Strayer University JP Morgan Chase Evaluation The last step in the training process is to conduct an evaluation. The organization’s (JP Morgan Chase) train

Strayer University JP Morgan Chase Evaluation The last step in the training process is to conduct an evaluation. The organization’s (JP Morgan Chase) training department and managers are interested in knowing whether the new training program met its goals and objectives. They are also curious about the trainees’ reaction to the new training, as well as how much learning has occurred.

When evaluating the training program for your organization (JP Morgan Chase), consider the following questions:

How will the training be evaluated?
How will effectiveness of the training program be assessed?
Were the training needs identified correctly?
Did the training program meet all the training objectives?
Did the training program gain the learner’s attention and motivate the learner?

Write a four to six (4-6) page paper in which you:

Recommend two (2) assessment methods/tools to collect data for the evaluation of your training program, providing a rationale for each.
Analyze the components, challenges, and benefits of the assessment methods / tools you recommended. Explain the rationale for your selection.
Develop two (2) assessment methods / tools for your project. (Note: Use the figures and examples in Chapter 9 as guidelines for developing your evaluation tools.)
Develop six to eight (6-8) evaluation questions that you will ask learners and include the evaluation scale or rating range for each question (e.g., 1 to 5 with 5 being the highest).
Include at least four (4) peer-reviewed references (published within the last five [5] years) from material in addition to the textbook.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page, revision, and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

Examine the components, challenges, and benefits of selected assessment methods.
Assess the effectiveness of a training program using selected evaluation method(s). Running head: TRAINING PROGRAM
1
Development and Implementation of a Training Program
SeAunte Watson
Strayer University
8/25/2019
TRAINING PROGRAM
2
Development and Implementation Plan
Introduction
When it comes to any organization that has a specific goal, one of the key considerations
is always the performance of the organization which is the determinant of whether the goals will
be surpassed by the organization or even whether it will attain the goal. The effort does not only
stay at the performance of the organization but it ‘trickles down’ to the employees who do the
job and ensure that they meet their daily or monthly goals which then goes ahead and
accumulates to becoming the main goal of the business. Training then becomes important in any
organization through the transformation that it brings about a better performance to any
organization. Through training, the organization is not only able to ensure that the employees are
aware of their duties and once they get refresher training frequently offered by the organization,
but they are also able to remember what the organization requires them to do. It benefits the
business where the employees are able to continuously deliver without compromising the quality
of their services and ensuring that they deliver quality work to the organization. The following
paper seeks to discuss the development and implementation of a training program using a
strategy that will be productive.
Examine the instructional methods and learning objectives and determine how your
training program should be developed. Explain the rationale for your decision.
For any business, among the training objectives should not only focus on the
improvement on how the employees perform in their line of duties but it should also focus on the
concept of the personal attributes of the employee. It means that the employee should have a fair
TRAINING PROGRAM
3
chance during the training program to better themselves in regards to character and not only the
overall attitude that they have, but also the attitude that they have to working for the
organizations that have hired them. It then makes the processes of the organization more efficient
and especially through the good relations among the employees once they gain qualities such as
conflict resolution.
It should be the same scenario for JP Morgan Chase, where the training process should
cater to all the characters of the employees making them handle the processes of the company
more efficiently. Ludwikowska (2018) continues to add that in a company that conducts a
training program on their employees, the investment should be resourceful and there should also
be an impact on the employees in regards to how they were before the training and how the
training impacts them. For the case of JP Morgan Chase, they are seen to invest $350 million
dollars which are to train their employees on how they can work high tech jobs for the company.
Noto (2019) continues to add that in training, the company seeks to set aside $125 million that
will foster the strengthening of ties between the educators, employers and training programs
which shows the importance of tolerance among the trainers, the trainees, and the training
program.
Objectives of the training program
Being that there is a lot of investment that the organization puts into the training program,
there should be expectations with regards to what they should get in return after putting all that
investment. One of the objectives that will significantly have an impact on the training is the
aspect of gaining a working environment that is not only supportive but also diverse in the
manner in which it conducts its processes. For JP Morgan Chase, Noto (2019) adds that among
the main objectives of the training is to allow the employees to have ‘new skills at the
TRAINING PROGRAM
4
workplace’ which should also be a new objective of the training. It, therefore, points out that
with the right objective, the organization conducting the training should experience significant
changes in regards to not only the interactions in the workplace but also new skills for the
employees.
