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Slide 1
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Scene 1 / Deborah’s Office
(Talking to the student)
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Deborah: Hello!
The training session will start in fifteen minutes. I know it’s going to have a huge impact on Taormina’s call center. And it has been a great experience for us, hasn’t it?
Before you begin the training session, let’s take the time to review all the steps that helped you to develop this training.
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Slide 2
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Interactive Slide
This slide will include 9 buttons that the students can click on to review each of the steps. Each step will cover topics covered in one week of the scenarios.
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Step 1: First, you identified the problem affecting the expected performance gap. You performed a basic needs analysis and considered performance needs.
Then, you analyzed trigger events and performance gaps.
Step 2: Second, you identified specific strategies to improve Taormina’ sales performance. Taormina needs to improve its sales performance immediately. Because of this, you decided to adopt a reactive strategy approach to solve the organizational performance gap.
Step 3: Third, you reviewed the various parts of the performance model through an internal scanning process. Then, you decided to use the expectancy theory.
Step 4: Fourth, you reviewed common training topics for Taormina’s call center. Then, you conducted a person analysis to discover possible elements causing the employees’ lack of performance.
Step 5: Fifth, you defined the training objective paying attention to the desired outcome, the conditions, and the standards. Then, you had a great idea about the name of our training: Calling for Effective Communication.
Step 6: Sixth, you projected the most effective course of action. You proposed a lecture/discussion method. Using this method, we were able to control our cost, while providing interactive group discussions activities.
Step 7: Seventh, you worked through the development and implementation phases of our training program using the Experiential Learning Model.
Step 8: Eighth, you assessed the importance of evaluating training programs and reviewed the steps of the evaluation process. These steps were reaction, learning, job behaviors, and organizational results.
Step 9: Lastly, you reviewed the five key areas of organizational training. These areas are orientation training, diversity training, sexual harassment training, team training, and cross-cultural training.
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Slide 3
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Scene 2 / Deborah’s Office
(Talking to the student)
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Deborah: You are definitely a valuable asset on our team…great job! It was difficult work, but you pulled it all together. During the past ten weeks, you have been working very hard and proving your expertise. Kudos to you!
But I have a final challenge for you.
Which element do you consider to be the most important when designing a training opportunity?
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Slide 4
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Test your Knowledge
This will be in the form of a multiple choice interaction slide with narrated feedback.
Which element do you consider to be the most important when designing a training opportunity?
Determining trigger events: Correct! Assessing the tangible or intangible barriers and occurrences that are causing another event to occur will help us in designing the right training opportunity.
Budgeting:
Incorrect!
Calculating our budget is important when planning the training. However, there are a variety of methods, strategies, and tools available to adjust our budget effectively.
Training Objectives:
Incorrect! We need to know what issue to address before we can design a specific objective.
Evaluation Process:
Incorrect! The evaluation process is the last phase of any training effort.
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Determining trigger events: Correct! Assessing the tangible or intangible barriers and occurrences that are causing another event to occur will help us in designing the right training opportunity.
Budgeting:
Incorrect!
Calculating our budget is important when planning the training. However, there are a variety of methods, strategies, and tools available to adjust our budget effectively.
Training Objectives:
Incorrect! We need to know what issue to address before we can design a specific objective.
Evaluation Process:
Incorrect! The evaluation process is the last phase of any training effort.
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Slide 5
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Scene 3/ Deborah’s office
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Deborah: Great job!
This was your last challenge, and I had total confidence in you. You are familiar with all of the steps in the training process model. And now you have a complete understanding of how to create effective training. I’m very proud of you.
I wanted you to know, I’m moving on with my career. I’ve spoken to senior management about the fantastic work you’ve done on this project for Taormina. They have decided to give you a promotion based on my recommendation. You have been promoted to Taormina’s Director of Training and Development. This was a well-deserved promotion, and I know you’ll do well.
Before you start your new position, make sure to finish up any loose ends. This includes discussions and assignments, as well as e-activities.
Bye for now and good luck with the training session…
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