Hrm635 human resource management: training and development final

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SEE ATTACHED DOCUMENT FOR INSTRUCTION

I am also attaching Projects A, B, and C which will be used for the final Project.

Directions—Final Project

Students will conduct an analysis on the current state of the training program and address the current training methods used. Reference should be made to on the job training, off the job training, technology used, delivery methods used, and transfer of training analysis.

Since you will have researched the current training system in parts A , B, and C, your final course project will be a plan that outlines your recommendations for each of the discussed elements (e.g., training needs analysis, delivery, evaluation, etc.). For example, perhaps through your unit research you have discovered that your selected organization is missing a quantifiable evaluation step in the training process. You would include in your final project the suggested changes that you would recommend. However, these suggestions must be supported with research [e.g., Smith (2008) believed that a post-test evaluation is a key element of any training program.]

Submission Requirements

The final project will be completed in 2 parts.

Part One

·

· The first part will be the formal written plan to be completed in MS Word.

· The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices.

· APA (7th ed,) formatting standards are required.

· A minimum of 10 scholarly resources need to be used. An example of a scholarly resource can be an interview with an SME (Subject-Matter Expert), HR professional or peer reviewed article from Park University – Library Journal Database. Course materials and personal experience do not count.

· A formal third person tone is required.

· Supplemental information (e.g., worksheets that are currently being used) can be presented in Appendices but do not count toward the body of the paper.

Part Two

The second part of your Final Recommendation will be a Power Point presentation that you would present to the stakeholders of the program that briefly outlines your plan. As is the case with the written plan – you should properly give credit to your sources in the PowerPoint.

Running head: Project A 2

Project A 2

Project A

Nicole Garza

Park University

HRM635 Training, Development, and Evaluation

Dr. Evelyn Hollis

November 28, 2021

Introduction

Human resource managers are unable to develop, measure, and reward employee performance unless they have the necessary tools and resources. Compensation systems are used in defining ways to reward the employees. Employees, for their part, want to know what they need to achieve and how they may get there in order to grow within the organization. As a result, people are curious about the type of education or training that will be necessary. Employees want to know how they will be rewarded for their advances inside the organization. To put it another way, employees consider their complete remuneration package to be more than just monetary value. Their value proposal encompasses all facets of their value proposition, such as what employees provide and what they receive in return. Companies such as Amazon make significant investments in the process because the benefits of integrating these programs outweigh the costs. Additional programs, such as reduced turnover and better productivity, have been shown to increase a company’s return on investment (ROI). A high-performing workforce increases the likelihood of the company meeting its business goals and achieving financial success.

Current training system as Amazon

Training, growth, and improvement ideas are critical in Amazon’s fulfillment centers. Fulfillment network positions at Amazon are a terrific way for some people to make money quickly, but they may also serve as a stepping-stone to a completely new career for others. Regardless, if one wants to work at Amazon in the future or not, the company’s Career Skills and Career Choice programs provide a variety of opportunities to gain new skills, advance in your current position, or prepare for a career in a high-demand area. Thousands of colleagues in the United Kingdom and other developed workplace cultures and destinations fulfillment network believe they have found the ideal spot (Zamri et al, 2020).

Needs Analysis

Needs analysis is the process of identifying and analyzing needs. It should be regarded as crucial as the first stage in building an effective training program. It is a critical stage in establishing what type of training should be provided to employees and for how long in order to help them become more productive and efficient. The words “needs analysis” and “needs assessment” are sometimes used interchangeably, despite the fact that the two have distinct but related roles to play in evaluating whether or not training is required to address future or present performance challenges or opportunities. According to Christensen, needs assessment, needs analysis, and training needs analysis are all critical steps in developing a “value-added solution” to an organizational performance problem. By conducting a needs assessment, a company can determine which performance issue or opportunity requires training and which does not. If training is required, the next step is to conduct a training requirements analysis to establish the type of training required (Girija et al, 2021).