The training sessions should also cater to handle any shortcomings of the organization
where it should help people who feel as if they are not getting their fair share of treatment from
the organization to find out how they can come out of that situation. Harvey and Allard (2015)
describes the situation in JP Morgan Chase and outlines that the number of African Americans in
the company is low, and it is among the issues that should be considered. In the training
program, among the objectives should also to train more African Americans on how they can
become even better leaders who will bring diversity to the company and ensure that there are
equal opportunities in the company for all races. In the modern world, people have learned how
they are supposed to appreciate one another regardless of what makes them different especially
in the workplace (Beham, Straub & Schwalbach, 2012). Training should then accommodate the
equality in regards to diversity and ensure equal opportunities for everyone especially at JP
Morgan Chase.
Outline the resources (personnel, equipment, materials, travel, and budget) required for
designing, developing, and implementing your training program
Training requires organizations to provide additional knowledge needed by their employees
while at the same time, they minimize the associated costs. The resources necessary for a
training program differ according to the needs of the organization alongside the budget. The
training will depend significantly on the personnel who will instruct the employees. The
personnel should come from the organization to facilitate the minimization of costs associated
TRAINING PROGRAM
5
with the exercise. The equipment required for the training exercise will include notebooks and
pens for the participants. The organization may also need to provide laptops or tablets for topics
that will be tackled online. Other projects that may require a demonstration may also require the
organization to acquire a projector (Nederveld and Berge, 2015). The organization may also
have to incur the cost of hiring the premises used for training. In most cases, organizations
choose to hire a transport vehicle that would help to transport the trainees from the workplace to
the training premises. Sometimes, transport could be cheaper compared to accommodation if the
number of trainees is large. Food is another vital factor to consider during training as individuals
have to be provided with tea and snacks at break time, lunch, and the evening tea before they
close. The budget is presented in the form of a table below.
Variable
Premises for the three days of training
Food and refreshments
Projector
Notebooks and pens
Trainers
Transport
Total
Cost in $
150×3=450
500×3=1500
15×3=45
50
40×3=120
200×3=600
2765
Develop a complete instructional strategy for your training program
An effective training strategy requires the administration to understand the needs of its
employees so that it can provide them with the necessary knowledge to complete tasks. The
training strategy will involve the performance of a needs analysis for the organization as this will
help to understand the gaps existing within the organization (Ludwikowska, 2018). It is also
possible to identify the holes in the skill level of the employees by analyzing the written job
descriptions and comparing them with the current abilities of the employees. Understanding
TRAINING PROGRAM
6
organizational gaps will further help to determine the kind of training needed (Nederveld and
Berge, 2015). The effectiveness of the training will require grouping the training into sessions so
that it is possible to assign the right trainer for the topic. Before delivering the training, it will
also be necessary to determine the delivery options such as group sessions, e-learning, and onsite or off-site instructional methods.
Develop a one (1) page job aid that supports the training program
Programme for the training program to be held from 11th to 13th September, 2019
Day 1
Time
7.00 a.m-7.45 a.m
8.00 a.m-10.00 a.m
10.00 a.m-11.00 a.m
11.15 a.m-12.45p.m
12.45 p.m-2.00 p.m
2.05 p.m-3.00 p.m
3.05 p.m-4.30 p.m
4.30 p.m-5.00 p.m
5.00 p.m-6.00 p.m
Day 2
7.00 a.m-7.45 a.m
8. a.m-10.00 a.m
10.00 a.m-11.00 a.m
11.15 a.m-12.45 p.m
12.45 p.m-2.00 p.m
2.05 p.m-3.45 p.m
4.00 p.m-4.30 p.m
4.30 p.m-5.00 p.m
5.00 p.m-6.00 p.m
Activity
Transport from work to the
training premies
Training on diversity in the
workplace
Tea break
Training on effective leadership
Lunch break
Group discusions
Question and answer session
Tea break
Transport to the work place
Facilitator
Driver
Transport from work to the
training premises
Training on the strategies to
empower African Americans
Tea break
Training on the benefits of
equality in the workplace
Lunch break
Groupwork to complete the task
on the ways in which the
organization can create diversity
Demonstration on an
organizational structure that
depicts a diverse workplace
Tea break
Transport to the workplace
Driver
Dr. Charles Joseph
Michael Joseph
Grace Jones
Brian Dennis
Driver
Michael Joseph
Dr. Charles Joseph
Morris Charles
Dr. Charles Joseph
Driver
TRAINING PROGRAM
Day 3
7.00 a.m-7.45 a.m
8.00 a.m-11.00 a.m
11.00 a.m-11.30 a.m
11.30 a.m-12.45 p.m
12.45 p.m-2.00 p.m
2.00p.m-3.30 p.m
3.30 p.m-4.00 p.m
4.00 p.m-5.00 p.m
7
Transport from the workplace to
the training premises
Launching of the new sales
application
Tea break
Training on the use of the selling
application
Lunch break
Dicussion on the relevance of
the new application to the
organization
Tea break
Transport to the work place
Driver
Michael Joseph
Michael Joseph
Dr. Charles Joseph
Driver
TRAINING PROGRAM
8
References
Beham, B., Straub, C., & Schwalbach, J. (2012). Managing diversity in organizations. Zeitschrift Für
Betriebswirtschaft, 82(S2), 1-2. doi: 10.1007/s11573-011-0539-7
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and
exercises. Pearson.
