TUTORIAL HRM 549 CHAPTER 1

NAME:
1) Nursyahirah Binti Mohd Shahrizad (2021898722)
2) Nur Shalieyana Athirah Binti Rusli (2021812808)
3) Nur Hidayah Binti Abdul Rahim (2021809622)
4) Nur Aina Insyirah Binti Azmi (2021875518)
5) Nurul Syifak Binti Salman (2021888518)
6) Siti Hajar Binti Mokhtar (2021480298)

a. Conduct needs assessment.

There are three levels of training needs assessment which are organizational assessment,
occupational (task) assessment, and individual assessment.

An organizational assessment can be determined by the skills, knowledge, and abilities a

company needs to meet its strategic objectives. This type of assessment considers things such
as changing demographics and technological trends. Overall, this type of assessment looks at
how the organization as a whole can handle its weaknesses while promoting strengths.
Meanwhile, occupational (task) assessment looks at the specific tasks, skills, knowledge, and
abilities required to do jobs within the organization. Lastly, an individual assessment looks at
the performance of an individual employee and determines what training should be
accomplished for that individual.

First, to perform an organizational assessment, we can look at future trends and our overall
company’s strategic plan to determine training needs. We can also see how jobs and industries
are changing, and knowing this, we can better determine the occupational and individual
assessments. Researching training needs can be done through a variety of ways. One option is
to use an online tool such as SurveyMonkey to poll employees on what types of training they
would like to see offered. As you review performance evaluations turned in by your
managers, you may see a pattern developing showing that employees are not meeting
expectations. As a result, this may provide data as to where your training is lacking.

b. Create a learning environment and ensure transfer of training.

 Learning is a change in behavior and thought. Trainers determine whether learning
occurred by observing whether the person who was expected to change behaviors and thought
processes the learner-has actually adopted the designated behaviors and thought processes.
The purpose of training is to develop the competencies and skills of learners. Developing
competencies and skills involves more than merely distributing information to learners. To
create a learning environment there are features necessary for learning to occur. There are
many methods in this step including learning objectives, meaningful material, practice,
feedback, the community of learning, modelling and program administration.

Transfer training is a type of development that places an emphasis on practical training

focused on specific tasks or duties. Companies frequently spend money on specialised training
for their staff in the hopes that workers would apply what they learn to enhance their
performance. For instance, management teams may require warehouse staff to complete safety
training before operating new equipment, and staff members are expected to put this
knowledge to use when carrying out everyday tasks. The trainers should make sure the
students apply what they learned in this step to their work. They should put this kind of self-
management, peer, and manager, and support training to use at work. In addition to gaining
support from coworkers and managers, this phase entails helping the trainee understand how
to manage skill improvement.For example, a business partner that uses business knowledge
and expertise in industry to create training that improves performance.

c. Training evaluation plan.

Training evaluation plan is the last step for Instructional System Design (ISD).
Evaluation is a process of determining the adequacy of the instruction. Moreover, It refers to
an evaluation that occurs during the entire instructional design process within phases, between
phases and after implementation. It occurs in four levels which are reaction, learning, transfer
and business impact. In short, evaluation is to collect and evaluate progress of work and the
employee itself in every aspect to ensure the goal of the organization is achieved. Thus,
evaluation will be conducted in two ways which are formative or summative.
Formative evaluation is ongoing during and between phases. The purpose of this type of
evaluation is to improve the instruction before the final version is implemented. Summative
evaluation is conducted after implementation. It will assess the overall effectiveness of the
instruction. Summative evaluation data often used to make better instruction.
Therefore, the creation of an evaluation plan is choosing an evaluation design that
enables you to ascertain the influence of training on these outcomes is the third step in
developing an evaluation plan. Planning the cost-benefit analysis is the final step. The role of
 training can be implemented through professional specialists who will carry out the design,
delivery, and evaluation of learning and performance systems.

d. Training implementation.

The training programme available to the intended learners after creating the resources.
Trainer must advertise the programme in order to guarantee that learners are aware of it.
Additionally, the trainer must give learners a means of enrolling in the course as well as the
necessary online or in-person facilities. They also need to keep tabs on learners' development
and help them out when they need it. Finally, keep track of when learners accomplish
programmes and then give assessments. Implementation is the name of this process.

Trainer must make sure that others properly do these jobs, even if many course designers
and developers do not handle many of them. Learning the objectives and mastering them is
crucial for helping sponsors reach the objectives they set for the training programme. For
example, team leaders have to take responsibility in monitoring subordinates after attending a
training program to make sure they applied the knowledge they get from the training program.

References
Carliner, S. (2015, October 7). Training Design Basics (2nd ed.). Association for Talent
Development.

Indeed Editorial Team. (2022, April 25). What is transfer training and why is it important? |
indeed.com. What is transfer training? Retrieved October 21, 2022, from
https://www.indeed.com/career-advice/starting-new-job/what-is-transfer-training

Steven J. McGriff, Instructional Systems, College of Education, Penn State University

https://www.lib.purdue.edu/sites/default/files/directory/butler38/ADDIE.pdf

TASK 1: 7 Steps in the training designing process. (2019, December 13). KMS2014 Design and
Management of Training Programme. Retrieved October 21, 2022, from
https://fazreeniman.wordpress.com/task-1-7-steps-in-the-training-designing-process/

(2016, March 22). 8.4 designing a training program. Human Resource Management. Retrieved
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