Create a written Training. The lesson plan should include: 1. Description of the target audience (age range, education level, Occupation, job position, the area where you lack the knowledge and skills, old employees vs. the new employees). 2. Establish the overall training objective, State the learning objective in terms of what trainees will be able to do as a result of the training. i. Describe the type of behavior that will demonstrate the learning. ii. the conditions under which the behavior must occur, and the criteria that will signify that a sufficient level of learning has occurred. (see Table 5-5; page 152 of the text). “I will include this In the Additional Materials for guidance” 3. Materials, equipment, supplies needed to carry out your training session a) the location and why. b) The type of Trainer c) The cost of training : I. Development cost II. Direct cost indirect cost III. Participant compensation IV. Evaluation cost V. Total training cost. 4. Session agenda a) state each element of content and the amount of time you allocate to cover that content. “It is critical that you also include your teaching method – lecture, demonstration, discussion, group activity, role play, online delivery, etc. b) State what teaching method you will you for EACH element of the training content. *NOTE* – if you recommend using a ppt slide deck it is NOT necessary to prepare the slide deck. Simply state what content would be in the slides. 5. Evaluation plan – explain how you will assess the effectiveness of the training session (see Figure 9-1; page 329 and ppt slide deck on Kirkpatrick) ( I will include this In the Additional Materials for guidance) 6. Reference list of all sources you used to determine the training content and any sources you used to determine the teaching method(s) you propose. 7. Please Include the SHRM Website as a part of the citation. 8. Please include the Wall Street Journal as part of the citation. 9. Please cover every part of this detail and have each part with a beginning header.
Building a High-Trust Work Environment
There exists a strong relationship between a culture of high-trust and high performance in an organization. In fact, the connection is so strong that it is only reasonable for the leaders to factor in as a priority the aspect of trust if the company is to develop a stable financial base of success (Rohman, 2018). It implies that the prioritization of development of a high-trust culture is pertinent to the creation of a high-performance organization. The high-trust culture permeates almost all the aspects of the organization. A trust crisis is detrimental to the development of the organization (Hurley, 2011). Issues such as employee retention are hinged on the creation of trust in the employee-employer relationship, among other factors (Lewis-Kulin & Angsuwat, 2017). By extension, it influences the turnover rate for the organization. In most cases, companies struggle to ensure the turnover rate is as low as possible since it is associated with extra costs of having to search for suitable employees. As such, it is very important to build and sustain a high-trust culture within the business. This paper explores means through which an organization can build a high-trust culture within the work environment. In the paper, we shall design a written training plan that describes the target audience using a variety of variables, establishes an overall training objective by stating what the trainees will be able to do as a result of the training. The design also factors in the materials, supplies, and equipment that will be utilized in the training exercise. The training exercise shall consist of various sessions with different agenda as well as the duration required to fulfill the objectives of that particular session. Finally, the designed plan concludes by laying out the evaluation plan which explains how the trainees will be assessed to gauge the effectiveness of the training exercise in its entirety.
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