Discussion 6

Chipex Manufacturing may be seeking a competitive advantage through
having what they considered to be a trained workforce. However, its current
training and certification program is not being done effectively enough to not
meet all of the current and future training needs of the organization.
Instructional designing is a military concept that allows for tasks to be broken
down into subtasks, and each subtask to be treated as a separate learning
goal. This was clearly the intention of Chipex Manu. when they implemented
their training and certification program (TCP). Training was designed to
reward correct performance of a particular tasks through the promotion or
wage increase of the person gaining the most certification. The issue became
whether the performance problem is caused by a lack of knowledge, skills, or
abilities to satisfactorily perform the assigned task. Natalie Morales was hired
to solve this problem. As a facilitator her job is to lead the group process in
finding solutions to the company’s problems; to help them improve the way
they communicate, examine and solve problems, and make decisions .
First, an analysis was done to set about identifying the issues with the
current training requirements. Morales began with a discussion with
management to identify problems occurring in operation. She also received
input from various levels of the key personnel in the company. Morales
carried out a needs assessment which purpose was to identify the difference
between the desired outcome of the TCP and its actual performance. Her
assessment tools included interviews, audits and job shadowing. Employee
demographics were collected in regards to language barriers, educational
history etc.
Ely (1999) proposed eight conditions that facilitate the utilization of
technological innovations in various education related contexts: (a)
dissatisfaction with the status quo, (b) presence of knowledge and skills, (c)
availability of resources, (d) availability of time, (e) rewards or incentives
existing for participants, (f) participation is expected and encouraged, (g)
commitment by those who are involved, and (h) leadership is evident. Using
these conditions as a framework, Morales would have discovered that all of
the conditions proposed by Ely (1999) were present at the Chipex. The
condition “rewards or incentives existing for participants” was the most
prevalent.
There are four types of configurational relationships involved in the CLER
model– individuals, groups, institutions, and cultures (Morrison, 2004). When
Morales conducted her analysis to set about identifying the issues with
the current training requirements, the HR Manager cited the
training culture as each employee “own[ing] their own development”. I
believe that this sub-culture played a critical role in the apparent failure of

P. Ertmer. W. & Carey. 298–306.A. NY: HarperCollins Publishers Inc. Piskurich (2006) recommends and provides checklists that instructional designers such as Morales can use to assist them with each step of the redesign process.  Create document templates (for example.htm l . Rapid instructional design: Learning ID fast and right. George M. These are as follows:  Identify the most effective method for delivering training (for example. NJ: Prentice-Hall.). New York. Inc. D. The ID Casebook: Case studies in instructional design (2nd Ed. instructor-led and/or self-instruction). (2001). Ely. University of Minnesota: http://www1. (1990). Retrieved June.  Select appropriate evaluation choices (for example. Conditions that facilitate the implementation of educational technology innovation. L. Journal of Research on Computing in Education.& Quinn. The systematic design of instruction (5th ed. 2010 from The Human Rights Education Handbook. (2003). The practice of facilitation. References Dick. (2006).the training programs put on by Chipex and it is from this that Morales will draw a number of conclusions regarding revising the current training program and culture.). Upper Saddle River. J. to provide consistency among instructors). Pfeiffer Publishing. 23(2). Piskurich.edu/humanrts/edumat/hreduseries/hrhandbook/part2B. P. depending on the level and type of certification required). 9.umn.