...Mid-Guard University Training Needs and Assessments Lamaas Lattimore-EL DeVry University MGMT-410 – Human Resource Management Instructor Quovella Maeweather-Spruill November 9, 2012 There was a major board meeting at Mid-Guard University. Internal Audit had just finished there quarterly audit of Accounts Payable and there has been reason for alarm. There appears that policy is not being followed in several of the cases that have been reported. Purchase Orders are being paid without approval signatures. The level of authority is not being verified and the company chart of accounts is not being followed at all. There were several violations of the Travel Policy. Signatures were not obtained from payee’s. Making the reimbursement in the eyes of the law invalid. Payments were made to individuals which is a major violation. The fact that someone performed a service for the University and was oaid without any taxes being withheld is a major violation of the tax laws. Now the amount that qualifies is more than 600 dollars but Mid-Guard strict policy is that no employee of the University shall reimburse a person for their services. The meeting led to the director of Accounts Payable being dismissed from her position. The decision not to overhaul Accounts Payable altogether was the factor of the union putting a stop to the dismissal of the whole department. The Assistant Directors were kept on and are expected to help lift...
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...Training Needs Assessment Inspector General Team The Headquarters AMC Inspector General has a team of 83 inspectors who go from base to base performing inspections to give the AMC Commander an idea of each wings compliance and readiness. The team performs many types of inspections; however, the two largest inspections are the Operational Readiness Inspection (ORI) and the Compliance Inspection (CI). During an ORI, airmen undergo evaluations that measure the ability of their unit to perform in wartime and during a contingency or a force sustainment mission while at any deployed location. During a CI the IG assess the wing's adherence with by-law requirements, Executive Orders, DOD Directives, and Air Force and MAJCOM instructions. The team is already fully operational however, because the majority of personnel only remain on the team for 2 to 3 years, keeping trained and certified inspectors is a priority. Recently, Headquarters Air Force has established new guidance requiring each MAJCOM IG to establish a training and certification program for all their inspectors. Identifying the needs of Headquarters AMC will consist of organization, person, and task analysis. The methods used to collect data will be focus groups, interviews, documentation, and observation. Because the team is already fully operational and budget cuts are affecting all government agencies, training needs should emphasize a concentration strategy focused on development of the existing workforce, skill,...
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...Training Needs Assessment for Chicago Transit Authority By Tammi Adams Table of Contents Executive Summary___________________________________________________ 3 Background of CTA___________________________________________________ 4 Needs Assessment Design, Implementation and Analysis_____________________5 Recommended Training Strategy and Design______________________________6 Cost/Benefit Analysis__________________________________________________ 8 Training Evaluation Plan_______________________________________________9 References___________________________________________________________10 Executive Summary We here at CTA are committed to providing quality and safe service to our customers which is why we are committed in making sure that all qualified individuals are trained to the highest standard. This training needs assessment is focused on the bus operators of the CTA since they are the public face of the agency. Before any training can begin individuals have to go through series of test to see if a individual is qualified. Once a person is qualified and hired they will start a 4 week training class with qualified CTA instructors. This 4 week training class will consist of classroom work and on- the- road techniques. Once the training has ended the trainee will take a 100 question exam to see how much they have learned though out the training course. In order to the successfully pass the training course the trainee will have to pass at least...
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...Cashier Training Needs Assessment Food City Beverly Moreno Park University HR421 Corporate Training & Development Taylor, Debbie G. Cashier Training Needs Assessment Food City Food City is a fast and up and coming competitor in the retail grocery business. Established in 2009, the company’s commitment is to provide excellent customer service while providing low cost to the community. Food city wants to offer their employees the support that is needed to encourage growth, skills, knowledge, and higher performance. Food city wants to stand above the competition to obtain our business objectives by providing training support to all employees. It is the observation of the company that cashiers are the ones most likely to be in direct contact with the customers. This opens the door to communicate and perform exceptional customer service. An immediate area of focus is on the front-line implementing the opportunity to increase customer service, carry out correct codes and procedures, listening and understanding information while using appropriate vocabulary, language and tone. Since customers are our number one priority, development of curriculum is in direct response to increasing demand in the operation for training materials that will target specific application of work related skills. Corporate office has asked for input to create a training program designed for continued, up-to-date materials given the company’s business strategy for resources...
