Reference no: EM13906951

POST 1: ADDIE is a model that "has been used in workplace training and development for decades. It was originally created in 1975 by the Center for Educational Technology at Florida State University and ultimately was adapted by all the U.S. armed forces (Mayo & DuBois, 1987)" (Kopp, 2014). Training is the foundation for employees and effective training is crucial. In my current job all the tellers have the same job but referrals is a constant struggle. I think what happens is that tellers offer certain products or services to customers and they get turned down by so many customers that they may feel like "what's the point" so they stop offering the products, they get discouraged. Some tellers just don't have the confidence that they know what they are talking about and they shy away trying to make referrals. I think that there is a performance gap issue and there needs to be more focus on referral training with new hires to give them more confidence and an opportunity to maybe do some role play in training to act some situations they may encounter in the branch. Most teller training is focused on procedure, policy and regulations but I think referrals should also be made more of a focus also.

POST 2: I have worked in the hospital setting dealing with insurance for years. I actually started out in the emergency room and that is where I feel most comfortable. After four years in the emergency room I finally made the decision to transfer to main admitting. The main idea of the job is the same however I am dealing with a different type of patient. Due to my experience I would suggest designating a specific person as a trainer for each department. This person would need to be knowledgeable of everything to be able to train current and new employees. It is too often that one person is trained by several people and everyone is giving different information about the same subject. This leaves the individual unsure of what is correct and incorrect. Tests could be used after each training session to ensure the individual is secure with the information they have been taught. A survey could be used once training is over to ensure the trainer is adequate. The training will be specific to the employee's job function; this is the best way to ensure the training addresses the needs of the employee. It also helps to avoid wasting time on unnecessary information. "Effectively designed training programs need to improve employee performance, but they must also align with the organization's business and performance needs." (Kopp, 2012).

DISCUSSION:

Create three SMART ("SMART is an acronym we can use to ensure that our training objectives are specific, measurable, attainable, realistic, and time bound"} goals that are relevant to receiving your degree. How will identifying the SMART goals aid you in achieving the ultimate goal of graduation?