Briefly describe how this training will help meet the goals of the organization.
Part 2: Project Reflection
Write a 5–7-page paper that addresses the following questions. Include an introduction and a conclusion in this paper. The title page, detailed lesson plan (from Part 1), and reference page will not count toward the 5–7-page length requirement of this assignment. The topic of the questions may be used as section headers to assist in the flow of the paper (training and organizational goals, adult learning theory, etc.). Apply Reading & Study materials, such as the textbooks, into this paper. In addition, you must include a minimum of 5 scholarly, peer-reviewed articles. Course material and other textbooks do not count towards the 5 required resources; however, the Noe textbook must be incorporated.
1. Briefly describe how this training will help meet the goals of the organization.
2. Describe characteristics of adult learners. How would the adult learning theory (Andragogy) be considered in the design of your training course materials?
3. Define transfer of training. How can transfer of training be supported before, during, and after the training session? Discuss how you will determine if transfer of training was accomplished. Provide an example of near transfer and far transfer as it relates to your training.
4. What tools would you use to evaluate student learning? How would you determine if the objectives of the course are met? (Discuss each objective you designed specifically).
5. Distinguish between ROI (Return on investment) and ROE (Return on expectations). What is more appropriate for the training you designed? What are the strengths and weaknesses of the method you chose (ROI or ROE)?
Running Head: TRAINING PROJECT 1
TRAINING PROJECT 2
TRAINING PROJECT
Christopher Wagoner
Liberty University
Bus 444-D01
7/14/19
TRAINING PROJECT
Reports of sexual harassment and discrimination in the places of work appear to be increasing day in day out. The media reports are reporting daily allegation across all the industries. Our goal is designing a training program for workers in Jayden Company, one of the biggest companies offering tours and travel services in California. Even though formal sexual harassment training is not a requirement under federal law, it is best to train managers to recognize and address this prohibited behavior proactively.
The project is scheduled to take two weeks, at the meeting hall of the company’s headquarters. This program introduces upper-level personnel training on what should be done when addressing sexual harassment (McDonald, & Charlesworth, 2016). There will be various case studies used suggesting ways of how managers are supposed to interact with employees who file claims of sexual harassment as well as those accused.
It will cover what sexual harassment is. This will include introducing to the managers the terminologies that are used in identifying various types of harassment. The training will also explain the company’s sexual harassment policies providing the information on the resources that are available to the people who feel they are treated inappropriately. We will also address discrimination issues and policies as well as those addressing sexual harassment.
Our audience as trainers is the managers in this company. Prevention of sexual harassment means zero tolerance of any kind of sexually suggestive behavior in the place of work by taking effective action, any time a manager sees or hears of any kind of behavior which is considered to be sexual harassment. The manager is supposed to set an example of how he/she handles complaints, and how thorough and timely the investigations are.
The major goal of conducting this training is to ensure that every employee feels safe at the place of work. Proper education is very important in helping safeguard against behaviors that are inappropriate and unwanted advances (McDonald, Charlesworth, & Graham, 2015). This is done by defining clearly the violations and empowering those who may encounter sexual harassment to recognize and report these cases to the management.
Doing sexual harassment training correctly conveys that the employer cares about the work environment of the employees and ensures that everybody is aware of the appropriate steps that are supposed to be taken in an event of a harassment case. This training is also aimed at building a community thus allowing employees to work together aimed at achieving a common goal. The feeling that the workers have of being secure in their places of work and the reassurance that the employees know the unaccepted behavior in the company gives long-lasting confidence in the place of work.
Aiming the managers is essential because they will pass on the education to the workforce, ensuring that all the employees read from the same page. The managers are the first people to know the occurrence of sexual harassment (Roscigno, 2019). They are also very influential meaning that they must be aware of the issue of sexual harassment and how their behaviors and actions can be perceived. This provides a standard to which the managers can refer, each time a complaint about sexual harassment is made. It is therefore correct to say that sexual harassment training is among the important pillars of a holistic approach of preventing harassment and other inappropriate behaviors in the places of work. This, in turn, reduces biases in the places of work which creates a positive and inclusive environment.
References
McDonald, P., & Charlesworth, S. (2016). Workplace sexual harassment at the margins. Work, employment and society, 30(1), 118-134.
McDonald, P., Charlesworth, S., & Graham, T. (2015). Developing a framework of effective prevention and response strategies in workplace sexual harassment. Asia Pacific Journal of Human Resources, 53(1), 41-58.
Roscigno, V. J. (2019). Discrimination, Sexual Harassment, and the Impact of Workplace Power. Socius, 5, 2378023119853894.
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