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...Unit 305 Understanding assessment in education and training 1.1 explain the purpose of types of assessment are used in education and training Initial- to allowed to learn about the learner at the beginning of the course Formative- to asses as the student learn Summative- final assessment and feed back 1.2 describe characteristics of different methods of assessment methods in education and training Observation, questions and answers, group discussions, role plays 1.3 compare the strengths and limitations of different assessment methods in relation to meeting individual needs Observation- I can see what the student is doing but is also could take up time Questions and answers- I will understand the progress of the students learning but it could be that the...
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...Initial Assessment The purpose of this type of assessment is to enable teachers to identify the initial knowledge of learners and to identify where to start from. This type of assessment is effective because it is easy to identify and agree where to start the lesson so that the learners don’t get bored of the lesson as teaching and learning of what learners know already could discourage learner’s interest to know more. We use BKSB assessment to identify Literacy and Numeracy Starting point and a TNA for vocational units. We also use a diagnostic assessment to identify further areas of training Formative assessment The formative assessments are appreciated by both students and teachers. This form of assessment can involve teachers and learners. The advantage of this type of assessment is that it is not graded and it takes out the nervousness from student. This also gives the opportunity for the teacher to identify naturally occurring opportunities as well. With this type of assessment the teacher is able to identify any development needs. I use Q&A, observation and multiple choice questions. Summative assessment Summative assessment gives learners the opportunity to meet a standards for teh qualification or unit. This can be exam or a final assessment. Teachers need to ensure that learners are ready for this assessment before putting them through this process. For controlled assessments I always provide mock assessments or similar papers before the actual assessment...
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...Chick-Fil-A Training and Development Thomas Hunter Clifton Norton Matthew Todd Keller Graduate School of Management Chick-Fil-A Training Needs Assessment And Recommendations Chick-Fil-A opened its first store in Atlanta, Georgia in 1967. It has continued to grow at a steady pace and now has over 1,700 locations across the United States. The popular restaurant has recorded 45 consecutive years of positive sales growth and, “System-wide sales in 2012 reached 4.6 billion.” (Company Fact Sheet, 2014). Chick-Fil-A is still a private, family owned company that offers franchise opportunities to well qualified entrepreneurs. Their growth model is deliberately slow, building on a firm foundation of conservative business practices. The success is attributed in part from the founder’s firm decision to close its doors every Sunday. The idea is that “…all franchised Chick-fil-A Operators and their Restaurant employees should have an opportunity to rest, spend time with family and friends, and worship if they choose to do so.” (Why We’re Closed on Sundays, 2014). The focus for this project is on the Chick-Fil-A store located at 7990 North Academy Blvd, Colorado Springs, CO. This location is used for many of the pilot programs that test the suitability of new procedures and equipment before chain-wide implementation. During an interview with the Director of Training, Brad Beck said about his training philosophy, “99 percent of a successful training program is fitting...
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...Gung Ho Training in Organization Need Assessment, Development, and Evaluation Peer Shmelzer-Moratin MGMT 3441 HPU Term 2 2012 Gung Ho is a 1986 Ron Howard comedy film, released by Paramount Pictures, and starring Michael Keaton and Gedde Watanabe. The film's story portrayed the takeover of an American car plant by a Japanese corporation. While it might seem like just another fun movie to watch on a Friday night, it is actually a great movie with great lesson to teach to those who underestimate the power of training. Training is defined as the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (Goldstein 1). The above movie is great example of how training can lead to much better results and performance. Irwin Goldstein, a leader in the training field, teams up with Kevin Ford and wrote "Training in Organization” to provide readers with a framework for examining and establishing viable training programs in education, business, and government. Capturing the excitement of training research and systems issues, the author discusses training as it occurs in real organizations. In their book they present different types of training programs and their effectiveness, ways in which training needs to be assessed and evaluated. With today’s technology the concern for utilizing training systems and developing new ones increase. Trainers are struggling with how to work with teams. The movie Gung Ho presents...
