Posted: October 27th, 2022

Interpersonal Skills or Presentation Skills

Part 3

Overview

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You have been busy over the past two weeks! So far your research into your client’s business strategy and needs assessment analysis has uncovered interesting results. The next step in the training and development process is to develop learning objectives that ensure transfer of training and develop a budget. 

Before we begin developing learning objectives it is important to understand what transfer of training means. Training transfer means that learners are able to transfer the knowledge and skills learned in a training session back to their jobs. The importance of training transfer cannot be overemphasized; organizations spend millions of dollars each year on training, yet only a fraction of that investment results in improved performance, particularly if training transfer is not supported by the employer. Effective training design incorporates learning goals and adult learning principles that enhance successful transfer, ultimately leading to improved individual and organizational performance. (Gusdorf, M.L., 2009). 

If training is to add value to the organization, effective learning objectives must reflect the organization’s strategic focus. From these objectives, specific learning goals are established that define the actions that must take place within the three learning components for learning to be accomplished. Learning objectives give us direction for training content and establish the parameters for how to assess accomplishments. They become the overarching roadmap for the training project (Gusdorf, M.L., 2009). 

Another important element when developing a training program is preparing the budget for leadership approval and tracking. The budget needs to be clear and concise and easily understood by leadership in order for them to buy-in to the training plan program and approve the funding needed to support it. It is also important to track training expenses throughout the year. Use the attached

Training Budget template

to help you complete this part of the training plan project. See the Noe textbook chapter 6, for helpful information on determining costs. 

Continue reading for your assignment instructions.

Instructions

  1. Consider the training program you selected last week. (Interpersonal Skills or presentation skills). Write 3-5 learning objectives for your training. Ensure your learning objectives reflect the strategic focus of your organization and each of them encompasses all three training objective components from our textbook. 

    Submit this information as a Word or Google doc attachment or as individual comments under Activity to your Trello board by creating a new Card under the Transfer of Training and Budget Development List titled: Learning Objectives. 
    Make sure to include all resources utilized for your research, cite your sources.

    Next, prepare a budget for your training program using the Training Budget template. Feel free to add or delete “items” on this template in order to create the budget that fits your training program. 

    I have attached the first 2 parts of the project please follow same organization for this part which is part 3. (Shell Company).  Please read carefully and and complete correctly. 

APA Formatintext citation

NEEDS ASSESSMENT SURVEY
SHELL COMPANY

RISCHONDA FORSYTHE

A need assessment survey was conducted in which 20 participants were included in the survey. 13 participants fully completed the analysis questionnaires while 7 did not complete the survey. The participants were random employees in different departments in the organization. The information provided by the participants was greatly useful in determining training needs of the organizations. The survey took approximately 24 hours after which the questionnaires were handed back to the human resource manager.
1

How many people were invited to participate in the needs assessment? How many people responded to the needs assessment? What percentage responded?
20 PEOPLE WERE INVITED
13 PEOPLE RESPONDED
65 PERCENT

20 participants were invited to participate in the needs assessment. However, only 13 of them responded to the e-mail and undertook the survey. This number represented 65% of the entire population that was invited to participate.
2

Who is the training audience?
SALES AND MARKETING
HUMAN RESOURCES
ADMINISTRATION
FINANCES
INFORMATION TECHNOLOGY

The training audience of the organization includes departmental managers, and random employees from each department. Those departments include sales, administration, finance, human recourses and technology.
3

YEARS IN ORGANIZATION

The data shows the years employees have been with this organization. At least 3 participates have been with the company over 10 years. The rest was only within a few years. I was hoping to have a little more long term employees participate but the data was consistent.
4

What training needs have you identified?
FINACIAL REPORTING
PROJECT MANAGEMENT
ACCOUNTING
COACHING

From the information that was generated from the survey, it was identified that the organization needed to undertake several training needs. Among these training needs were financial reporting skills, coaching, project management skills, and accounting. These training needs will be taken in consideration and provided as soon as possible.
5

CRUCIAL DEVELOPMENT AND TRAINING NEEDS

TRAINING PREFERENCES

The majority of employees will benefit more training face to face. A low percentage will rather have online training. This data proves that this a big concern in most work places because a lot of trainings are online, from experience many people work ethics are better when trained face to face.
7

EFFECTIVE TRAINING

From the data it proves that shell company is providing effective training for employees. When a company is doing thing effectively for employees it helps build a strong team. The best thing to do is see what you can offer to those who don’t think effective training is provided. The key to building strong employees is to always reach out to see what can be done to help provide better training. Although it is a small percentage every employee count.
8

What one training will you focus on developing for the remainder of this project? Why did you select this training need over the others?