Amazon is considered one of the best employers in terms of compensation to their employees. Amazon’s needs analysis is based on three primary pillars; an important foundation is education. New grads can benefit from this type of assessment because it gives you a sense of how much they know about the company’s legislation, compliance challenges, best practices, and more. In addition, Amazon employs skills in the development of the organization’s needs analysis. Soft and hard skills are included in this assessment, which are detrimental for an expected outcome of success. This is aimed at personnel of all levels, from the most junior of employees to the most senior of management. As a last point, Amazon conducts needs analysis based on their talents. Employees’ critical thinking and decision-making abilities and how they manage themselves to become more action-oriented are examined in this study. This is not done in vain and must be conducted with great detail at the forefront. The company has experienced growth and business success over the years with the current rank being one of the market leaders in ecommerce and other industries. The compensation system of the organizations is done in line with training in ensuring the employees contribute proportionally to the success of the company in same way as they get good compensation packages. In ensuring this is attained, the company performs needs analyses on basis of a variety of assessments. One of the assessments used by Amazon is organizational analysis. This involves determining the desired business outcomes in the organization and the respective training needed to attain the outcomes (Barcan, (2019).

Tasks analysis

Amazon assess the organization in determining specific tasks that need to be performed in the organization. This allows the human resource manager to determine the job description and the most appropriate compensation system to be used in ensuring the organization neither exploits the employee nor makes losses by having employees compensated more than the value created from the job position in the organization. This determines the careers needed in the organization as well as the career choice and skills in the organization.

There are various aspects of training done at Amazon with the aim of developing employees who are solely suited to the evolving working ethics and technology advancement in the company. One of the areas dealt with is Career Choice. In order to be eligible for Career Choice, Amazon hourly employees must have worked there continuously for a period of one year. Associate degrees and certificates in high-demand fields like Aviation Mechanics, Computer-Aided Design, Machine Tool Technology, Medical Laboratory Science, and Dental Hygiene can be earned through this program. A large percentage (95%) of these associates’ tuition and expenditures are covered by the corporation. UK Labour Market Statistics show that Amazon only pays education in areas where there is a lot of demand, regardless of whether or not such skills are related to a career at Amazon. This in and of itself can be an extreme game changer for employees to strive for excellence knowing that the outcome is a paid for education. There are now more than 10,000 Amazon employees in 10 countries, and they’re expanding their Career Choice program to South Africa, Costa Rica, and Slovakia. Fulfillment centers have been transformed into classrooms where associates may learn college and technical skills, making it easier for them to participate in Career Choice conveniently because they don’t have to travel for skill-building courses (Wall & Palvia, 2021).

In addition, Amazon’s existing training structure emphasizes job skills. While Amazon has conventionally focused on creating new jobs, we are now spending more on training our current employees and associates on the skills they need to succeed in their careers and personal lives. On-site training and development is available to all hourly Amazon employees through the Career Skills program. Everything from resume writing, interview techniques, time management, to spreadsheets may be found in the curriculum here at UC San Diego. In order for the company’s multi-national workforce to thrive and provide their employees with educational opportunities.

Personal analysis

When it comes to determining who will participate in an organization’s training or structure, Amazon has developed an innovative approach. Amazon begins by assessing the current level of knowledge and competence of its employees, and then the company’s human resources personnel decide how best to improve those abilities in light of the company’s current requirements. As an example, Amazon is considering a new initiative that would help the company better serve its customers. Those who complete the Amazon Mechanical and Robotics Apprenticeship (MRA) Program will be well-prepared to enter the field of Technical Maintenance. This is a 12-week course and a year of on-the-job training make up the program’s initial phase, which is available to all employees. They are searching for people who have finished the first phase of the program and the second phase, which includes two years of on-the-job training with one of their higher education partners, after which they are eligible for higher-paying careers in Technical Maintenance. Schools such as Dallas College, Wake Technical Community College and Vincennes University are among those participating. As part of Amazon’s $700 million Upskilling 2025 plan, which is exclusively supported by the company, the MRA program will teach 100,000 employees by 2025. (Somers & Casal, 2021).

