Training and Development Benchmark Assignment

November 23, 2022

Training and Development Benchmark Assignment

Order Number	636738393092
Type of Project	ESSAY
Writer Level	PHD VERIFIED
Format	APA
Academic Sources	10
Page Count	3-12 PAGES

Instructions/Descriptions

Training and Development Benchmark Assignment

[Order Now]

Benchmark Assignment – Training and Development

The Force Support Squadron (FSS) has a responsibility to provide military and civilian personnel with Airman and Family Support Services (AFS&S). This is done by providing career enhancement, professional military training, and quality of life programs. The organization’s objective is to ensure its continued success during a crisis, as well as day-to-day operations.

Goal: Improve Effectiveness of Training

The goal for the FSS is to ensure fundamental procedures are improved, once training has been revamped. Foremost, squadron commanders will be charged with ensuring their squadrons completion of duties, qualifications, additional tasks, and ancillary training. This will allow squadron commanders to provide competent training to the junior staff, thereby permitting delegation of specific duties to those under their command.

The organization will need to embrace the new program, in order to allow regular analysis of the career paths of unit personnel. This will aid in determining the effectiveness of the training and improve development exercises in advancing the trainees’ career. For instance, the organization may adapt a Manpower Programming and Execution Program (MPES), to easily evaluate elements of the career development.

The organization will also need to develop squadron preparation courses to help maintain members skills and keep them up to date. The preparation courses will also assist in educating the employees on new trends within the industry (Kane, 2001, pg. 37). The HR department should formulate a core curriculum, that will add extra topics specific to its mission.

Additionally, the use of performance appraisal techniques such as 360-Degree Feedback and Management by Objectives will give an advantage, allowing commanders access to each member progress. Therefore, giving them data to inform members of a need for additional training, or if their progress is satisfactory.

Process and Procedures

Training Improvement Plan

The way ahead for training exercises will involve various actions. To start with, the trainers will perform a gap analysis through various approaches such as questionnaires and interviews. This will help in comprehending the current state of employees’ skills and match them to the anticipated level.

With the help of the gap analysis, the trainers will develop a list of training needs and choices, and then compare them to the organization’s objectives and priorities. To make sure that the training is effective, they will create a list of training requirements for each employee, department, and finally the unit as a whole. Secondly, the trainers will gather employee data, for instance; individuals’ academic levels and use it to develop an operational training program.

By having a plan, the trainers will be able to document training strategies that are useful for future reference. Planning will also aid the trainer in organizing the “need resources” that are important for the training program. More importantly, the trainers will focus on shaping employees’ behavior through rewards. Such as bonuses and leave, which in turn will motivate them into being productive.

The training process will also incorporate the following activities. The first activity will entail providing diverse training approaches to fulfill the multiple requirements for employees. Secondly, HR will develop relationships with trainees to build a positive training experience, (Kadiresan, Selamat, Ramendran, & Mohamed, 2015, pg.164). The trainer will also allow room for questions and supplemental materials, which will assist the employees in acquiring a broader knowledge. Furthermore, the trainer will incorporate various online options that will cater to multiple learning styles.

Expected Outcome

How Utilize Improved Training

Employee training and development is an important aspect of the wellbeing and success of the organization. Through staff training and development, the human resource department will equip workers with a vast knowledge that can help them adapt to diverse circumstances.

After the training, communication is expected to grow and aid in effectiveness and be a resource within the organization. In essence communication will be the linchpin to the squadrons refocusing effort. The FSS will also expect to have more educated commanders and functional communities, that can provide real world resource smart solutions for consideration (Ausink, Matthew, Coley, & Lim, 2018, pg. 6).

These strategies will drive successful results and improve employee performance, being that the focus is on finding, attracting, recruiting, training, developing, maintaining, promoting, and growing members in detail. Such strategies will help the organization to improve its activities and overall performance.

This in turn, will have a beneficial effect on the organizations enhanced reputation, which will be manifested in positive customer reviews. The combined unit talents began to play a significant role in the formation of goodwill (good reputation) of the squadron and the base as a whole. Successful talent management practices permit a long-term competitive advantage and increases the innovation process.

How the Organization will Provide Support

New Hire Procedures

The organization will offer support to new workers receiving training in several ways. For starters, they will be provided with a checklist with a breakdown of task required over the next 90 days. Next, the trainers will orient them by providing an overview of the task and show them various aspects of the job. Trainers will then demonstrate how to perform the job, as well as explain

why it is completed a certain way.

After the explanation and demonstration portion, the new employees will be allowed to demonstrate what they have learned. Being a new worker, they will need to explain to the trainers how to perform a task before actually competing it. In case of errors, the trainers will take the time to correct and guide them throughout the task again. Finally, they will be allowed to take up their roles under the supervision of the long-term employees, who will ensure that they are proficient.

[Order Now]

This support considers strengths and weaknesses within the organization since it encourages the use of an external recruitment strategy. The requirement strategy is essential since it promotes the hiring of employees with a diverse set of expertise, discourages internal conflicts, ensures employment of qualified individuals, and makes work easier when it comes to selecting candidates from a large pool of applicants (Blanchard & Simmering, n. d.).

References

Ausink, J. A., Matthews, M., Conley, R. E., & Lim, N. (2018). Improving the effectiveness of Air Force Squadron commanders: Assessing Squadron commander responsibilities, preparation, and resources. RAND Corporation.

Blanchard, P. N., & Simmering, M. J. (n. d.). Training delivery methods. Encyclopedia of management. Reference for Business. https://www.referenceforbusiness.com/management/Tr-Z/Training-Delivery-Methods.html

Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran, C. S., & Mohamed, R. K. M. H. (2015). Performance appraisal and training and development of human resource management practices (HRM) on organizational commitment and turnover intention. Asian Social Science, 11(24), 162.

Kane, T. M. (2001). Military logistics and strategic performance (Vol. 1). Psychology Press.

Training and Development Benchmark Assignment

RUBRIC

Excellent Quality

95-100%

Introduction

45-41 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Literature Support

91-84 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Methodology

58-53 points

With titles for each slide as well as bulleted sections to group relevant information as required, the content is well-organized. Excellent use of typeface, color, images, effects, and so on to improve readability and presenting content. The minimum length criterion of 10 slides/pages is reached.

Average Score

50-85%

40-38 points

More depth/information is required for the context and importance, otherwise the study detail will be unclear. There is no search history information supplied.

83-76 points

There is a review of important theoretical literature, however there is limited integration of research into problem-related ideas. The review is just partly focused and arranged. There is research that both supports and opposes. A summary of the material given is provided. The conclusion may or may not include a biblical integration.

52-49 points

The content is somewhat ordered, but there is no discernible organization. The use of typeface, color, graphics, effects, and so on may sometimes distract from the presenting substance. It is possible that the length criteria will not be reached.

Poor Quality

0-45%

37-1 points

The context and/or importance are lacking. There is no search history information supplied.

75-1 points

There has been an examination of relevant theoretical literature, but still no research concerning problem-related concepts has been synthesized. The review is just somewhat focused and organized. The provided overview of content does not include any supporting or opposing research. The conclusion has no scriptural references.

48-1 points

There is no logical or apparent organizational structure. There is no discernible logical sequence. The use of typeface, color, graphics, effects, and so on often detracts from the presenting substance. It is possible that the length criteria will not be reached.