Assessment and Training as Critical Activities - Admission/Application Essay Example

Assessment and Training. Assessment and training are critical activities as far as development functions are concerned. Whether one is a specialist or a human resource generalist, he or she should impress training and assessment as a tool to achieving success in a company. For one to come up with a program for training and development, he has to involve a sequence of steps. These steps are classified into five groups. They include evaluation, need assessment, design, instructional objective, and implementation. For efficiency and effectiveness to be achieved, needs assessment comes before other programs in any training program. This paper explores the applicability of assessment and training in education systems, as well as, in companies. The paper addresses key issues in a sequential manner set up as questions to training and assessment. The sequence is a shown below. Response to questions. Activity 2 a By having the roles and tasks of the routine used and work practices broken down to identify the particular skills that are necessary in enabling performance which would satisfy the required standards. After, this assessment of the performance is done. In this case, there is a continuous evaluation of an organization done in order to achieve the goals and objectives of the institution. When the performance happens to be below the expectations the situation is analyzed, and the course of the problem established. Then the interventions strategies that are appropriate are established for the organization. Section three The differences in the delivering of on-the-job training and one-to-one training are that in one-to-one training there is normally less distraction that makes the staff focus on the training where as on the job training there is always a likelihood of the training process to be disrupted by the demands of production (Hales17). Section six Activity 19 The evaluation sheets will not provide a convenient work-based training evaluation because the questions are not clear and are ambiguous, all information needed by participants is not given, therefore, leading to invalid responses, and questions are lengthy thus calling for complex answers. Therefore, the evaluation sheets would not be necessary in the collection of the information and cannot help the providers in the determination of the training program’s success. Evaluation sheet Please answer the following question in regard to the training program that you had. Were the learning objectives given to you? Were the assessment procedures, learning outcomes, and information presented clear and adequate? Was the delivery of training attractive relevant and appealing? What are the attitudinal changes expected due to the training? Was the environment, resources and facilities effective for training? Were training and learning expectations identified and met? What effects do you think the training would have on the productivity? This evaluation sheet is suitable for evaluation because it consists of qualitative questions. All information that is needed by the participants is provided there creating an open field for answering the questions (Hales 13). These questions are also clear and precise. The questions are not ambiguous and can be understood easily by the participants. The facilitators inter personal skills and communication should be effective because it helps in identification of the options that are available so that the best action can be determined. It also enables the facilitator to judge the instruction skills of workers. When a facilitator listens to a learner’s comments, he gets a bright idea concerning the understanding of the information. Assessment Tool two Response to question one: Work based training pathway is a particular goal for learning. In this case, the work based training pathway is usually aligned to a specific career structure or to a goal of an individual for the progression of the career. Response to question two: Facilitators of the work-based learning would be considering the assessment tasks and contextualization of the training, determination of the type of knowledge and skill that would make up the completeness of the specific area of training, the required resources, issues that are legislative that might resurface, and the extent of disruption of the learning process. Response to question three: Organizational strategies to be put in place in order to support work-based learning include allowance of time for the studies, allowance of time for the workshops and seminars, provision of learning and training resources, provision of the financial support and the provision of mentors, coaches and support personnel for the training. Response to question four: Introduction of the oriel training services is one technology that can be used in facilitation of the work-based learning (Hales 44). This service provides young people with training at the engineering operative level. The service makes use of distance learning and technology in order to allow accessibility of on- line training and assessment at the workplace. It offers programs like the E-net which is responsible in the creation of a complementary network which is not competitive (Hales45). This program helps in the provision of computerized verification and assessment hence providing a training procedure that is simplified. Response to question five: Learning condition can be monitored by ensuring the creation of a conducive environment that supports learning and ensuring that processes followed during the implementation and development of new skills does not affect the employees or members of the public. Response to question six: Some industrial implications that may apply to work based learning include increased productivity of employees, provision of quality products, provision of management training, development skills and staff induction. Response to question seven: If the readiness of the participants is not well assessed, the participants will find the training either boring and irrelevant or difficult to be understood. This is because these participants were not prepared for the training. Preparation for training makes the participants find the training enjoyable, immensely useful and appealing. Response to question eight: The effectiveness of work-based learning needs to be evaluated and reviewed so that judgment can be made concerning the achievement of the set goals. Evaluation and reviewing of the learning pathway helps the employer to know whether the knowledge required or the learning need was achieved. In this case, it enables employers to judge the attainment of the set goals for the work-based training. Project one Response to question one: There were various problems that were identified in the scenario. The first problem is that the employees asked the manager concerning the training that they needed. This is a problem because it was to be the vice versa, in that the Manager could be the one to inform employees about the need of training due to the introduction of the new information system in the company. Another problem is that all the employees were booked into the same program. These employees were booked into the database program. This made some employees find the training either boring and irrelevant or difficult for them. Additionally, there is a poor method of assessment and evaluation of the training program. This is a problem because, in the scenario, evaluation was done two weeks after the completion of the course. A good evaluation of a training program occurs in phases; during and immediately after the program. This was not the case in the