Course Project: Training and Development
Objectives
The Course Project is designed to provide you with real-life, practical experience in conducting a
training and OD needs assessment for a selected organization and in developing a training or
intervention strategy to address the needs that have been identified.
Guidelines
The Course Project must be comprehensive and follow the analytical stages below.
1. Select an organization to be studied.
2. Develop and conduct a needs assessment.
3. Analyze the data collected and identify training needs.
4. Develop a training or intervention strategy to address the needs.
5. Determine the training intervention cost and quantify expected results.
6. Develop an evaluation method.
Once the steps have been completed, a detailed paper outlining your processes, methodologies,
results, and recommendations should be prepared. Although the length of the paper is not
predetermined, a paper of 10–15 pages in length, double-spaced, is customarily necessary to cover
the topic adequately. This does not include the title and reference pages.
Note: There is an excellent guide online called Human Capital: A Guide for Assessing Strategic
Training and Development Efforts in the Federal Government put out by the United States General
Accounting Office. Although this relates to the government and not the private sector, it contains
excellent information that can be applied anywhere.
Milestones: Project Phases—In Detail
Part 1: Select an Organization to Be Studied
There are a number of ways in which an organization can be selected. One option is to look outside
your organization for companies that would be interested in participating in the project. Another is to
volunteer your own organization, or if you are not currently employed, use a church, school, club, or
other organization. Once your organization has been selected, you will need to learn a lot about it. It is essential for you
to understand the organization’s business, goals, objectives, and mission in order to complete this
project successfully. (Submit the information on your selected organization to your Dropbox by the
end of Week 1—this is an ungraded step but required and essential to help you make sure you are
on the right track.) Also note that you will be submitting a progress report for this project in Week 5 in
the Minipaper assignment—this is worth 100 points.
Part 2: Conduct a Needs Assessment
Training and development processes begin with a needs assessment. Given the economic
pressures that businesses face today, it is imperative that those needs be connected to specific
organizational performance issues.
There are three different forms of analysis you will need to complete.
1. Organizational analysis involves determining the appropriateness of training given the
organization’s business strategy, its resources available for training, and support by
managers and peers for training activities.
2. Person analysis involves (1) determining whether performance deficiencies result from a
lack of knowledge, skill, or ability (a training issue) or from a motivational or work-design
problem; (2) identifying who needs training; and (3) determining employees’ readiness for
training.
3. Task analysis identifies the important tasks and knowledge, skill, and behaviors that need to
be emphasized in training for employees to complete their tasks.
Hints for a Successful Needs Assessment
As you conduct your needs assessment, you may want to consider four potential sources of
information that may help you in your analysis. Information such as employee turnover analysis,
incident reports, long-range production goals, employee satisfaction studies, and physical plant
layout can tell us a lot. Examples of other documents you may wish to consider include the following. Business documents: Key business documents can be used to determine areas of poor
performance and developmental needs. Such documents may include 1. unit productivity reports;
2. customer satisfaction surveys; 3. communication survey reports; and
4. competitive analysis reports. Organization survey: Questionnaires can be created that probe for areas in which systems,
structures, or processes are not functioning as intended. They can be used to look toward
group, departmental, or individual issues. (Submit your survey to be used for gathering data
by the end of Week 3—70 points.)
Potential questions include the following. Questionnaire Questions
1. I am involved in decisions that directly affect my job. 2. My supervisor communicates with me on a regular basis. 3. I clearly understand what is expected of me. 4. I am rewarded for good performance. 5. My opinion has been asked regarding what needs to change in my
work area. 6. I understand why the decisions that affect my job are made. 7. My supervisor gives me information that is important to me. 8. I have the skills necessary to perform my job properly. 9. I am rewarded for working well with others. 10. I receive frequent feedback on my performance. 11. I believe the information that I receive from my supervisor. 12. I have the tools necessary to perform my job properly. 13. My job leaves me with a sense of accomplishment. 14. I understand the information that I receive from my organization. 15. I am encouraged to make decisions that affect my job. 16. I am encouraged to communicate with my supervisor. 17. Team goals are supported throughout my organization. 18. My organization treats all employees well. 19. I have the information necessary to make decisions that affect my
job. 20. I am encouraged to communicate with others. 21. The feedback that I receive is directly related to my job performance. 22. My organization treats all employees fairly. 23. 24.
25. 26. My supervisor allows me to communicate my thoughts without fear of
reprisal.
The feedback that I receive is constructive in nature.
My organization is interested in the growth and development of its
employees.
I believe the information that I receive from my organization. Observations: Individuals can be observed on the job, and their interactions and activities
can be noted for further analysis. Observations can include the following.
1. How individuals communicate (time spent, amount of detail, responsiveness)
2. How individuals make decisions (time spent, involvement sought, etc.)
3. How work is performed (under pressure, in groups, etc.) Interviews: Interviews can be conducted in person or via a distributed questionnaire that
probes for areas where performance may be improved. Potential interview questions include
the following.
1. What do you think the most important part of your job is? What is least important?
2. What would you like to learn to make your job easier or better? What are the
programs, processes, or resources available for you to learn from?
