Human-Resource-Developement-Talent-Management

The main text (excluding the cover page, title page, list of content if applicable, references, and appendices) of the report should be 10-15 pages long. APA format . REF/Citations Included.

Write an report , which combines knowledge learned from the textbook with your learning from an interview with a training and development professional (or someone who satisfies the two conditions specified below in Approach 2). (Can be fictitious)

*This report should be loaded with detailed information of a real-world, mature training course that contains one or more training sessions/courses.

*It should also reflect your evaluation of the program – which part is done right and which can be improved.

*After reading your report, one should have an overall understanding of the training program process from its needs assessment to its evaluation.

Approach 1. Read the textbook. The first seven chapters in the textbook (Desimone & Werner, 2012), especially Chapters 4-7, details the process of a training program in terms of four stages: Assessment, Design, Implementation, and Evaluation.

Your report should follow this process structure to describe and comment on how a real training program was assessed, designed, implemented, and evaluated.

Select the interviewee: You are responsible to find the interviewee for your paper.

The Generated: 9/18/2017 Page 4 of 18interviewee should meet the following two criteria.

First, he/she should be a professional who has the hands-on experience of developing and implementing a training program successfully in an organization.

Second, he/she should be able and willing to provide samples (a couple of pages) of the program-related documents to you.

Prepare the questionnaire: Your interview should aim at understanding the development of a specific training program.

The questionnaire should be based on the four stages introduced in the textbook, and ask about what was done in each stage of the process of the training program (See Point 1 above).

Conduct the interview: The interview can be conducted in person, on the phone, or through digital media.

Considering the popularity of today’s instant message communication, this interview does not have to be audio conversations.

You should not only ask about the detailed information of the process of the training program, but also seek for the documents (e.g., tools/ policy/ instruments) used through the process for the purposes such as, but not limited to, needs assessment, course design, module implementation, and program evaluation.

Write the report: Your report should include the following sections.

Title, your title should be “Individual Report

The Process of xxx (name of the program in the interview)”.

Introduction (about ½ page), explain the purpose of the report and its content and structure.

Overview of the focal training program (about 1 page), including the name and a brief description of the program.

background information of the company that hosted the program.

background information of the interviewee (to verify her qualification of a HRD professional or a HR professional who handles the HRD function).

Description and analysis of the Assessment stage of the training program.

Explain what this stage is about. This should be your understanding from the textbook.

Describe the practices involved in this stage of the focal training program. This information should be provided by your interviewee. Each stage of the training program process is likely to be supported with many tools or instruments.

You should introduce the names of these documents and briefly describe the functions of each.

Be sure to indicate related appendix number in the text. ii. Refer to specific document within the session of each program stage. Do not pile them up in a general session of the report.

Comment on the effectiveness of the activities described in Point 5.D.b.

Does each activity described contribute to the purpose of the stage?

Are the results of the activities sufficient in preparing the organization for the next stage of the training program?

What can the organization do to enhance the performance of these practices (e.g., adding, adjusting, or reducing tools used)? a. Some program may not cover each and every stage of the ADDIE model.

In case a stage is not covered at all, you should provide analysis on why the practice is missing, should it be installed if the program runs again in the future, and the details of your envision of this practice.

Description and analysis of the Design stage of the training program Note: Refer to the details above, under Point 5.D. 1.

Description and analysis of the Implementation stage of the training program Note: Refer to the details above, under Point 5.C. 1.

Description and analysis of the Evaluation stage of the training program Note: Refer to the details above, under Point 5.C. 1.

Conclusion, summarize the main points of the report, highlighting the strength of the focal training program (i.e., what can be learned from the program).Generated: 9/18/2017

Appendix A: your questionnaire used for the interview (questions only).

Appendix B: samples of the program documents. a. You should provide sample documents of the tools or instruments used in at least two of the stages. For example, one of the documents could be the need assessment survey used for the Assessment stage. Another could be the schedule of a three-day training section used for the design stage.

Match the title of each document with your description in the text.

Clearly indicate in which program stage the document is prepared. Note: The title of each sample document should match the name of the tools you explained in your report (see Point 5

Book Info:

Human Resource Development

Talent Management

Seventh Edition

Author: Jon M. Werner

Cengage Learning

Boston MA USA

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