References

Barcan, L. (2019). Development of human resources management in health organizations. Journal of Defense Resources Management (JoDRM)10(2), 165-173.

Girija, P., Mareena, J., Fenny, J., Swapna, K., & Kaewkhiaolueang, K. (2021). Amazon Robotic Service (ARS).

Somers, M. J., & Casal, J. (2021). Patterns of coping with work‐related stress: A person‐centred analysis with text data. Stress and Health37(2), 223-231.

Wall, J. D., & Palvia, P. (2021). Understanding employees’ information security identities: an interpretive narrative approach. Information Technology & People.

Zamri, N. E., Mansor, M., Mohd Kasihmuddin, M. S., Alway, A., Mohd Jamaludin, S. Z., & Alzaeemi, S. A. (2020). Amazon employees resources access data extraction via clonal selection algorithm and logic mining approach. Entropy22(6), 596.

Running head: Project C 2

Project C 2

Project C

Nicole Garza

Park University

HRM635 Training, Development, and Evaluation

Dr. Evelyn Hollis

December 2, 2021

Training evaluations

There are different training evaluations that can be used in assessing the evaluation of training approaches used in the company. Formative evaluation is the first sort of evaluation that can be used to appraise Amazon employees. Formative assessments are evaluations designed to help students improve their performance. In many cases, they are ungraded and unstructured. Both the employee and the instructor will be able to see where they stand at any given time and change accordingly to meet the evolving needs of their coworkers’ comprehension. Business managers can make changes that influence current employees by using formative evaluations, whereas end-of-term evaluations only effect future training sessions. Also, formative assessments show how Amazon employees that instructors care about what and how they’re learning and how they respond to the instruction. Summative evaluation is the second kind of training evaluation. Participants are assessed using summative evaluation, summative assessment, or assessment of learning. Formative assessment, on the other hand, looks at how participants have progressed over time. Employee learning is evaluated at the end of a unit of instruction by comparing it to a standard or benchmark. As part of a training program, summative assessments may be given at the end of a particular unit. There are a variety of summative evaluation methods, but the most common one is the %, pass/fail or some other type of scale grade (Van et al, 2020).

In addition to the applicable type of evaluations that can be used in Amazon is process evaluation. This is done with the aim of determining whether the desired outcomes of the processes were attained. This would be applicable in determining whether the employees gained sufficient insight on training related to production or value addition training.

Training evaluation is faced by several barriers which reduce the ability to determine the effectiveness of the interventions. Training evaluations may be hampered by a lack of subject matter expertise. The personnel in charge of training may lack assessment expertise. Furthermore, they may not have access to the most recent technology. It is difficult to conduct an effective evaluation when the person in charge lacks the necessary tools, such as online survey software, and the organization for which they work does not follow a set of protocols (Beelmann & Lösel, 2021). The prices of training evaluations are prohibitively expensive, which is the second impediment. If a company’s assessment is inadequate, it will necessitate the expenditure of time and money by its employees in order to obtain the essential tools. The assessment’s implementation will be hampered if it identified flaws but did not produce a plan to address them. There is a third sort of concern due to the ambiguity of training program outcomes. The evaluation’s implementation may be seen as risky because it may call into question a wide variety of stakeholders. A manager does not want the failure of training to be blamed on him and the management decisions of the person in charge of training to be put into question.

Quantification of training programs

It is possible to quantify training evaluation. This is attained through selecting certain metrics which help in determining the effectiveness of the training program. Before applying the metrics, there are standards to consider in the organization in relation to the training programs applied. One of the standards is the number of employees who were trained. This plays a major role in determining the basis to use in determining the impact of the training program. The second standard used is the pass or fail rate of knowledge assessment which is used in determining the impact of the training program. The third standard used in assessing the performance of the employees in relation to the performance of the organization is the rate of variation in behavior of the employees as a result of training. The expectations are that when there is a training program administered in the organization, there is a change in behavior or conduct of employees as they improve the behaviors. Lastly, the managers should focus at the return on investment and assessing whether there is an increase in the return on investment (ROI) (Zhang et al, 2017).