scenario. Response to question two: This training will not add value to the organization. This is because of the six staff members’ only one employee benefitted from the training. This particular employee found the training enjoyable, tremendously useful and appealing. The rest of the employees found the training to be otherwise. Therefore, five employees out of the six did not benefit from the training. This is an indication that such training did not add value to the organization, but to a specific individual. Such an individual, even with the relevant skills cannot run the whole information system on himself. Response to question three: The learning requirement of the staff could be accommodated by having each student booked into his course of interest. Because virtually all the programs should be in areas that are applicable to the work tasks, all the employees could have been enrolled into their respective programs. This could make all employees to benefit from the programs fully. The company, on the other hand, would enjoy the advantage of different skills. Response to question four: Scenario of the project. The company upgrades the information system. The company realizes the need for extra training in the computer skills. The manager approaches a group of employees and asks them about their opinion concerning the training. The manager inquires from the employees their training preferences. Each employee clearly specifies the area to be trained. The Human Resource manager accepts to organize the work-based training for employees. The company manager settles in an internal base training. The training organizations are contacted in attempts to find the best organization to provide the required training. After finding a reliable reputable training organization, the Human Resource manager chooses, from a number of options the courses that each employee had suggested. The manager then books each employee into his/her respective area of training. The manager agrees on the dates and venues and then informs all employees concerning the training arrangement. Since its an internal training, the training four half days and for a period of two months. The Human resource manager prepares some questionnaires for the employees. This questionnaire contains questions about the success of the training program. The questionnaires are given to employees during the program and immediately after the project. The manager collects the answered questionnaires for assessment and evaluation. After all this, the employees will establish satisfaction for the training. The company, on the other hand, would enjoy the benefit of having vast skills in the employees. This would add a value to the organization. Project three. Response to question one: The value of work-based Training to an individual is that an individual who received the work-based training would have salary increments, after returning to work the knowledge obtained will be transferred to other employees, an individual also gets a chance to gain work experience, an individual is offered more career direction, and an individual gets a chance to combine work and training. To the employer, the value obtained is that the employer obtains the benefit of increased profits due to the training, and a positive impact on the productivity of an institution. Work based training can be appropriate when there is the identification of skill gaps, when there is an organization need, and when it is an employee’s initiative. It can also be appropriate when a company is driven to improve its productivity and skills. This is because the change of the patterns of employment precipitates the need for high level skills. This creates a need for employees to be flexible and have enough skills in order to manage their careers. This, therefore, will lead to work based training. Another circumstance is when the company in driven to increase the supply of technology, mathematics skills, engineering, and science (Hales 22). The supply for these skills is necessary for the future survival of the company in the global market. The demand for these skills would lead to work based training. Work based training would also be appropriate when a company has a drive of creation and application of new knowledge, and when a company has a drive of maximization of the innovation, creativity and enterprise. Response to question two: The contractual and legal obligations that apply to the context of training include provision of appropriate learning opportunities and training for the employees so that their professional and personal needs are met, development of professional and personal opportunities where by employees could cultivate new knowledge and skills, and provision of transition training to employees moving to areas of promotion, creation of demarcations in the work by bringing change in work practices, ensuring that the training complies with the agreement of enterprise bargaining, ensuring the contractual agreement and contracts of training do not reduce the work conditions and the wages, certification of the license requirements, customized induction training for the staff, provision of the right working environment, customized training in development skills and customized management training. Response to question three: It is crucial to identify the requirements of training and to target training properly because the skills needed by an individual employee are clearly identified. This is done to facilitate productivity in respect to the quality control of an organization. It is also done to continuously improve the ability and strategy to operate with optimum efficiency. Response to question four: The strategies implemented by work organizations in attempts of supporting the work-based learning include identification of hazards associated with the process of learning, creation of an environment that is supportive for learning and ensuring that processes followed during the implementation and development of new skills does not affect the employees or members of the public. Response to question five: The problems encountered include: Some employees would feel that they already gave more training than what the organization would need, some employees think that it is the employer’s responsibility of supporting them in doing more training, and limited resources and time for providing work-based learning. Response to question six: In work-based learning, the equity and access considerations that would bring impact in work-based learning are about the venue requirement. This can be overcome by modification of some venues of training and workplaces in order to accommodate persons with exceptional needs. These accommodations can be in process modification, equipment and machinery modification, and to ensure that exit and access areas facilitate safe use of the wheelchair. Therefore, impairments should not stop employees from taking part in training. All persons with the disability would be allowed to take part equitably. Apart from these hearing loops can also be placed in the training venues, use of interpreters, and having the training materials translated into Braille. Response to question seven: Learning programs can improve the work practices by improving the skills of employees and the productivity of an organization (Hales 54). The knowledge obtained in the training, will be transferred to other employees hence equipping the employees with skills that enable the organization to obtain benefits of increased profits due to the training, and a positive impact on the productivity of an institution. Work cited Hales, J. Work based learning and economic development, New York: Guilford press, 2004. Print. Read More