This Photo by Unknown Author is licensed under CC BY

During this project, the training I will focus on helping employees develop is Interpersonal skills. This training need is crucial above others since many employees complained of having less training on Interpersonal Skills. It was also identified that many employees lack communication with others which could cause problems that may arise in the organization. Strong interpersonal skills are the key indicator to success in a work environment. How can you effectively solve problems without having a strong interpersonal skill. I chose this skill over the other skills because this skill can help enhance the others skills.
9

KNOWLEDGE AND SKILLS

The scale shows that a lot of employees ranks really high in each section. This signs of valuable employees. Each skill is really important in any organization. This data shows how well this company have trained their employees.
Communication
Written communication skills
Spoken communication skills
Interpersonal Skills
Addressing issues in a timely fashion
Understanding and respecting the opinions of others
Problem Solving Skills
Risk identification and assessment
Ability to develop innovative solutions to address problems
Business Skills
Understanding the objectives and goals of the business

10

If you could implement any type of needs assessment instrument(s), not just a survey, within the organization which techniques from our textbook would you utilize? Explain your rationale. If you would only use a survey explain why.

This Photo by Unknown Author is licensed under CC BY-NC-ND

There are various techniques that can be implemented in a needs assessment survey. One major technique is interviews. This approach is beneficial as it will provide an opportunity for the interviewer to have a face to face discussion with the respondents. The interviewer will gain first hand information, determine the emotions, complexity and intensity of feelings of respondents towards particular subjects, and also allows the respondents to seek clarifications where they do not understand.
11

CONSTRUCTIVE FEEDBACK

The percentage for constructive feed back is awesome, this will help your employee perform better which will contribute to a positive outcome. It encourage employees when they feel leaders are supporting them. Making every employee feel valued is a great leader.
12

ORGANIZATION GROWTH

Most organizations offer growth which motivate employees more, work hard for a possibility of a better position. When organizations give employees no room to grow they usually do not stay with an organization long. Many turnovers rates can hurt a organization considering it cost money every time you hire a new employee. Its not to easy for small organizations to offer growth but showing appreciation like bonus and raises can also help keep employees longer. This data shows that shell organization offer growth, 76.9 percent said yes and 23.1 percent said maybe. The fact that the 23 percent can see a potential growth is a good thing.
13

What advice as an independent training consultant would you give to Ryan regarding the non-training issues?

This Photo by Unknown Author is licensed under CC BY-NC-ND

As a training consultant, I would advise Ryan to address the issue of low morale by helping the individual identify the cause of the problem and coming up with a solution that will lead to a positive difference. He should also solve infighting by resolving the issues between the conflicting parties or replacing one or both of them with new employees. Ryan should also aim at solving the issues with inadequate resources in the organization.
14

REFERENCE
Angela Wilson (2020). Training versus performance: It isn’t always a training issue. Training Industry. https://trainingindustry.com/magazine/issue/training-versus-performance-it-isnt-always-a-training-issue/
Tom LaForce (May 29, 2016). 5 problems training won’t solve. https://laforceteamwork.com/5-problems-training-wont-solve/

NEEDS ASSESSMENT 6

Needs Assessment

Student’s Name

University Affiliation

PART ONE: Online Needs Assessment Survey

TRAINING NEEDS SURVEY

Below is a current Training Needs Analysis Questionnaire which should be completed by the end of the day. Please set aside time to go through the paper and answer the questions accurately and honestly. The purpose of this survey is to identify and develop training priorities that help in training priorities. The results of this analysis will be confidential. Feel free to contact the HR Department in case of queries. Thank you for your time and cooperation in this.

Best regards,

Demographics

Please complete the following section accurately.

1. Which department do you work in?

a. Sales and Marketing

b. Finance

c. Human Resource

d. Administrative

2. How long have you worked at the organization?

3. Name your current job role or responsibility in the department

4. List the type of training you have received over your years of employment in this organization.

5. Select the topics that you believe are your most crucial development and training needs

a. Accounting

b. Coaching

c. ICT

d. Presentation skills

e. Project management

f. Strategic planning

g. Team work

h. Financial reporting

In a scale of 1 to 5, please rate your knowledge, mastery, or skills in each of the following sections.

Communication

6. Written communication skills

7. Spoken communication skills

Interpersonal Skills

8. Addressing issues in a timely fashion

9. Understanding and respecting the opinions of others

Problem Solving Skills

10. Risk identification and assessment

11. Ability to develop innovative solutions to address problems

Business Skills

12. Understanding the objectives and goals of the business

13. Does the objectives align to individual goal of growth and development

14. Is constructive feedback given in time and effectively?

15. Is effective training offered within the organization?

PART TWO: Needs Assessment Survey

A need assessment survey was conducted in which 15 participants were included in the survey. 12 participants fully completed the analysis questionnaires while the rest 3 did not complete the survey. The participants were random employees in different departments in the organization. The information provided by the participants was greatly useful in determining training needs of the organizations. The survey took approximately 24 hours after which the questionnaires were handed back to the human resource manager.

