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Needs assesment for supervior training


Paper instructions:
Scenario
Imagine that you are an up-and-coming Human Resource professional for Emily’s Entertaining, a catering business with 52 franchises in 14 states. One of your offices has recently received a warning from the local health department regarding an ordinance governing the transportation of food. After examining the write-up of this warning, you decide to meet with the owner of this specific office. In talking with the owner, you learn that none of the staff members have been formally trained on the local and federal regulations that accompany the day-to-day operations of their business. Concerned that other Emily’s Entertaining locations might have the same lack of training, you begin to contact each franchise to question store managers about their training and development practices. Sadly, you find that most managers have failed to implement effective methods of training and development. As such, almost all of your Emily’s Entertaining locations are uninformed about the relevant federal regulations.
As you begin to reflect upon the potential needs of each Emily’s Entertaining franchise, you decide that an organization-wide change must be made. As such, you begin to compose a needs analysis that will be presented to the Vice President of Human Resources. For this needs analysis, you know that you will have to outline your plans for assessing the unique needs of each of the franchise’s 52 locations. In addition, your training proposal will have to defend your recommendations by explaining how your desired learning outcomes will positively affect the organization’s day-to-day operations, strategic goals, and bottom line.
To complete this Assignment, respond to the following in a 4- to 5-page paper:
•Formulate plans for conducting a needs assessment.
?Describe three steps you would sequentially take to identify the needs of the Emily’s Entertaining franchise (this includes all 52 locations).
¦Justify your three-step process by explaining how each of these steps provides the information required of an accurate needs assessment.
?Describe at least two people holding upper-level positions at Emily’s Entertaining you would involve in the analysis of the collected data.
¦Support your rationale by describing how each member would contribute to the needs analysis.
•Develop a training proposal.
?Identify two to four learning objectives that will be integrated into the design of your training program.
¦Explain how each learning objective will positively affect the organization’s day-to-day operations, strategic goals, and bottom line.
?Propose a timeline for your training program.
¦For example, how long will it last and how many sessions will you hold?
?Describe the medium to be used in the design of your training program.
¦Will your trainings be online, face-to-face at the corporate office, face-to-face at store locations, or a combination of locations?
¦How will you plan for facilitating employee interaction with the training content and with one another?
¦What instruments will you use to determine if learning has occurred? When will it/they be used to demonstrate learning? In addition, how will you determine if your program successfully achieved the learning outcomes?
?Propose solutions that will instill a learning culture at each store location.
¦Describe at least three solutions you would integrate into each store location to increase the probability that employees will retain the knowledge gained during their trainings.
¦Explain how each of these solutions will positively affect the organization’s day-to-day operations, strategic goals, and bottom line.

Needs assesment for supervior training

Paper instructions:
Scenario
Imagine that you are an up-and-coming Human Resource professional for Emily’s Entertaining, a catering business with 52 franchises in 14 states. One of your offices has recently received a warning from the local health department regarding an ordinance governing the transportation of food. After examining the write-up of this warning, you decide to meet with the owner of this specific office. In talking with the owner, you learn that none of the staff members have been formally trained on the local and federal regulations that accompany the day-to-day operations of their business. Concerned that other Emily’s Entertaining locations might have the same lack of training, you begin to contact each franchise to question store managers about their training and development practices. Sadly, you find that most managers have failed to implement effective methods of training and development. As such, almost all of your Emily’s Entertaining locations are uninformed about the relevant federal regulations.
As you begin to reflect upon the potential needs of each Emily’s Entertaining franchise, you decide that an organization-wide change must be made. As such, you begin to compose a needs analysis that will be presented to the Vice President of Human Resources. For this needs analysis, you know that you will have to outline your plans for assessing the unique needs of each of the franchise’s 52 locations. In addition, your training proposal will have to defend your recommendations by explaining how your desired learning outcomes will positively affect the organization’s day-to-day operations, strategic goals, and bottom line.
To complete this Assignment, respond to the following in a 4- to 5-page paper:
•Formulate plans for conducting a needs assessment.
?Describe three steps you would sequentially take to identify the needs of the Emily’s Entertaining franchise (this includes all 52 locations).
¦Justify your three-step process by explaining how each of these steps provides the information required of an accurate needs assessment.
?Describe at least two people holding upper-level positions at Emily’s Entertaining you would involve in the analysis of the collected data.
¦Support your rationale by describing how each member would contribute to the needs analysis.
•Develop a training proposal.
?Identify two to four learning objectives that will be integrated into the design of your training program.
¦Explain how each learning objective will positively affect the organization’s day-to-day operations, strategic goals, and bottom line.
?Propose a timeline for your training program.
¦For example, how long will it last and how many sessions will you hold?
?Describe the medium to be used in the design of your training program.
¦Will your trainings be online, face-to-face at the corporate office, face-to-face at store locations, or a combination of locations?
¦How will you plan for facilitating employee interaction with the training content and with one another?
¦What instruments will you use to determine if learning has occurred? When will it/they be used to demonstrate learning? In addition, how will you determine if your program successfully achieved the learning outcomes?
?Propose solutions that will instill a learning culture at each store location.
¦Describe at least three solutions you would integrate into each store location to increase the probability that employees will retain the knowledge gained during their trainings.
¦Explain how each of these solutions will positively affect the organization’s day-to-day operations, strategic goals, and bottom line.

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