MGT 174 - Training and Employee Dev

1. Classify the role of Training and Development programs play in an organization.
   1. Identify the internal and external forces that influence learning in the workplace.
   2. Examine current training practices and the roles employees and managers play in the training process.
2. Evaluate the organizational strategy as it relates to Training and Development.
   1. Explain what organizational culture characteristics influence how training is offered.
   2. Compare and contrast the advantages and disadvantages of the strategy models of Training Department design, such as the Faculty Model, Customer Model, Matrix Model, Business-Embedded Model, and Corporate University Model.
   3. Explain the concept of Outsourced Training and why organizations choose to outsource training.
3. Assess the elements of a Training Needs Assessment
   1. Evaluate why is a Needs Assessment necessary in instructional design?
   2. Assess who should participate in a Needs Assessment?
   3. Compare and Contrast methods used in conducting a Needs Assessment, including Observation, Questionnaires, Interviews, Focus Groups, Documentation and Technology.
4. Assess the Needs Assessment Process
   1. Identify the organization’s future direction and how training and development is supported in the organization
   2. Evaluate available resources available for training.
   3. Evaluate who needs training and the outcomes desired from training efforts.
   4. Utilize the process of a task (job) analysis to identify what knowledge, skills and abilities are necessary to perform tasks.
   5. Distinguish the similarities and differences between traditional needs assessments based on tasks and the competency model of assessment.
5. Interpret the elements of training design and evaluate how the environment, culture, physical and mental makeup of the workforce affect the outcomes of training.
   1. Define the five types of learner outcomes desired from training programs.
   2. Compare and Contrast the different learning theories, such as Reinforcement Theory, Social Learning Theory, Goal Theories, Needs Theories, Expectancy Theory and Adult Learning Theory to understand the appropriate usage of each. 
   3.  Explain the physical and mental processes of learning.
   4. Assess and recommend considerations to adapt the training environment to meet learner needs. 
6. Assess the different mediums of technology used in the processes of Training and Development
   1. Explain how learning and transfer of training are enhanced by the usage of technology in the workplace.
   2. Compare and Contrast the strengths and limitations of e-learning, mobile technology, and simulations.
   3. Justify what should be included in electronic performance support systems.  
   4. Evaluate the strengths and weaknesses of traditional training methods vs. technology-based methods. 
   5. Outline the benefits of learning management systems.
7. Defend the importance of Employee Development as an organizational focus.
   1. Comprehend how assessment of personality type, work behaviors, and job performance can be used as a tool for employee development.
   2. Discuss the benefits that mentoring relationships can provide in employee development. 
   3. Illustrate how to train managers on employee coaching for development.
   4. Characterize the employee and organization responsibilities in the employee development process.
   5. Identify the potential legal issues that relate to training and development. 
   6. Discuss special issues in organizational training, such as diversity and cross-cultural assignments.
   7. Classify the necessary actions steps to assist dysfunctional manager in the workplace.
8. Compare and Contrast the reasons why companies play a role in the career management of their employees. 
   1. Characterize the role psychological contracts play in employees reflections of career success. 
   2. Evaluate the role a manager plays in the career management of their employees in an organization.
   3. Interpret the career lifecycle and assess the placement of employees of employees in the lifecycle.
   4. Examine the role that effective socialization and networking provides in career management for employees. 
   5. Discuss special challenges in career management, such as technical obsoleteness, work-life balance, and workplace and personal live events that impact the employee’s role in an organization.