Name : Sumayya Farrukh

Module : Training and

Development
A
ssignment # 1
ANSWERS:
1,
I want Sam working for my company.
Firstly, Sam has a lot of valuable experience. He had work for 25 years and he could
product a good number of trainees for top brass. Some managers said that the training
was the best reward they had in their life. It means Sam has enough ability to training
good quality trainees.
Secondly, Sam’s courses were fun. Sam had no trouble to convince student to receive
training. In his course, every trainee learns very fast and they were happy.
Finally, Benefits to the employees: keep them engaged, comfortable atmosphere that
induces learning. Benefits to the organization: provide training to employees, makes the
organization look good.

2,
Business strategy includes goals, policies, and action. The training programs at the
floatation ltd. were somewhat strategic. The catalogue of the course list was released in
the beginning of the year. His strategic approach led the managers to send their people
for training. But It does not seem to be aligned with the business strategy, which is
changing. It does not appear to have learning and training strategy. It can be made
more strategic by defining their motives clearly and find the gaps, training is linked to
HRM strategy.

3,
Instructional system design in training programs refers to the process of designing
training programs and developing the instructional course of material. It helps in
improving the work efficiency. The trainer Sam makes somewhat use of ISD model as
he used to develop the catalogue with the course list of his training program. But he
does not use the need analysis.
If he were to use more fully the ISD model, he should need organizational analysis.
ISD Model:
Analyze the organization's and individual's needs and then identify training goals which,
when reached, will equip learners with the knowledge and skills to meet the
organization's and individual's needs. Usually, this phase also includes identifying when
training should occur and who should attend as learners.
Design a training system that learners and trainers can implement to meet the learning
goals. This phase typically includes identifying learning objectives (which culminate in
reaching the learning goals), what strategies and activities are needed to achieve the
objectives, what resources (money, supplies, facilities, etc.) might be needed, any
lessons and the sequence of lessons, etc.
Develop a training "package" of resources and materials, including, e.g., designing
webinars, developing audio-visuals, graphics, manuals, etc.
Implement the training package, including to deliver the training by implementing the
strategies and conducting the activities, sharing feedback about the program and
training methods, administering tests, modifying the design of the trainings and its
materials based on feedback from participants, etc. This phase can include
administrative activities, such as copying, scheduling facilities, taking attendance data,
billing learners, etc.
Evaluate the training, including during and after implementation of training. Evaluation
is of the design of the training program, usage of the resources and the results gained
by participants in the program.

4,
Sam’s evaluation of his training program is very different to the president’s objectives.
His motto is to “keep ‘em happy” and does not focus much on the impact to the
organization. Sam’s evaluation of his training programs does not exist as he focuses on
keeping his enrolments up and giving the troops what they want. Focuses on
satisfaction rather than outcome. The president’s objective is more specific and detailed
and wants to increase productivity per person by 50%.
If Sam were to evaluate training based on the president’s objectives, he needs to adopt
the ISD model.

5,
As the vice-president of human resources, Jenny Stoppard must evaluate the
development and implementation process of the training programs being conducted by
Sam by attending one of the training programs and asking trainees what they learned.
The efficiency and effectiveness of the training courses must be fully analyzed. Jenny
Stoppard should report the outcomes of the programs appropriately.