Ludwikowska, K. (2018). The effectiveness of training needs analysis and its relation to employee
efficiency. Zeszyty Naukowe Politechniki Pozna?skiej Organizacja I Zarz?dzanie, 77, 179-193.
doi: 10.21008/j.0239-9415.2018.077.11
Nederveld, A., & Berge, Z. L. (2015). Flipped learning in the workplace. Journal of Workplace
Learning, 27(2), 162-172.
Noto, A. (2019). JPMorgan to set aside $350 million for job-training initiative. Retrieved 26 August
2019, from https://www.bizjournals.com/newyork/news/2019/03/19/jpmorgan-to-set-aside-350million-for-job-training.html
Content
Name: EDU535 Week 10 Assignment 5: Evaluation
Description: EDU535 Week 10 Assignment 5: Evaluation
Exit
•
•
Grid View
List View
Unacceptable Below
70% F
Fair 70-79% C
Proficient 80-89% B
Exemplary 90-100% A
EDU535-A5-1
1. Revise Assignment 4
based on your
professor’s feedback.
Weight: 5%
Points Range:0 (0%) 5.93 (3.49%)
Did not submit or
incompletely revised
Assignment 4 based on
your professor’s
feedback.
Points
Range:5.95 (3.5%) 6.78 (3.99%)
Partially revised
Assignment 4 based on
your professor’s
feedback.
Points Range:6.8 (4%) 7.63 (4.49%)
Satisfactorily revised
Assignment 4 based on
your professor’s
feedback.
Points
Range:7.65 (4.5%) 8.5 (5%)
Thoroughly revised
Assignment 4 based on
your professor’s
feedback.
EDU535-A5-2
2. Recommend two (2)
assessment methods /
tools to collect data for
the evaluation of your
training program,
providing a rationale
for each.
Weight: 20%
Points Range:0 (0%) 23.78 (13.99%)
Did not submit or
incompletely
recommended two (2)
assessment methods /
tools to collect data for
the evaluation of your
training program; did
not submit or
incompletely provided a
rationale for each.
Points
Range:23.8 (14%) 27.18 (15.99%)
Partially recommended
two (2) assessment
methods / tools to
collect data for the
evaluation of your
training program;
partially provided a
rationale for each.
Points
Range:27.2 (16%) 30.58 (17.99%)
Satisfactorily
recommended two (2)
assessment methods /
tools to collect data for
the evaluation of your
training program;
satisfactorily provided a
rationale for each.
Points
Range:30.6 (18%) 34 (20%)
Thoroughly
recommended two (2)
assessment methods /
tools to collect data for
the evaluation of your
training program;
thoroughly provided a
rationale for each.
EDU535-A5-3
3 Analyze the
components,
challenges, and
benefits of the
Points Range:0 (0%) 35.68 (20.99%)
Did not submit or
incompletely analyzed
the components,
Points
Range:35.7 (21%) 40.78 (23.99%)
Partially analyzed the
components,
Points
Range:40.8 (24%) 45.88 (26.99%)
Satisfactorily analyzed
the components,
Points
Range:45.9 (27%) 51 (30%)
Thoroughly analyzed
the components,
Unacceptable Below
70% F
Fair 70-79% C
Proficient 80-89% B
Exemplary 90-100% A
assessment methods /
tools you
recommended. Explain
the rationale for your
selection.
