Posted: March 20th, 2024

Write a 5–7-page paper BUSI 444: TRAINING PROJECT

BUSI 444: TRAINING PROJECT INSTRUCTIONS

Write a 5–7-page paper that addresses the following questions. Include an introduction and a conclusion in this paper. The title page, detailed lesson plan (from Part 1), and reference page will not count toward the 5–7-page length requirement of this assignment. The topic of the questions may be used as section headers to assist in the flow of the paper (training and organizational goals, adult learning theory, etc.). Apply Reading & Study materials, such as the textbooks, into this paper. In addition, you must include a minimum of 5 scholarly, peer-reviewed articles. Course material and other textbooks do not count towards the 5 required resources; however, the Noe textbook must be incorporated.

1.
Briefly describe how this training will help meet the goals of the organization.

2.
Describe characteristics of adult learners. How would the adult learning theory (Andragogy) be considered in the design of your training course materials?

3.
Define transfer of training. How can transfer of training be supported before, during, and after the training session? Discuss how you will determine if transfer of training was accomplished. Provide an example of near transfer and far transfer as it relates to your training.

4.
What tools would you use to evaluate student learning? How would you determine if the objectives of the course are met? (Discuss each objective you designed specifically).

5.
Distinguish between ROI (Return on investment) and ROE (Return on expectations). What is more appropriate for the training you designed? What are the strengths and weaknesses of the method you chose (ROI or ROE)?

________________________
Introduction

Training is an important part of any organization’s success. It can help employees learn new skills, improve their performance, and become more engaged in their work. When designed and delivered effectively, training can have a significant impact on organizational goals.

This paper will discuss how training can help meet the goals of an organization. It will also discuss the characteristics of adult learners, the adult learning theory (Andragogy), transfer of training, evaluation of student learning, and return on investment (ROI) and return on expectations (ROE).

How Training Can Help Meet Organizational Goals

Training can help organizations meet their goals in a number of ways. For example, training can help:

Increase employee productivity
Improve customer service
Reduce turnover
Develop new products and services
Improve safety
Comply with regulations

Characteristics of Adult Learners

Adult learners have a number of characteristics that distinguish them from younger learners. These characteristics include:

They have a wealth of life experience that can be used to their advantage in learning.
They are motivated to learn by different things than younger learners.
They prefer to learn in different ways than younger learners.

Adult Learning Theory (Andragogy)

Andragogy is a theory of adult learning that emphasizes the importance of the learner’s experience, motivation, and self-directedness. Andragogy is based on the following assumptions:

Adults are self-directed learners.
Adults have a need to know why they are learning something.
Adults learn best by doing.
Adults learn best when they can relate new information to their own experiences.

Transfer of Training

Transfer of training refers to the extent to which what is learned in a training program is applied to the job. There are a number of factors that can influence transfer of training, including:

The relevance of the training to the job
The similarity between the training environment and the work environment
The trainee’s motivation to learn
The trainee’s ability to apply what they have learned

Evaluation of Student Learning

Evaluation of student learning is important to ensure that the training is effective. There are a number of different ways to evaluate student learning, including:

Pre-tests and post-tests
Performance tests
Case studies
Role-playing exercises
Portfolios

Return on Investment (ROI) and Return on Expectations (ROE)

Return on investment (ROI) is a measure of the financial benefits of a training program. Return on expectations (ROE) is a measure of the overall benefits of a training program, including both financial and non-financial benefits.

Training is an important investment for any organization. When designed and delivered effectively, training can have a significant impact on organizational goals. By understanding the characteristics of adult learners and the adult learning theory (Andragogy), organizations can design training programs that are more effective and engaging. By evaluating student learning, organizations can ensure that the training is meeting its objectives. And by measuring the return on investment (ROI) or return on expectations (ROE), organizations can determine the value of their training programs.

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