•Based on the Taormina scenario

•Based on the Taormina scenario

prepare a brief training cost analysis for a training program of your choice, including estimated time requirements for each task and relating those time requirements to the overall cost you have identified for the project. Then, briefly describe your strategy for implementation

BUS407 Week 5 Scenario Script: Training Design
Slide # Scene/Interaction Narration
Slide 1 Scene 1
Taormina Conference Room

Deborah: Hello! Are you ready to get started?

Last week, we conducted a person analysis to determine common elements affecting performance.

Then, we concluded that the employees at the call center definitely need some training and development opportunities to address the issues causing their performance gap.

Today we will start designing our training program.

We should start by defining the objectives of our program. What do you think?

Remember, training objectives refer to all the objectives that are developed for the training program.

You know how to create an effective training objective, correct? Let’s complete a quick activity to make sure!
Slide 2 Test your Knowledge

A good objective should have the following 3 elements:

Desired outcome, conditions, and standards. Correct! An effective training objective should specify what is expected to occur; under what conditions is the outcome expected to occur; and what criteria signify that the outcome is acceptable.

Budgeting, trainee population, and purpose statement. Incorrect! Budgeting for training is estimated even before a TNA is conducted. Even when the organization is not clear of what training is required, the budget is always considered at the beginning of any research effort. Trainee population has been already identified when we conducted the training need analysis. Also, the purpose statement is the summary of the training objectives.

Deborah: Correct! An effective training objective should specify what is expected to occur; under what conditions is the outcome expected to occur; and what criteria signify that the outcome is acceptable.

Incorrect! Budgeting for training is estimated even before a TNA is conducted. Even when the organization is not clear of what training is required, the budget is always considered at the beginning of any research effort. Trainee population has been already identified when we conducted the training need analysis. Also, the purpose statement is the summary of the training objectives.
Slide 3 Scene 2
Deborah’s Office

Deborah: Well done! A good training objective must specify the desired outcome, the conditions, and the standards.

Our next step is to develop our training objective. A well-defined training objective will ensure the success of the training program. Remember, the training objective must be clear and relevant, and most importantly, they must be communicated with the audience that will receive the training,

Can you do that today? (pause)…Great!

Remember, when writing a training objective, we must think not only about what will be learned, but also about how the learning will be demonstrated.

Also, keep in mind that we are designing a training program to address the lack of communication among co-workers and direct supervisors.
Slide 4 Test your Knowledge

Which of the following objectives seem to be the most effective for our training proposal:

At the completion of the training, the trainee will be able to use three different communication strategies that fit the employee’s personality to address a conflict during a managerial meeting. Correct! This training objective has the three components studied before. Desired outcome (the trainee will practice learned concepts, which will be eventually transferred to the job), conditions (the trainee will simulate a meeting scenario) and, standards (the trainee must solve the conflict).

At the completion of the training, the trainee will be able to address communication gaps among participants. Incorrect! This objective is vague and it doesn’t have the three components of a good objective: desired outcome, conditions, and standards.

At the completion of the training, the trainee will be able to recite all communication strategies learned during the training session as confirmation of the learning experience. Incorrect! This objective is not effective. The employee will memorize concepts; however, without practicing them, the transference of learning is not guarantee. Moreover, it doesn’t have the three components of a good objective: desired outcome, conditions, and standards.

Deborah: Correct! This objective has the three components of an effective training objective. First, desired outcome (the trainee will practice learned concepts, which will be eventually transferred to the job), second, conditions (the trainee will simulate a meeting scenario) and, third, standards (the trainee must solve the conflict).

Incorrect! This objective is vague and it doesn’t have the three components of a good objective: desired outcome, conditions, and standards.

Incorrect! This objective is not effective. The employee will memorize concepts; however, without practicing them, the transference of learning is not guarantee. Moreover, it doesn’t have the three components of a good objective: desired outcome, conditions, and standards.
Slide 5 Scene 3
Deborah’s office
Deborah: Great job completing this activity. You have written a solid training objective.

Now, we have to meet with Ron to get his input.
Slide 6 Scene 4
Hallway
Ron: Hi Deborah! How are you?

Deborah: Good Ron, thank you for asking! And you?

Ron: Good too.

Deborah: My training specialist has written the training objective. We would like your feedback. Do you have a few minutes?

Ron: Of course. But first, let me call Alex. She has very good critical thinking skills. She’s a big help to me on this team.

Deborah: Excellent!
Slide 7 Scene 5
Training Center
Alex: Hi all! How can I help you?

Ron: Well, Alex, Deborah and her training specialist have written the training objective. They want us to provide some input.

Alex: (reading some papers). Well, I would like to have the name of the training to ensure the validity of this objective.

Deborah: Good thinking! The training program should be called: Calling for Effective Communication. This could be a good title, as we are addressing a need at a call center.

Alex: Sounds good to me! Well, the training objective seems to cover all the needs that were brought up by us.

Deborah: Alex brought a good point to our training proposal. The name of our training program should be connected to our objective.
Slide 8 Scene 6
Deborah’s Office

Deborah:
Let’s review what we have done today.

All of our activities focused on designing our training program.

We reviewed the critical components of a good training objective.

We used a panel of experts to validate the accuracy of the training objective.

Finally, we gave a name to our training proposal, ensuring connection with the training objective.

That’s what I call a good job!

Please participate in discussions about the topics we covered today, as well as completing relevant e-Activities.

See you soon!

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