Amazon should then consider evaluation methods such as key performance indicators (KPIs) to use in determining effectiveness of the training program. Among the aspects to assess include customer retention rate, order fulfillment cycle time, monthly sales growth and employee engagement.

Cost-benefit analysis

It is very important for the designers to evaluate the cost and benefit of a training program before implementing the program. This can be done through the use of return on investment model or the use of utility analysis. Investing in employee training is a significant investment for businesses, thus it is vital to understand the return on investment. A lot of studies have been conducted to examine the effectiveness of training courses. According to one study, sales and technical training outperformed managerial training in terms of return on investment. At Ford, for example, all training programs are evaluated depending on the profitability of a specific product line. A tool like utility analysis can be used to determine whether or not a training course was helpful. Utility is a function of the length of time it takes for training to have an effect on an individual, as well as its value in respect to other aspects such as cost. For example, leadership programs for top and middle management have a high value, whereas front-line sales training programs have a low value. Utility analysis is concerned with the analysis of the learner’s change in behavior and the positive financial implications of the same. Because the outcomes reached are mostly reliant on subjective opinions, this methodology is not well understood (Rodriguez & Walters, 2017).

Calculating benefits of training programs

Net benefit analysis

Net benefit = sum of all benefits of a training program – sum of all costs of a training program (Che et al, 2021).

Benefit-cost ratio

The ratio is determined as:

Benefit-Cost Ratio = ∑ Present Value of Future Benefits / ∑ Present Value of Future Costs.

Return on investment

ROI (in percent) = Program benefits / Costs × 100

An example can be developed on how to determine the benefit of a training program. All-inclusive expenditures for a training program can be estimated at USD. 80,000/- and the benefits in terms of increased productivity and quality can be estimated at USD. 4,00,000/-. Thus, the ROI is 525 percent, which means that for every rupee spent in the program, the return in USD. 5.25 is over and beyond the cost.

References

Beelmann, A., & Lösel, F. (2021). A comprehensive meta-analysis of randomized evaluations of the effect of child social skills training on antisocial development. Journal of Developmental and Life-Course Criminology7(1), 41-65.

Che Md Nor, R., Mohamed Noor, N., Ibrahim, S., Shahril Anwar, N. H. S., & Mohamad Azlan, M. A. (2021). The impact of employee commitment and satisfaction on training effectiveness. International Journal of Service Management and Sustainability6(1), 147-164.

Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development3(10), 206-212.

Van Dessel, P., De Houwer, J., Gast, A., Roets, A., & Smith, C. T. (2020). On the effectiveness of approach-avoidance instructions and training for changing evaluations of social groups. Journal of Personality and Social Psychology119(2), e1.

Zhang, L., Narkhede, B. E., & Chaple, A. P. (2017). Evaluating lean manufacturing barriers: an interpretive process. Journal of Manufacturing Technology Management.

Running head: Project B 2

Project B 2

Project B

Nicole Garza

Park University

HRM635 Training, Development, and Evaluation

Dr. Evelyn Hollis

November 28, 2021

Introduction

There are various types of training approaches used by Amazon in the current training system. Depending on the desired objective, Amazon’s employees are trained either individually or in a group environment. Amazon employs a variety of strategies to assist employees in adjusting to workplace changes, including group training sessions and one-on-one counseling. As a result of this interaction with employees, particularly new hires, the organization is better positioned to train the entire staff at the same time, lowering training expenses (Azka & Hasib, 2020).