3. How have you developed the skills that you have? 4. Who brings problems to you and what kind of problems are they? How do you
usually solve them? Whom do you ask for help?
5. What do you find most frustrating about your job?
6. What would you like to be spending your time doing? What would need to happen to
let you do that?
It is up to you to determine the methodology to be used in conducting the assessment.
Considerations should include the willingness of the organization and its employees to provide
information, the availability of information from the organization to be studied, and the availability of
individuals in the organization to be interviewed and observed.
The nature of the needs analysis, of course, also should be based on the type of assessment
desired. Given the broad coverage of the course, assessment may include, but would not be limited
to, the following.
1. Group processes and group effectiveness
2. Departmental effectiveness
3. Decision-making process effectiveness
4. Individual skills development
5. Group skills development
6. Career development
Part 3: Analyze the Data Collected and Identify Training Needs
Analyze the data you have collected and identify one or more training needs for the organization. Be
sure to fully justify your recommendations and link your recommendations to the organization’s
business goals.
The data collected must be viewed in terms of the initial intent of the project. Care must be taken to
evaluate the data for what they portray. Insufficient analysis or understanding of data, as well as
reading more into data than what they actually portray, are equally ineffective activities. (Submit your
course Minipaper that describes your needs assessment findings and other relevant project
information in Week 5—100 points.)
Part 4: Develop a Training or Intervention Strategy to Address the Needs Creating a developmental strategy is the objective of the investigative segment of the project. The
strategy may include the following.
1. Training Sessions
a. Traditional classroom
b. Simulations
c. Self-managed strategies
d. Opportunity to perform 2. Career management systems
a. Self-assessment programs
b. Mentoring systems
c. Action planning 3. Organizational development intervention activities
a. Team building
b. Intergroup activities
c. Survey feedback activities
d. Education and training activities
e. Structural activities
f. Process consultation g. Blake-Mouton grid activities
h. Third-party peacemaking
i. Coaching and counseling j. Career planning k. Goal setting 4. System redesign
a. Search conferences
b. Confrontation meetings
c. Strategic planning meetings
Part 5: Determine the Training or Intervention Cost and Quantify Expected Results
The fifth section of the Course Project is conducting a cost-benefit analysis. Training costs must be
evaluated against anticipated results. This will only be palatable if, in the initial assessment, specific
behaviors and processes and their impacts on the performance of the organization were determined.
If so, conducting this final analytical segment should be possible.
Part 6: Develop a Method of Training Evaluation
Once you have completed the training, how will you know whether it has been successful? There are
a variety of ways to evaluate training and development programs. Clearly identify the specific
outcomes you expect from the project. Then develop a method of evaluating the effectiveness of
your project.
Submit your assignment to the Dropbox located on the silver tab at the top of this page. For
instructions on how to use the Dropbox, read these step-by-step instructions or watch this Tutorial
Dropbox Tutorial.
See the Syllabus section "Due Dates for Assignments & Exams" for due date information.
Grading Criteria
Back to Top Category Points % Description Background 50 Acquaint the reader with the organization selected,
why it was selected, and the specific division or
department of interest. Fully discuss the corporate Category Points % Description
agenda, its business strategy, its environment, and its
objectives. A professional overview of the
organizational culture and values should be included
in the analysis. Needs Assessment
Design,
75
Implementation, and
Analysis Design a needs assessment that analyzes
organizational objectives and goals and then
examines the factors that affect reaching those goals.
Your analysis should look at the organization, person,
and task levels. Be sure you fully describe your
methodologies, process, and results. Recommended
Training Strategy
and Design 75 Outline your plan for developing a training model to
meet the results of the needs assessment. It is
important to recognize that training is not always the
most cost-effective solution to an organizational
problem. Credit will be given for other creative and
cost-effective developmental modalities other than
training. Professional justification is expected for the
choices. Clearly outline the desired learning outcomes
and include your specific recommended training
methods. Fully address any learning environment and
transfer-of-training issues. 50 Outline the cost of recommended training, the
potential return on investment (ROI), and the
expected results. A plan should be provided on how to
justify the costs. Training Evaluation
Plan 50 Detail your methods for evaluating the effectiveness
of the training after it has been completed. How will
the organization know whether the training has been
successful? Total Point Value 300 Cost-Benefit
Analysis (ROI) 100 A quality paper will meet or exceed all of the above
requirements. Submission
Week Due Parts of
Course
Project Name of Item Description of Item Week 1 1 Proposal Part 1: Select an Organization to Be
Studied Submission
Week Due Parts of
Course
Project Name of Item Description of Item 2 Needs
Assessment Part 2: Conduct a Needs Assessment 3 Minipaper Part 3: Analyze the Data Collected and
Identify Training Needs 4, 5, 6 Final
Submission (ungraded)
Week 3
(graded)
Week 5
(graded)
Week 7 Part 4: Develop a Training or
Intervention Strategy to Address the
Needs Part 5: Determine the Training or
Intervention Cost and Quantify
Expected Results Part 6: Develop a Method of
Training Evaluation (graded)
