborating for selective training, learning the position of hired for. Also, learning about the different leadership support, with cross teaching opportunities. Cashier, Cash register-e-commerce technology, customer service associate- Ecommerce, and computer technology base training for areas of the department. Week Four Training- The continuation of department training for the employee/learner. Also, adding support daily of other department associates for buddy training, and the managers, supervisors as regular evaluators. Week Five - 90 days Training- The employee/learner on the job training of the employee/learner's department that one was hired to work. Six months is the full evaluation of employee/learner's train position of the department one was hired to work.

18 Individuals involved with implementing the instructional plan training course Human Resource Manager Different Department Managers The communication skills for the supporting hiring area For the employee associate customer service representatives Cart pullers, custodian/maintenance associates, Sales associates, To all department managers, supervisors Security personnel

19 The Resources Needed The plan will be communicated through discussions on each position, and roles. The interest will be built through approach learning addressing the key rules, values and moral implementing the needed why the practice is relevant. Also, the needs to explore each area of valuable, the essentials support is sufficient training required for self-assessment developing good employee/learners in the organization. Discussing how learner s rules have no debate of unfair guideline. It is the process of personal responsibility that will build that open mind to achievement to address the consequences. There is no bad selection to who will not participate because staying balance is going to be with every potential associate. The participants are all employees/learners within the organization for development training. The instruction plan is for an active workforce with open conversation to adequate training.

20 Instructional Plan and Presentation Yvonne Ward Formative Assessment Formative assessment using Morrison, Ross, and Kemp (2007) and Gooler eight step process planning for the purpose of observation of the learner s activity to determine a cause. Formative assessment address weakness, solving the root of any issues within an organization is to implement a course schedule that gets to the goals. Therefore, using observation the search for a solution with the survey needed for an effective instructional training performance plan. Logic information files are observing the worker/learners daily activity and working performance. This kind of data collection on behavior watch is needed to uncover the attitude watch when it comes to the employee/learner daily working abilities. It is also to check on one's skill function the no training visual performance that would show the lacking of experiences. Evaluation through observation of employee/learner on a one and one base enables discussion.

21 Formative Assessment Table Purpose Analyze for an effective training plan. Evaluate to determine what are the weaknesses and area of inefficiency. Design an instructional plan for progress one that will validate the employee/learner performance for a productive workplace where the participation is the organization expectation and up to standards. Determine the purpose, what is the need analysis. What issues or problems are there that would question the reasons for practical training. To address the objective for the results that get to the goals. Audience All potentially employees that were hired for the retail establishment/ organization. Evaluating to identify the indented individuals, the groups, the participants. Issues Evaluate to determine the need analysis, the issues at hand to create the task analysis that process the objective and improvements for the intended goals of the retail organization. Evaluate to analyze what is going on within the organization, is the environment stable, and are their performance, attitude, and development, training, or leadership issues. Resources Potential employees, managers, (HR Human Resource manager) supervisors. Evaluating to validate all personnel of the retail establishment/organization. Evidence Internal, and External cases. Employees, and potential consumer's complaint. Data-Gathering Personal observation is gathering feedback Create questionnaires that will impact all needed areas in the question of criticism Techniques that would represent the issues without bias projection. The purpose is to report accurate measure that will help implement the Analysis appropriate recommendations. The collection of data through computer diagnoses. Also, separate discussion. The perspective will be on analysis and evaluations to determine the outcome. Need analysis to define the problem, to get to the root of the issues. Need analysis to determine the initial groups. Need analysis to determine the different approach. The need analysis is to create an instructional design for the objective that will be useful for all primary goals. Design an instructional plan for all potential employee of the organization. Conducting a formative evaluation assess the weakness for the goals. The challenging traditional process of training is for new proper need analysis for the positive impact that is the intervention for each related objectives where the goals are meet. Reporting Weakness, training that failed, personal conflicts from critical performance issues. Solutions for effective results. A structured organization with a balanced workplace.

22 Instructional Plan and Presentation Yvonne Ward Phase I - Phase IV Evaluation Instruments The evaluation instruments are the instruction plan course survey reviews the data gathering for training performance rating using observation and evaluation. It is the instrument conducting statistic design questionnaires. Evaluation instruments are the personal guide information measures of response for specific behavior evaluations. Data Survey Data Survey Data Questionnaires

23 Instructional Plan and Presentation Yvonne Ward Evaluation Instruments Employee Why do you want to work for this Would you say you have Knowledge of training Are you self-efficient, or like What areas would you say you What area was your strongest Name company? the ability to learn a new procedures did you to work in a group? need training? area of training? AAAA AAAAA position fast, and do well understand week one no matter the position? training? It s a good place to work. I am a slow learner. Yes I like to work alone. Policies Policies I wanted to get the experience. I learn fast, I am open minded. No I am a team player. Safety Safety Want to learn new things. I am introverted. Somewhat I do not like to be bothered. Communication Communication Not sure I know I am the best I learn fast. I did not get it. I like groups. Behavior Behavior I am a good candidate. I am not sure it depends It was too much to learn in one I do not like to be in a group. Department Department on the position. week. Extra money. I have a fear of new positions. I like the training class. I do not like to work alone. Not sure Not sure To meet new people. I am optimistic. Sometimes I do sometimes I do not. All areas of my scheduled training. All areas of my scheduled training.

24 Instructional Plan and Presentation Yvonne Ward Phase I - Phase IV Evaluation Overview Information gathered to create an instruction plan is for an effective training course for the workplace. Using effective analysis, observation, and evaluation that will be valuable, and effective. Personal interview evaluation will be the gateway using the employee/learners self-report for the very essentials. The engaging active contribution will be from the learner's perspective to respect the employee s/learner s opinion. Also, to challenge other s decisions before being given a task. Therefore, through open communication, the design is to avoid conflict. However, gather the needed information for the selected training that will cover the learner s lack of knowledge, experience or work skills.

25 Instructional Plan and Presentation Yvonne Ward Conclusion In conclusion, an instructional design with effective plans on training in the workplace builds strong leadership. Understanding what are the persuasive behaviors needed for changes or what is lacking to demotivate employees is a plus. Learning what will make the real difference is understanding attitude control. Because it is important teaching values in a working environment builds that balance. Therefore, a working environment with positive direction will have employees that are focused and with the best representation. For any learner to be motivating about a job or position, it is designing an instructional plan with the right direction in training that is very important.

26 References Google Images (2015) Retrieved from, Retail Management Training Options, (2015) Retrieved from, advice.monster.com/career-development/education-training/retail-management-training- options/article.aspx Understanding the Differences between LED, LCD and DLP Projectors, (2015), Retrieved from, Projectors- / /g.html What is Ecommerce? (2015) Retrieved from, Is-e-commerce/ Workplace policies and procedures, (2015) Retrieved from, es/workplace_policies_and _procedures. Page