Weight: 30%
challenges, and
benefits of the
assessment methods /
tools you
recommended. Did
submit or incompletely
explained the rationale
for your selection.
challenges, and
benefits of the
assessment methods /
tools you
recommended. Partially
explained the rationale
for your selection.
challenges, and
benefits of the
assessment methods /
tools you
recommended.
Satisfactorily explained
the rationale for your
selection.
challenges, and
benefits of the
assessment methods /
tools you
recommended.
Thoroughly explained
the rationale for your
selection.
EDU535-A5-4
4. Develop two (2)
assessment methods /
tools for your project.
(Note: Use the figures
and examples in
Chapter 9 as guidelines
for developing your
evaluation tools.)
Weight: 20%
Points Range:0 (0%) 23.78 (13.99%)
Did not submit or
incompletely developed
two (2) assessment
methods / tools for your
project. (Note: Use the
figures and examples in
Chapter 9 as guidelines
for developing your
evaluation tools.)
Points
Range:23.8 (14%) 27.18 (15.99%)
Partially developed two
(2) assessment
methods / tools for your
project. (Note: Use the
figures and examples in
Chapter 9 as guidelines
for developing your
evaluation tools.)
Points
Range:27.2 (16%) 30.58 (17.99%)
Satisfactorily developed
two (2) assessment
methods / tools for your
project. (Note: Use the
figures and examples in
Chapter 9 as guidelines
for developing your
evaluation tools.)
Points
Range:30.6 (18%) 34 (20%)
Thoroughly developed
two (2) assessment
methods / tools for your
project. (Note: Use the
figures and examples in
Chapter 9 as guidelines
for developing your
evaluation tools.)
EDU535-A5-5
5. Develop six to eight
(6-8) evaluation
questions that you will
ask learners and
include the evaluation
scale or rating range
for each question (e.g.,
1 to 5 with 5 being the
highest).
Weight: 10%
Points Range:0 (0%) 11.88 (6.99%)
Did not submit or
incompletely developed
six to eight (6-8)
evaluation questions
that you will ask
learners and did not
submit or incompletely
included the evaluation
scale or rating range for
each question (e.g., 1
to 5 with 5 being the
highest).
Points Range:11.9 (7%) 13.58 (7.99%)
Partially developed six
to eight (6-8) evaluation
questions that you will
ask learners and
partially included the
evaluation scale or
rating range for each
question (e.g., 1 to 5
with 5 being the
highest).
Points Range:13.6 (8%) 15.28 (8.99%)
Satisfactorily developed
six to eight (6-8)
evaluation questions
that you will ask
learners and
satisfactorily included
the evaluation scale or
rating range for each
question (e.g., 1 to 5
with 5 being the
highest).
Points Range:15.3 (9%) 17 (10%)
Thoroughly developed
six to eight (6-8)
evaluation questions
that you will ask
learners and thoroughly
included the evaluation
scale or rating range for
each question (e.g., 1
to 5 with 5 being the
highest).
Unacceptable Below
70% F
Fair 70-79% C
Proficient 80-89% B
Exemplary 90-100% A
EDU535-A5-6
6. Include at least four
(4) peer-reviewed
references (published
within the last five [5]
years) from material in
addition to the
textbook. Weight: 5%
Points Range:0 (0%) 5.93 (3.49%)
No references provided
Points
Range:5.95 (3.5%) 6.78 (3.99%)
Does not meet the
required number of
references; some or all
references poor quality
choices.
Points Range:6.8 (4%) 7.63 (4.49%)
Meets number of
required references; all
references high quality
choices.
Points
Range:7.65 (4.5%) 8.5 (5%)
Exceeds number of
required references; all
references high quality
choices.
EDU535-A5-7
7. Clarity, writing
mechanics, and
formatting
requirements
Weight: 10%
Points Range:0 (0%) 11.88 (6.99%)
More than 6 errors
present
Points Range:11.9 (7%) 13.58 (7.99%)
5-6 errors present
Points Range:13.6 (8%) 15.28 (8.99%)
3-4 errors present
Points Range:15.3 (9%) 17 (10%)
0-2 errors present
Name:EDU535 Week 10 Assignment 5: Evaluation
Description:EDU535 Week 10 Assignment 5: Evaluation
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