Developing an Off-The-Job Training Program Assignment

March 21, 2022

Developing an Off-The-Job Training Program Assignment

Order ID:89JHGSJE83839

Style:APA/MLA/Harvard/Chicago

Pages:5-10

Instructions:

Developing an Off-The-Job Training Program Assignment

Develop an off-the-job training program that reflects the values of the company. The training program will include a summary lesson plan, demonstrated SMART objectives that align to the values of the position and the organization. The paper will include the relevant documents for off-the-job training including the summary lesson plan with SMART objectives and evaluation tools.

Off-The-Job Training Program

According to Saks & Account (2019), instructor-led learning has been declining due to the recognized need for development outside of a classroom environment. For a future business consultant at IBM, their roles will require being able to provide novel solutions to clients in various departments including project management, human resources and business analysis. The future employee will need a range of practical experience as well as continued learning of theoretical knowledge of business.

The employer should provide case studies about previous clients to provide answers on how they would have applied their knowledge. The instructor can then evaluate their answers in accordance with how the project was actually handled to determine whether the trainee is grasping business proceedings at IBM. Case studies encourage the trainee to think creatively and can cover a wide range of topics including strategy, management, marketing or human resources (Saks & Account, 2019). Innovative thinking, as valued by the company, can be fostered through allowing the candidate to apply their problem-solving skills independently.

Case Incidents are similar to case studies in that they require critical thinking about a real-life situation but have a narrower focus on a single topic (Saks & Account, 2019). This can be useful when the trainee is preparing for a project in a specific department and their supervisor wants to evaluate their knowledge in that department.

SMART objectives

For the Case Study & Case Incidents, the trainee must complete 3 case studies or case incidents in the first month of their job and achieve at least an 80% score on their case study, evaluated objectively based on the goals completed in the company’s actual project.

Summary Lesson Plan

The table below depicts the summary lesson plan for each activity used in the training program.

Table 1 Summary Lesson Plan table

	Case Study & Case Incidents	Programmed instructions	Role playing
Objectives	Trainee must show critical analysis and apply personal experience or theoretical knowledge	Trainees are asked a series of questions and are given a signal when they successfully answer each one (Indeed Editorial Team, 2021).	Trainees take on roles and act out certain situations to assist them in better comprehending the learning ideas. Trainees behave as though they are confronted with a predicament and must solve it without prior direction or preparation (Indeed Editorial Team, 2021).
Materials	Electronic or Paper Case Study and Answer Sheet	Off-the-job training may be carried out by training instructors using manuals or books (Indeed Editorial Team, 2021).	Role playing, which is often reserved for customer service professions, entails trainees taking on roles and acting out certain situations. This technique of off-the-job training entails acting realistically in a simulated situation (Indeed Editorial Team, 2021).
Length	4 weeks	Ongoing	Ongoing
Trainee Responsibilities	Research for well-rounded answer Return case study and answers to supervisor after completion	To successfully answer each of the series of questions given (Indeed Editorial Team, 2021).	Role players must adapt fast to the ever-changing circumstances and react as they would in real life. Hiring, addressing a workplace problem, or making a sales pitch to a customer are examples of circumstances trainees may encounter (Indeed Editorial Team, 2021).
Supervisor Responsibilities	Evaluate answers based on company’s procedures, provide discussion for trainee, and identify areas for improvement	Evaluate and assess the trainee’s understanding (Indeed Editorial Team, 2021).	Evaluate and assess the trainee’s understanding to resolve the responsibilities of hiring, addressing a workplace problem, or making a sales pitch to a customer (Indeed Editorial Team, 2021).

References

Saks, A. & Account, R. (2019). Managing Performance through Training and Development (8th Eds.). Top Hat – this is not the full citation got to fix it

Indeed, Editorial Team (2021). Off-the-job training: Methods and benefits. Indeed, Career Guide. https://www.indeed.com/career-advice/starting-new-job/off-the-job-training

RUBRIC

Excellent Quality

95-100%

Introduction

45-41 points

The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.

Literature Support

91-84 points

The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.

Methodology

58-53 points

Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.

Average Score

50-85%

40-38 points

More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.

83-76 points

Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.

52-49 points

Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.

Poor Quality

0-45%

37-1 points

The background and/or significance are missing. No search history information is provided.

75-1 points

Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.

48-1 points

There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met