Rasmussen College Goals, Objectives, and Delivery Method Paper For this course project assignment, design the goal(s), objectives, and delivery method for
Rasmussen College Goals, Objectives, and Delivery Method Paper For this course project assignment, design the goal(s), objectives, and delivery method for your training project. Make sure your objectives follow Bloom’s taxonomy.Develop at least 3 goals for your training. Then develop 3-5 objectives of your training for each of your goals. Remember, the objectives should:Have a specific and measurable outcome.Have a specific deadline.Be relevant to the participants’ job.Be relevant to the overall goals of the organization. Running head: NEEDS, TASK AND LEARNER ANALYSIS
Needs, Tasks and Learner Analysis Project
Students Name
Institutional Affiliation
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NEEDS, TASK AND LEARNER ANALYSIS
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Needs, Tasks and Learner Analysis Project
Contemporary organizations have developed a standard culture that facilitates the
continued organizational assessment of the current progress trend in terms of the overall business
and employee performance and benchmarked with other organizations. Particular subject
considerations encompass employee adherence to standard protocols and policies in task
execution and are expected to align with those shared by the business core vision and mission.
Employee analysis encompasses the selective identification of high performing workers as a
representation of the individuals who often prioritize organizational goals over individual
dispositions. Organizational workers, particularly the junior employees, have a significant role in
ensuring progressive organizational growth and overall entity success, and corporations should
continuously cater to their welfare for quality performance.
Selected Content to Train, Reasons, and Benefits for the Training for the Selected Group
Junior organizational employees need constant programs to improve their general
knowledge and expertise to facilitate improved task execution for the organization’s long-term
success. The lecture’s selected content encompasses contemporary market developments and new
changes that have been identified to have an immediate and long-term impact on the current and
future performances of the entity. Notably, continuous professional development training
targeting employees has been posited to have a direct positive effect on the organization’s
performance by improving workers’ skills and expertise attributes with immediate impact on
organizational success.
The contemporary work environment requires standard employee skills to facilitate the
execution of complex organizational tasks in a smooth, effective, and safe way that enhances
optimal cost utilization. Multiple factors necessitate organizations to coordinate employee
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training. Among the factors encompass reports from performance appraisals that could indicate
the need for the execution of worker training. Besides, the program could be indicated as a part
of the continuous professional development programs that constitute principal components of the
modern business cultures. Furthermore, in cases of testing, a new prospected performance by
distinct management systems could be a significant factor for engaging the employees in the aid
of leveraging their skills and knowledge to the level of the requisite system. Research postulates
the significance of conducting occasional employee training to boost the current improvement
status, especially during a performance improvement effort established by the organization.
Attributable benefits to employee training on the global trends in the market changes and
developments encompass sharpening their risk management skills through the ideas got from the
training on diversity concept, an enhanced corporate image through conducting training on
business and social ethics imperative for employees and boosting personal esteem on innovations
of strategies and products imperative in boosting a corporations competitive advantage.
Furthermore, training sessions enhance overall employee motivation in pursuing their busy daily
schedules and increases the prospect of morale and job satisfaction that could significantly
reduce employee turnover. Consequences to the host organization from the training session
encompass process improvement with long-term financial benefits attributed to the enhanced
employee efficiency in the operational process and their enabled capacity to adopt the new
technologies and methodologies.
Specific Training Tasks for the Employees
Organizations are established to attain the prospected goals and objectives as spelled out
in the organizations written vision and mission of the establishment. Employees are involved in
the daily organizational performances and constitute an integral component of the organization
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as their activities and expertise directly impact the entity’s operations (Understanding leadership
and factors that influence leaders, 2014). Executives and business shareholders are informed of
the benefits that firms are likely to experience the following planning and to finance their
training programs, initiated with the intent of improving their quality, which translates to
improved skills and overall expertise.
Crucial areas for consideration for as specific niches for sharpening employee skills
encompass the communication aspect that focuses on enhancing diversity in the workplace
through appreciating the distinct languages and customs depicted by the employees. Besides, the
modern trends necessitate equipping workers with up-to-date technological information
communication skills as multiple businesses have integrated the concept in almost all their
business operations, and the factors have heavily contributed to improved operations and future
success (Jehanzeb & Bashir, 2013). The use of computer skills has been shown to have transited
from solely improving administrative operations, but have depicted effectiveness in the general
office tasks. Notably, the principal focus of businesses is the overall welfare of the consumers, as
they form the backbone of organizational financial strength. Therefore, customers are required to
constantly adapt to the transitioning customer needs through learning customer service skills.