PART THREE: Needs Assessment Analysis

20 participants were invited to participate in the needs assessment. However, only 15 of them responded to the call and undertook the survey. This number represented 75% of the entire population that was invited to participate.

From the information that was generated from the survey, it was identified that the organization needed to undertake several training needs. Among these training needs were financial reporting skills, problem solving skills, property management skills, and strategic planning skills.

The training audience of the organization includes departmental managers, and fellow employees in charge of complex tasks and projects.

During this project, training will focus on helping employees develop problem solving skills. This training need is crucial above others since many employees complained of having less training on problem identification and solving skills. It was also identified that many employees could not solve effectively and timely solve sudden problems that may arise in the organization.

There are other issues that were identified that are not training needs. Such issues include low morale, conflicts between employees, and inadequate resources in the organization.

As a training consultant, I would advise Ryan to address the issue of low morale by helping the individual identify the cause of the problem and coming up with a solution that will lead to a positive difference. He should also solve infighting by resolving the issues between the conflicting parties or replacing one or both of them with new employees. Ryan should also aim at solving the issues with inadequate resources in the organization.

There are various techniques that can be implemented in a needs assessment survey. One major technique is interviews. This approach is beneficial as it will provide an opportunity for the interviewer to have a face to face discussion with the respondents. The interviewer will gain first hand information, determine the emotions, complexity and intensity of feelings of respondents towards particular subjects, and also allows the respondents to seek clarifications where they do not understand.

References

Angela Wilson (2020). Training versus performance: It isn’t always a training issue. Training Industry.

Training versus Performance: It Isn’t Always a Training Issue

Tom LaForce (May 29, 2016). 5 problems training won’t solve.

5 Problems Training Won’t Solve

BACKGROUND OF THE SHELL COMPANY 6

Background of the Shell Company

Student’s Name

Institution

Professor

Date

Background of the Shell Company

The link to the company’s website is

https://www.shelloman.com.om/en_om/about-us/who-we-are.html

I decided to select Shell Oman as my company to be addressed in the assignment this week. In 1958, the Shell Corporation of southeast Arabia was launched, and its downward marketing strategies started. This was representative of the rights to exchange of the Late Sultan Said bin Taimur to Shell Markets (Middle East) Limited. Fuel was originally imported on trade shows; oil containers hooked to a chain, floated offshore, and then rolling inland manually. Local agents are responsible for the whole exchange process (Al Balushi, 2019).

Human resource management applies to all the persons engaged in the administration of property related to the staff and the agency responsible for them. Human resources management encompasses the whole process and system built for handling entities in an organization. Managing human resources’ tasks and roles are split into three major fields: personnel, compensation, benefits for workers, and work schedule (Al Balushi, 2019). Maximizing an organization’s productivity by improving its workers’ effectiveness is the main consideration of human resources.

The firm succeeded in its market by the production and execution of a successful human resource strategy. Human resource policy preparation and development is an integral aspect of all human resource management systems. Human resources systems should be built as part of an overarching approach to support the achievement of corporate objectives (Al Shabibi, 2020).

Human resource policy planning and development is an integral aspect of all human resource management systems. Human resource processes must be built in the framework of an overarching human resources plan consistent with fulfilling corporate priorities and wishes to participate (Al Shabibi, 2020).

My paper aims to research the Shell Oman business and define tactics and practices for its growth. Therefore, I understood the Organization’s vision, mission, and goals if they were accomplished by the execution of the human resources management techniques.

Vision

Shell Oman’s vision states that “To be the market leader and deliver the best value to our stakeholders.”

Mission

Shell Oman’s marketing company’s mission statement is “To enhance profitability through innovative management strategies while ensuring cost effectiveness and harnessing creative ideas.”

Goals

The goals of Shell Oman are as follows:

· Innovative developments in offshore oil and gas production security technology, protective culture, and environmental management systems (Al Shabibi, 2020).

· The role played to encourage the development of safe, resilient societies in the Gulf is to raise awareness and recognize the similarities between human health and the environment (Al Shabibi, 2020).

· Develop an understanding of the whole world area as a complex framework of mature, integrated human and environmental processes, roles, and procedures for advising ecosystem resources conservation and restoration (Al Shabibi, 2020).

SWOT Analysis of the Oman Shell Company

Strengths

The strengths of Shell Oman are inner influences that have rendered the business’s policy and functionality for human resources. The establishment of a good workplace is one of the long-term priorities to be employees’ option (Al Shabibi, 2020). Shell workers are a strength for Shell’s experience, skills, and expertise in distributing goods and services to its clients. In contrast with the rival firms, besides superior goods, workers must be able to produce product-specific.

