Unit 2 Assignment: Summit Credit Union Case Study

Attached Files:

•  Unit 2 Assignment – Complete Instructions and Grading Rubric (171.407 KB)

For this assignment, you will review the case, Determining Training Needs at Summit Credit Union, and discuss the importance of conducting a needs analysis.  See the attached document for complete instructions and grading rubric. 

Due Date: 11:59 p.m. EST, Sunday of Unit 2
Points: 100

Overview:

For this assignment, you will review the case, Determining Training Needs at Summit
Credit Union, and discuss the importance of conducting a needs analysis.

Instructions:

After reviewing the Summit Credit Union case study (p. 152) and this week’s readings,
discuss the following questions:

• How would you conduct a needs assessment to determine if new lenders are

starting their jobs without the necessary knowledge and skills to perform well and

if the organization of the training curriculum (or another training issue) is

responsible for this problem?

• Who should be involved in the needs assessment?

Requirements:

• Include an Introduction to the case study problem.

• All works should be written in proper APA format.

• Your paper should be 2-3 pages with additional cover and reference pages. On
your cover page, include the name of the assignment, your name, date, and the
course.

• Use at least two (2) references to support your work. You may use your textbook
as a resource.

Be sure to read the criteria by which your work will be evaluated before you write
and again after you write.

HRM308 – Training and Development

Unit 2 Assignment: Summit Credit Union Case Study

Evaluation Rubric for Summit Credit Union Case Study Assignment

CRITERIA Deficient Development Needed Proficient

(0 – 12 Points) (13 – 17 Points) (18 – 20 Points)
Introduction to the
Case Study
Problem

Does not provide an
adequate
introduction or is
missing.

Introduction is presented,
though may not be clear
or complete.

Introduction is clearly
presented and provides
the reader a context for
the rest of the response.

(0 – 18 Points) (19 – 26 Points) (27 – 30 Points)
Needs
Assessment
Approach

Approach to needs
assessment would
not uncover staff
knowledge and skill
issues or determine
whether there is a
current training issue.

Approach to needs
assessment may uncover
some issues, but perhaps
not all; may not be able to
determine whether
current curriculum or
other training issue is
problematic.

Needs assessment
approach is complete;
uncovers staff knowledge
and skill issues and
determines whether there
is a current training issue.

Stakeholders Stakeholders are not
identified.

Only a few stakeholders
are listed, but some key
stakeholders may be
missing or unnecessary
stakeholders are added.

All stakeholders are
listed, and their required
presence in the process
is clear.

(0 – 6 Points) (7 – 8 Points) (9 – 10 Points)
Appropriate
Citations

References and
citations missing or
formatting does not
resemble APA.

At least two (2)
references and citations
are present with some
errors.

At least two (2)
references and citations
are present and near
perfect.

Clear and
Professional
Writing and
Format

Errors impede
professional
presentation;
guidelines not
followed.

Few errors that do not
impede professional
presentation.

Writing and format are
clear, professional, and
error-free.

Case: Determining Training Needs at Summit Credit Union

Summit Credit Union, located in Madison and Milwaukee, Wisconsin, is a small company with 366 employees. A merger in 2015 doubled the size of the company and made it necessary to build a new corporate culture. Summit’s mission is to improve credit members’ financial lives to help them achieve their dreams. For example, in 2013 Summit members saved over $13 million based on higher savings rates, lower loan rates, and lower fees compared to for-profit banking institutions in Wisconsin. Summit has invested in creating a world-class learning function, which includes a team of seven professionals who are able to design and deliver instructor-led training as well as e-learning. Summit has shifted away from generic off-the-shelf training to develop online and face-to-face programs customized to employee needs and the company’s goals and initiatives. For example, the learning function is expected to play a key role in dealing with business issues such as efficiency, loan growth, and increased sales. All learning staff members are expected to contribute to new company initiatives, such as new products and services, systems, or regulations. Summit has recently identified a problem with its new lenders. They were starting to perform their jobs without the necessary skills, information, and knowledge that they needed. One potential reason for this is how the lending training curriculum is organized. New lenders attend a course on different types of loans and the lending system, start their jobs, and then later return for a course on lending guidelines, underwriting, and sales skills.

How would you conduct a needs assessment to determine if new lenders are starting their jobs without the necessary knowledge and skills to perform well, and if the organization of the training curriculum (or another training issue) is responsible for this problem? Who would be involved in the needs assessment?

Source: Based on J. Salopek, “Investing in learning,” T+D (October 2011): 56–58; “Connect, Inspire, Impact” 2013 Annual Report from www.summitcreditunion.com.