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...ASSESSMENT OF EFFECT OF TRAINING ON WORKERS PERFORMANCE IN NIGERIAN PORT AUTHORITY By BALOGUN OLUSHOLA FUMI S10AP1185 Being a Research Project, Submitted to the Department of Public Administration, Faculty of Administration, Ahmadu Bello University, Zaria, In Partial Fulfilment of the Requirements for the Award of Advance Diploma in Public Administration (ADPA). SEPTEMBER, 2012. DECLARATION I, Balogun Olushola Fumi, hereby declare that this research work titled: “Assessment of Effect of Training on Workers Performance in Nigerian Port Authority” has been conducted and compiled solely by me and that it is a record of my personal effort. ______________________ ________________ Balogun Olushola Fumi Date CERTIFICATION This research project titled “Assessment of Effect of Training on Workers Performance in Nigerian Port Authority” has been read thoroughly and accepted by the Department of Public Administration, Faculty of Administration, Ahmadu Bello University, Zaria, in partial fulfillment of the requirements for the award of Advance Diploma in Public Administration. _________________________ ________________ Dr. H.A. Yusuf Date Project Supervisor _________________________ ________________ Mal. Tijjani Adamu Date Project Coordinator _________________________ ________________ Dr. S.B. Abdulkarim Date Head of Department DEDICATION This project work is dedicated to Almighty God. ACKNOWLEDGEMENT ...
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...Unit 2 Assignment 2 ------------------------------------------------- ------------------------------------------------- 1.1 Analyse the role and use of initial and diagnostic assessment in agreeing individual learner goals ------------------------------------------------- ------------------------------------------------- During my role as a trainer it is important that each new learner has a starting point from where to commence the training. This can be found by the use of initial assessment procedure. ------------------------------------------------- Initial assessment is a vital link to the learning process, it is a formal and informal process that identifies each learners starting point. It helps to identify learner’s current levels of ability and their need for support in functional skills and personal and social skills. This is the time where I will get to learn my learner, every learner has to start somewhere. ------------------------------------------------- Initial assessment it provides a chance to assess my learner’s current knowledge and experience and will enable me to ensure the learner is enrolled on the correct course to suit their needs. ------------------------------------------------- ------------------------------------------------- During this initial assessment process I can find out if the learner has any individual needs they may have and the support that may be required and ascertain the learning preference if there is one. The Equality...
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...Introduction to strategic management and leadership Assessment Type: Assignment Assessment Centre: Distance Learning College and Training Written by: Telephone: Date of issue: Week commencing: XX 2014 Unit Reference: 7021V1 Unit Title: Introduction to strategic management and leadership Assessment Type: Assignment Assessment Centre: Distance Learning College and Training Written by: Telephone: Date of issue: Week commencing: XX 2014 Unit Reference: 7021V1 Unit Title: Introduction to strategic management and leadership Assessment Type: Assignment Assessment Centre: Distance Learning College and Training Written by: Telephone: Date of issue: Week commencing: XX 2014 Unit Reference: 7021V1 Unit Title: Introduction to strategic management and leadership Assessment Type: Assignment Assessment Centre: Distance Learning College and Training Written by: ...