Training systems and approach and On-the-job training

Induction training is one of the methods used to instruct new employees and executives during their initial few months at the organization. This is a type of orientation that new employees receive on their first day of work at the organization. This training is given to them in order to boost their confidence while also educating them on a variety of procedures, rules, and regulations, among other things. The business takes the time to introduce new employees to their coworkers as well as their local surroundings in order to foster a sense of community and camaraderie amongst them. The second approach employed by Amazon to educate its employees is promotional training, which is especially beneficial when the compensation system is being investigated in order to raise employees’ earnings. It may be vital to train the company’s current talented personnel so that they can advance to greater positions in the future. This form of training is designed to prepare employees for more difficult responsibilities in the workplace. As a result, Amazon is also utilized to ensure that employees are kept up to date on the most recent revisions to their job descriptions and that they are deserving of the lucrative compensation packages that they receive. As a result, the business guarantees that on-the-job training is conducted on a regular basis. This information is presented in a variety of ways to guarantee that personnel are capable of operating a variety of machines, equipment, and materials in a safe and error-free manner (Jaworski et al, 2018).

On-the-job training is one of the most extensively used educational methods. A new employee is assigned to a machine or a specific job under the supervision of a supervisor or a member of the instructional team. All new staff receive this type of training. It is recommended that a new employee be accompanied by a more experienced colleague in order to learn the nuances of the trade. This signifies that the worker is solely responsible for the entire procedure. This method does not necessitate a substantial financial commitment or a significant amount of time and effort to train new staff. In addition to in-person training, vestibule training can be used to get a new employee up to speed before group training. Employee training takes place in a separate training facility within the same production area or department as the employee being trained. On-the-job training is inconvenient, which is why this type of training was developed. Instructors are highly talented and informed in their fields of expertise. It is critical to create a natural working atmosphere in the workplace where actual manufacturing takes place. As a result of this training, the new employee is now ready to take on full responsibility for the position. As a result, he has overcome his initial trepidation about starting a new career. This has no effect on the training procedures utilized in the workshops, which will continue as usual. In this case, instruction takes precedence over real effort. The training’s most major downside is that it is more expensive (Azka & Hasib, 2020).

Technology Used

Technology in training system at Amazon applies in computer-based training or web-based training programs used. Web-based training and computer-based training are nearly identical. To offer its curriculum via computer, this form of instruction uses a combination of text, video, audio, chat rooms, and interactive assessments. A computer-generated movie can be as easy as reading, but text on the screen can be more sophisticated, with the learner answering questions based on the film. It’s worth noting that in CBT, the training software is stored on a hard drive, CD-ROM, or diskette, whereas with WBT, it’s stored in the cloud. As a result, updating and getting access to the system may become more difficult in the long run for both the organization and its personnel. WBT, on the other hand, is hosted on the World Wide Web or a company’s intranet. As a result of this accessibility, employees may be able to train from the comfort of their own homes. It is also quite simple to make modifications to the content. A training material issue can be corrected by simply updating the training software on a server, which affects all learners who have access to it once the error is identified. To apply a change to CBT, a new CD-ROM or diskette would need to be developed (Ying & Lisnik, 2019).

Training delivery methods

Amazon use three main training delivery methods in training the employees based on the learning objectives. Learning objectives include knowledge, skills, and attitudes. Knowledge aims include declarative, procedural, and strategic goals. Declarative knowledge is an individual’s understanding of facts. Procedural knowledge is a person’s grasp of how and when information should be applied. Strategic knowledge is required for goal-directed action planning, monitoring, and updating. One’s level of skill determines one’s ability to accomplish a task, such as operating an instrument, making a business decision, or presenting a presentation. Attitudes are our thoughts and/or beliefs about what we consider to be good or harmful. People’s attitudes influence their behavior, which in turn influences their motivation levels. Most training programs include learning objectives for knowledge, skill, and attitudes; these programs must be blended in diverse ways to form a cohesive complete because no single approach can achieve all.

