Reference no: EM133534773

Training and Development

Introduction: Congratulations! You have just been hired as the chief trainer for a large financial consulting operation headquartered in Fort Lauderdale, Florida. This is a company that flourishes on the basis of the fact that other companies need help to get their finances "squared away." The company wants to develop and retain internal folks for major growth opportunities. They understand that personal growth, development, promotion, and recognition are the keys to a highly efficient and effective workforce. Therefore, the owner decided to implement a twelve-month training opportunity for anyone interested in personal growth, development, promotion, and recognition.

The owner has decided the name of the program to be "The GAP Endeavor," which stands for growth, advancement, and performance. Anyone can become a financial advisor who, prior to training, lacks the hands-on experience to ensure success of the person and company. Aspiring financial planners participate in both online and face-to-face learning during the first ten weeks of the program. In the classroom, the instructors provide knowledge about finance, financial products, and selling. Also, to enhance selling skills and customer service, learners engage in role-plays. The next nine months of the program include mentoring and on-the-job experiences. Learners work with experienced financial planners in their practices, providing real and timely advice to clients. During these nine months, the learners are provided with on-the-job coaching, professional development, and complete compliance training.

• After successfully completing the program, the learners achieve the status that allows them to start their new venture and join one of the company's personal financial practices. The owner has asked you to provide information regarding determining the success of The GAP Endeavor.

1. Analyze why training should be evaluated.

First rewrite question and be creative

Second, Explain why it is important to have training and development in an organization.

• Discuss four to five key points for training and development.
• Explain how this organization and employees will benefit from this training and development.

Third, when answering questions this is the way you need to give an explanation and supporting details

2. Describe the evaluation process and explain what it should look like for this effort.

 First, rewrite the question and be creative

Second, Explain the importance / definition of the evaluation process.

• Explain why it is important to evaluate the personal growth, development, promotion, and recognition programs for the employees.
• Explain how you will evaluate each category:
  • Personal growth
  • Development
  • Promotion
  • Recognition

Third, when answering questions this is the way you need to give an explanation and supporting details

3. Analyze the outcomes of the evaluation process and include how the data should be collected.

First, rewrite the question and be creative

Second, Define the outcomes for the evaluation process.

• What type of data will be collected to determine the outcome of the evaluation process?
• How will you measure the success for the evaluation process?
• Explain how you will determine if the outcomes have been met.

Third, when answering questions this is the way you need to give an explanation and supporting details

4. Explain which evaluation design the evaluation process should use.

First, rewrite the questions and be creative

Second, Explain the importance of the evaluation design.

• Explain why this design has been selected.
• Explain how this design will be beneficial to the employees and the organization.