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...Final Research Project Critical Issues of Training Needs Analysis in Small Organizations BUS 680 Training and Development Dr. Gertrude I Hewapathirana Introduction of the topic Training sessions can be tailored to see the needs of small business as well as large corporations. Trainings should provide content seen to be relevant to improving the operation of the business. Effective training sessions more clearly allow management to perceive the potential benefits of training and even have them more inclined to participate in training. “If the training methods are structured to fit the learning styles and approaches preferred by small business managers we would expect a higher level of learning and greater satisfaction with the learning process to occur,” (Jeffery, Hide &Legg, 2010). Companies today are no longer conducting training needs analysis (TNA). They are no longer discussing the benefits of TNA. It appears in today’s society, “the world move so fast that people don't really ask the TNA questions anymore - they just jump to an answer....?” (Martin, ed.) Not conducting TNA has presented itself as a critical issue of training needs analysis for small organizations. Abstract As long as the company is growing, an organizations training needs are never ending. Critical issues of training needs analysis are often more apparent within smaller organizations. A training needs analysis (TNA) is one of the first...
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...The Needs Assessment of Training and Development in Africa In most of Africa, training is incorrectly used as a solution to performance problems and trainees are sent to training programs without basic or require skills and may sometime have not the confidence to learn. Before training issues are considered, a careful needs assessment analysis is required to develop a systematic understanding of where training is needed, what needs to be taught or trained, and who will be trained. Unless such a needs assessment has been adequately performed it may be difficult to rationally justify providing training and training programs may have the wrong content, objectives, or methods. The needs assessment of training and development in Africa are different from one region to the other. Accurate needs assessment can help develop a program or course based on the real needs of the people that it is serving. As time is often limited in training programs, courses which takes learners’ needs into account can ensure that what is most useful for learners is covered. The needs assessment prior to training and development is paramount in places like Africa since elements such as deficiencies or gap in employees skills and knowledge, mistakes made on the job, feeling incompetent, and even measuring the success of a job are all needs assessment. Apprenticeship and mentoring are common methods of training in Africa. Most individuals are trained on the job through mentoring. Needs assessment therefore...
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...MANAGEMENT. Instructor: DR. MTEY Name: ALLY MIRROW Mobile: 0717/0756-782834 QUESTION TWO (a) What contribution does training and development provide in the effort to improve performance? (b) Why should managers prefer administering a training needs assessment before embarking on training as a solution to performance problems? TABLE OF CONTENT 1.0 Introduction 1.1 Concept of Training and Development 2.0 Contribution of Training and Development 2.1 It helps to increase productivity of the employees 2.2 It helps in increasing the job knowledge and skills of employees at each level 2.3 It helps in inculcating the sense of team work, team spirit, and inter-team collaborations. 2.4 It leads to improved profitability and more positive attitudes towards profit orientation. 2.5 It helps in increasing job satisfaction. 2.6 It helps to greater productivity and quality. 2.7 It helps in improving the morale of the work force 2.8 Lead to the less scrap or spoiled work and less accident. 3.0 Concept of training need assessment 4.0 Why prefer Training need assessment? 4.1 It helps to identify the gap between employees and job requirement 4.2 It enables to find out which employees and group will need training. 4.3 It helps to understand the requirement of the training (Present or future) 4.4 It helps to assess the cost and benefit of the training. 4.5 It helps to pinpoint where and how relevant information will be collected 4.6 It helps to identify who will be responsible...
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...TRAINING NEEDS ASSESSMENT By Janice A. Miller, SPHR and Diana M. Osinski, SPHR February 1996 Reviewed July 2002 Introduction The training needs assessment is a critical activity for the training and development function. Whether you are a human resource generalist or a specialist, you should be adept at performing a training needs assessment. This paper will begin with an overview of the training and development function and how the needs assessment fits into this process, followed by an in-depth look at the core concepts and steps involved in conducting a training needs assessment. Background Designing a training and development program involves a sequence of steps that can be grouped into five phases: needs assessment, instructional objectives, design, implementation and evaluation. To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, the training manager must determine the who, what, when, where, why and how of training. To do this, the training manager must analyze as much information as possible about the following: • • • • Organization and its goals and objectives. Jobs and related tasks that need to be learned. Competencies and skills that are need to perform the job. Individuals who are to be trained. Overview of Training and Development The first step in designing a training and development program is to conduct a needs assessment. The assessment begins with a "need" which can...
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