Employees also need to have ethics and good communication skills incorporated in their
training sessions imperative for the evident prevalent diversity in the workplace and the need to
foster understanding and subsequent coexistence among the workers. Other significant concepts
to integrate into the training lectures encompass benefits and ways of facilitating human relations
and safety standards. The focus on human relations is to help eliminate the constant conflict and
individual misunderstandings among workers that pose a significant risk factor for reduces
organizational performance. Safety education focus on improving individual worker safety
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precautions and practices, especially in the event the executed work involves the use of
dangerous chemicals, high-risk processes, or monotonous activities that may lead to low levels
of adopted safety procedures, a high-risk factor for workplace accidents. In addition, employees
require training on effective approaches to team working, as organization executives understand
the benefits associated with workplace collaboration among the distinct worker groups and
categories.
The identified junior worker learning opportunities were selected following an in-depth
organizational need analysis compared with the long-term goals and objectives set by the entity.
To foster the organizational principle prospected concept, outlined as a major niche in the
identification of worker learning areas, the lectures involved applying technology-based learning
through applying concepts of the contemporary information communication on the team training.
Notably, based on the analysis of the modern organizational workforce, the session should focus
on improving individual skills and competencies. The approach has been opined beneficial than
simply focusing on overall groups as workers have distinct learning capabilities.
Overall, the lecture’s specific training tasks encompass employee literacy training,
primarily conducted to foster meeting the company goals and explicit understanding of the work
process, decision-making process, and team-working. The other focus area is the interpersonal
skills training, where the junior workers are taught how to maintain positive relations with fellow
workers and approaches to conflict resolution. Through this approach, effective communication
skills were taught in efforts to foster positive communication efforts in the workplace for the
individuals and their peers. Lastly, the junior organizational workforce was given technologybased training on hardware and software components of the technology to facilitate benefits such
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as performance at higher standards, multitasking, and the cultivation of self-confidence and skill
levels.
General Assumptions on the Employee Learning Capabilities, Current Skills and the
Learning Styles to Address
Organizational workforce forms a mixture of geniuses and individuals with average
thinking capacities, and the sub-categories have their respective strengths and weaknesses in
distinct settings. The selected employees possessed distinct capabilities in comprehending and
synthesizing the taught information, particularly for the selected mode of teaching them. Based
on this analysis, there is a need to develop a more comprehensive teaching approach that will
foster constant employee counseling and nurturing. The majority of the learners have the basics
of the requisite culture in the workplace. The most impacted area depicting significant deficits
among the workforce encompasses the ethics and safety concepts (Jehanzeb & Bashir, 2013).
The employees had significant expertise in information communication systems as it forms the
basis for the qualifications for securing the job. However, safety guidelines and procedures were
assumed and forgone hence the need for the training to explicitly focus more on the identified
core concept areas, as well as other identifiable core areas for the overall organizational success.
An overview of the training session and the learner group’s reactions depict significant
appreciation and the urge to comprehend more of the lacking attributes imperative for standard
organizational performance. Therefore, the groups positive attitude does not necessitate
alteration, except in particular areas, such as communication skills and aspects of workforce
empathy. The specific learning styles practical for application in the context encompass the
kinesthetic learners approach where the employees are practically engaged during the lecture
session rather than relying on passive learning styles that involve listening or watching
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demonstrations. The other significant learning style is the visual learners that foster better
learning through demonstrations compared to instances involving listening and reading. The
community has implemented the auditory learners learning style as the predominant
methodology where individuals are perceived to learn through passive forms encompassing
listening and sometimes speaking as the primary learning way. However, the training session
should comprehensively focus on the overall improvement of the corporate culture and being
practical and brief.
Corporations need to establish standard cultures that allow continued workplace
performance improvements to ensure long-term and short-term realization of the set goals and
objectives. To do so, corporations need to invest in their workers as they are responsible for
executing daily tasks in enhancing progressive growth, and overall entity success. Corporations
should focus on investing in their workforce as it the principal determinant and contributor to the
overall goal and objective determinant in the market environment.
NEEDS, TASK AND LEARNER ANALYSIS
References
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2).
Understanding leadership and factors that influence leaders effectiveness. (2014). European
Journal of Business and Management. https://doi.org/10.7176/ejbm/7-33-2015-03
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