Amazon’s training methods can be broken down into two categories: cognitive and behavioral. When it comes to cognitive approaches, information can be conveyed either orally and in writing, concepts can be linked, or guidelines for doing something can be given. By influencing cognitive processes, they help students learn new information and develop new beliefs. Cognitive approaches include lecture, discussion, e-learning, and, to a lesser extent, case studies. Realistic or simulated behavior can be learned through the use of behavioral approaches. Experiential learning is the best way to gain new skills and improve one’s mindset. Business games, role-playing, the in-basket approach, and behavior modeling are all examples of equipment simulators.

Amazon’s use of lectures in staff training results in the best overall understanding of a subject. By modifying the format, you can make a lecture more or less formal and/or participative. In a lecture, there is only one way to communicate: from the trainer to the students. It’s a lengthy speech with a lot of stuff covered. A well-planned lecture begins with an introduction that sets the tone and establishes a framework for debate. The important points of the lecture are explored in the next section. Students are expected to sit quietly and pay attention during a typical lecture, with the option of taking notes. This strategy can be useful when a large number of people need to be taught a small quantity of knowledge in a short period of time; however, it is unsuccessful for learning big amounts of data quickly. As a result, a good lecture should not contain an excessive number of learning points. The more material am employee is exposed to, the more likely it is that he or she will forget it. Because pure lectures just transmit information, their utility is limited; if the primary training goal is for trainees to gain specific factual information, higher learning can be obtained at a lower cost by converting the material into text. Employees can read at their own pace and as often as they need to in order to retain the knowledge. The second method is discussion. To maximize learning potential, the lecturer and students use the discussion approach to communicate in a two-way fashion. A brief discussion of no more than 20 minutes is used to provide employees with fundamental knowledge. The trainer and trainees then have a discussion about what they have just learnt during a brief follow-up lecture. Trainers can determine whether or not the required learning has occurred by using verbal and nonverbal feedback from trainees. As a result, the trainer may need to devote more time to this topic and/or present the information in a completely new manner.

 Discussion method is also used at Amazon in employee developing employees. Allowing trainees to ask questions and engage in discussions is a vital component of teaching since it clarifies topics and keeps them on track. Because they get students involved in the material, discussions help them retain and apply what they learn in the classroom more successfully. Trainee questions can be used to assess trainee comprehension of the lecture topic. The trainer’s questions assist pupils focus on the most crucial components of the session (Vasanthi & Basariya, 2019).

With the advancement in technology and the spread of the pandemic, Amazon started using e-learning as a training technique. Through the use of e-learning platforms, Amazon engage employees from different geographical locations by allowing the users to join the training using a common link. This is done either as an audio format where the participants listen to the podcasts or real-time training, or it is done through video streaming.

Transfer of training analysis

In ensuring the company attains the desired objective of the training program, Amazon evaluates the effectiveness of the training program. This is done in phases in ensuring the employees gain the exact outcome desired content of training. The evaluation is done before the training to get an overview of the expectations of the employees in relation to the training. Also, the employees are enquired on their view on the current compensation systems and whether they expect any changes in the future with the after receiving the training. In order to ensure that training is successfully transferred, considerations are taken into account. Throughout an e-learning course, there may be quizzes to help employees remember what they’ve learned. Amazon’s employee s’ progress in the course can be tracked using those same knowledge checks. An in-person training can be assessed by asking participants questions about their understanding or by having them complete an exercise to see how they apply what they have learned. This provides the trainer with real-time data that may be used to reinforce or alter content as needed.

References

Azka, Z. N., & Hasib, S. (2020). The phenomenon study of effective communication of trainers in the induction training. Journal of Advances in Humanities and Social Sciences6(4), 147-155.

Cutter, C. (2019). Amazon to retrain a third of its US workforce. Wall Street Journal.

Jaworski, C., Ravichandran, S., Karpinski, A. C., & Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management74, 1-12.

Vasanthi, S., & Basariya, S. R. (2019). On the job training implementation and its benefits. International Journal of Research and Analytical Reviews (IJRAR)6(1).

Ying, W., & Lisnik, T. V. (2019). THE INNOVATIVE TECHNOLOGY OF AMAZON. Молодежь. Общество. Современная наука, техника и инновации, 322.

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