Training and Development in Small Enterprises

December 14, 2022

Training and Development in Small Enterprises

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 in Small Enterprises

Training, Development, Small, Enterprises

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Here is some feedback that I got…

analyze key elements of training and development geared toward improving the performance of the specific small business for which you are consulting. The power of the group comes from rewards the group gives to members that follow group norms, or punishment it gives to those who do not. Group dynamics can be used to support high or low performance.

Norms that are developed in line with organizational goals support higher performance. 6. How can training be designed to motivate learning and accommodate trainee differences?

Identify the types of individual learning strengths and problems and tailor the training around these b. Align learning objectives to organizational goals c. Clearly define program goals and objectives at the start d. Actively engage the trainee, thus maximizing attention, expectations, and memory e.

Use a systematic, logically connected sequencing of learning activities so that trainees have mastered lower levels of learning before moving to higher levels f. Use a variety of training methods g. Use realistic job- or life-relevant training material h. Allow trainees to work together and share experiences i. Provide constant feedback and reinforcement while encouraging self-assessment

In order to answer this question successfully it’s important to address both internal and external factors. Addressing internal environmental factors with a reactive strategy will improve employees’ performance in a faster way. Organizations need to determine strengths and weaknesses to remain in competition.

In addition internal strategies provide direction in addressing training needs. External environmental factors consist of elements outside the organization that impact its performance. It is important to determine threats and opportunities to remain in competition. However, an adequate internal environment will allow businesses to response external demands accordantly.

Please review the strategic plan of the organization. It is important to understand where the business would like to be in the future. A proactive strategy focuses on the long term. Taormina needs to improve its sales performance immediately. A reactive strategy addresses current problems.

The organization must act quickly in order to remain in competition. The proactive and reactive approaches are necessary for an organization to be effective. However, in this case, Taormina needs to adopt a reactive strategy approach to solve the organizational performance gap.

Different people require different training methods because there can be large individual learning differences. Examples of this can be (1) considerable differences in knowledge, skills, and attitudes, as well as (2) the differences in the characteristics of instrumentality, skepticism, resistance to change, attention span, expectation level, dominant needs, absorption needs, and topical interest.

You failed to use three academic references. Academic references are references that are not off google or the internet unless they come from a credible source like the company you are researching.

Here is the question….

Select a small business with which you are familiar. Imagine that you have been called into that business to provide a consultation on training. Create a comprehensive training proposal for the business.

Write a 6–8 page paper in which you:

Analyze key elements of training and development geared toward improving the performance of the specific small business for which you are consulting.
Predict 3–5 potential challenges that the managers or owners of the business could face in addressing organizational performance.
Justify the effects of detecting organizational gaps in small business, providing examples to explain the rationale.
Propose a competitive training strategy that will improve the position of the business in the market. The strategy should include, at a minimum, an agenda of training activities, rationale for instructional strategies used, and the return on investment (ROI) that will be gained from the strategy you have developed.
Go to Basic Search: Strayer University Online Library to find at least three quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.
Format your assignment according to the following formatting requirements:

. This course requires use of new Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.

. Typed, double-spaced, using Times New Roman font, 12 points, with one-inch margins on all sides.

. Include a cover page containing the title of the assignment, your name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.

. Include a reference page. Citations and references must follow SWS format. The reference page is not included in the required page length.

Association for Talent Development. (n.d.). Retrieved from http://www.td.org

Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and practices (6th ed.). Chicago, IL: Chicago Business Press.

Lewis, B. (2013). Motivating and engaging others. In Leadership Foundations. LinkedIn Learning. Retrieved from https://www.linkedin.com/learning/leadership-foundations-2013/motivating-and-engaging-others?collection=urn%3Ali%3AlearningCollection%3A6595416290406522880&u=57878161

Lovelace, D. (2018). Motivating your team. In Managing Teams. LinkedIn Learning. Retrieved from http://www.lynda.com/Business-Skills-tutorials/Motivating-your-team/117531/135505-4.html?org=strayer.edu

Toister, J. (2014). Evaluating performance gaps. In Instructional Design: Needs Analysis. LinkedIn Learning. Retrieved from http://www.lynda.com/Education-Higher-Education-tutorials/Evaluating-performance-gaps/170069/187021-4.html?org=strayer.edu

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Training and Development in Small Enterprises

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.