Weaknesses

In difficult economic conditions, which can impact employee’s capacity to perform, Shell Company can experience the budget-cutting problem in Oman (Al-Sarihi, 2020). In the lack of goods, human capital is not profits. Jobs rely on logic to finance human capital investments.

Opportunities

Shell Oman is offered the opportunity via recruiting and training to improve his human resources. The production process allows the company to plan its products and services accordingly. More commercial interpretations of greater increases or increased pay for new workers and growth for nearby neighbours by adding more employees. External considerations may also be the organization’s willingness to reach a good successor whose market growth practices strengthen its role or industry (Al-Sarihi, 2020).

Threats

If a strategic advantage benefits from a rival, it impacts the performance of the business. In exchange, the corporation is compelled to refuse the costs or close the firm while retaining the profit margin.

Conclusion

The Shell Oman policy planning leadership has had an impact on the company’s executive priorities. Human resource management plays an important role in the assortment of management by considering reasons for loss or achievements of last operation appreciation for decision-making. The aptitude approach is also one of them, and a business that forecasts potential employees’ desires and then finds the recruiting of individuals with that skill is an important advantage. Human resources management requires defining the abilities, experience, and skills required to play each task and create job requirements (Al-Sarihi, 2020). This strategy is constant training and workforce growth, which is apparent in researching the Shell Company and how the workers must demonstrate how the processes operate for a company to grow. Each employee must still be qualified enough to play its part and thereby enhance the manufacturing and selling of goods. Shell has given its employees ample ability.

References

Al Balushi, M. M. (2019). The Role of Dramaturgy in Change Management in Shell Oman Marketing Company (Doctoral dissertation, University of Bradford).

Al Shabibi, I. (2020). Planning for entrepreneurialism in a rentier state economy: Entrepreneurship education for economic diversification in Oman (Doctoral dissertation, Cardiff University).

Al-Sarihi, A., & Mason, M. (2020). Challenges and opportunities for climate policy integration in oil-producing countries: the case of the UAE and Oman. Climate Policy, 20(10), 1226-1241.

Strategic Training and Development Process Flowchart

Business Strategy

based training

Strategic Training and Development Initiatives

Business Strategy

Metrics Showing Value of Training

Training and Development Activities

Improve Customer Service

Accelerate the Pace of Employee

Learning

Capture and Share Knowledge

Mission

Values

Goals

Use online Training

Make development Training Mandatory

Increase amount of Customer Service Training

Learning

Performance

Reduced Customer Complaints

Reduced Turnover

Employee Satisfaction

2

>INSTRUCTIONS Click on the link below or copy and paste it into a new browser window to go to the website to learn more about how to use this budget spreadsheet.

http://exceltemplates.net/financial/training-budget-spreadsheet/

After reviewing the instructions click on the orange tab below titled

Training Budget

to develop your budget.

Training Budget Spreadsheet

Training Budget

Training Budget

Q Budget:

Q Budget:

Budget:

$0

$0

Q Budget:

$0

Total

1

$0

2

0

3

0

4

0

0

0

0

0

0

0

0

0

0

0

0

$0

Line Item Description/Justification Qty. Unit Cost/Rate Total

Courseware development 0

Courseware purchase 0

Certification 0

Train-the-trainer 0

Hardware purchase 0

Facility rental 0

Instructional materials 0

Technical equipment 0

Consulting fees 0

Instructor fees 0

Content acquisition 0

Travel 0

Per diem 0

0

0

Grand Total $0

Line Item Description/Justification Qty. Unit Cost/Rate Total

Courseware development 0

Courseware purchase 0

Certification 0

Train-the-trainer 0

Hardware purchase 0

Facility rental 0

Instructional materials 0

Technical equipment 0

Consulting fees 0

Instructor fees 0

Content acquisition 0

Travel 0

Per diem 0

0

0

Grand Total $0

Line Item Description/Justification Qty. Unit Cost/Rate Total

Courseware development 0

Courseware purchase 0

Certification 0

Train-the-trainer 0

Hardware purchase 0

Facility rental 0

Instructional materials 0

Technical equipment 0

Consulting fees 0

Instructor fees 0

Content acquisition 0

Travel 0

Per diem 0

0

0

Grand Total $0

Organization: Year:
Department: Submitted by:
Annual training allotment:
1 $

0 3 $0 Total
2Q Budget: 4
1st Quarter Training Budget
Line Item Description/Justification Qty. Unit Cost/Rate
Courseware development
Courseware purchase
Certification
Train-the-trainer
5 Hardware purchase
6 Facility rental
7 Instructional materials
8 Technical equipment
9 Consulting fees
10 Instructor fees
11 Content acquisition
12 Travel
13 Per diem
14
15
Grand Total
2nd Quarter Training Budget
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
3rd Quarter Training Budget
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
4th Quarter Training Budget
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60

Sheet1

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