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***This is a group assignment. I need you to look at the assignment requirements, and organize and format the material attached. I didn’t write any of it, so it may need some touching up on the grammar. I need you to look at the attached assignment requirements, and arrange the provided information and format it to APA 6th ed. including the provided references.***Training evaluations are important to determine if the selected training solution was effective and provided the appropriate return on investment. Discuss as a team the last training program you attended (at work, school, other). Select one of your team members’ experiences and design a training evaluation form. Write a 525- to 700-word description of the training program. Provide an explanation of how you would evaluate the training program. Include what you are specifically measuring, the timeframe, a description of the evaluation form, and how it will appropriately measure the training solution. Include at least one weakness and one threat with a substantive explanation of the risks. Create a one-page training evaluation form. Cite any sources according to APA formatting guidelines.
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Training Evaluation Grading Guide
HRM/326 Version 5
Training Evaluation Grading Guide
HRM/326 Version 5
Employee Development
Copyright
Copyright © 2016 by University of Phoenix. All rights reserved.
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Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All
other company and product names are trademarks or registered trademarks of their respective companies. Use of these marks is not intended
to imply endorsement, sponsorship, or affiliation.
Edited in accordance with University of Phoenix® editorial standards and practices.
Copyright © 2015 by University of Phoenix. All rights reserved.
1
Training Evaluation Grading Guide
HRM/326 Version 5
Learning Team Assignment: Training Evaluation
Purpose of Assignment
The purpose of this assignment is to work as a team to determine the appropriate level of evaluation that is
needed for a training program of their choice. Training evaluations are important to determine if the selected
training solution was effective and provided the appropriate return on investment.
Grading Guide
Content
70 Percent
Met
Partially
Met
Not Met
Total
Available
Total
Earned
7
#/7
Partially
Met
Not Met
Comments:
The team discusses the last training program
they attended.
The team selects a specific training program
to design a training evaluation form.
The team provides an explanation of how
they will evaluate the training program.
The team includes what specifically is being
measured, the timeframe, a description of the
evaluation form, and how it will appropriately
measure the training solution.
The team includes at least one weakness and
one threat with a substantive explanation of
the risks.
The team creates a one page evaluation form
The assignment is between 525 to 700 words.
Writing Guidelines
30 Percent
Met
The paper—including tables and graphs,
headings, title page, and reference page—is
consistent with APA formatting guidelines and
meets course-level requirements.
Intellectual property is recognized with in-text
citations and a reference page.
Paragraph and sentence transitions are
present, logical, and maintain the flow
throughout the paper.
Copyright © 2015 by University of Phoenix. All rights reserved.
Comments:
2
Training Evaluation Grading Guide
HRM/326 Version 5
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed
including spelling and punctuation.
Assignment Total
#
Total
Available
Total
Earned
3
#/3
10
#/10
Additional comments:
Copyright © 2015 by University of Phoenix. All rights reserved.
3
1
Training Evaluation
Team B
HRM/326
April 15, 2019
Professor Dennis H Heins
Figures title:
2
Training Evaluation
The first week is at the training managers store. The district manager, training manager
and new store manager meets at the training store. At this time, they discuss the roles of the
store manager and the process of training. There are specific computer-based learning (CBL)
modules that must be completed each day. The cbl training correlates with hands on portion of
the day. Once the computer training is completed for the day, then job shadowing happens. The
foundation for the company’s day to day process is called the 7-day work flow. The 7-day
workflow consist of a Tday, T1, T2, T3, T4, T5, and T6. Each day there is one major task to
complete. The Tday starts the week off, this is the day that the store receives the truck shipment.
T1 and T2 are the two days assign to process the freight that came off the truck. All new
modular and endcaps that are required to be set must be done on T3. The Team must work all
core overstock on T4. T5 is when the seasonal items are worked. T6 is an on-hand day, the
store manager scans all the outs in the store to ensure that the on hand show zero. This is where
the job process training beginnings. Each day the trainee observes the processes for the day then
beginnings to performing the duty of the day. At the end of day trainee and trainer review, the
day’s activity and all feedback are provided at this time. The company has a training manual for
trainee and trainer. The trainee is encouraged to write in this manual any best practice or
takeaways from the day that will be useful to them in the future. By the end of the week, the
weekly processes have been covered and performed and all required cbl’s have been completed.
The trainer and trainee then visit the new store managers store at this point they will identify any
issues they may see with the processes and develop a plan of action that will correct the
opportunities.
The second week is at the new store managers store. There are specific CBL’s for the
second week as well and each specific day there is the one assigned task for the day. This is
where the new store manager put together all the activities, he/she learn the prior week. The new
store manager is in control of their own store. The trainer manager will shadow the trainee as
they perform the required daily task. The trainer will continue to provide training and feedback
as needed with each task. Each day at the end of the shift trainee and trainer reflect on the day
and discuss any issues or opportunities and how to overcome them. The trainer will follow up
weekly by phone to ensure that store operations are running smoothly. At the eighth week in
position, the trainer will follow up with a store visit to the new store manager. At this time the
trainer will look at store condition to see if the trainee is actually following the company process.
The trainer will follow up with the new store manager throughout the first year in the position.
Retail is very demanding and can be hard to keep up with the demands at times. You can
determine if the training program is successful is if the new store manager is successful in
completing all matrix weekly.
Figures title:
3
References
Last Name, F. M. (Year). Article Title. Journal Title, Pages From – To.
Last Name, F. M. (Year). Book Title. City Name: Publisher Name.
Mail Service Pharmacy Technician Training Evaluation
Name: __________________________ _
Date: ______________________
Employee ID Number: ________________
Manager: ___________________
Training Instructor: __________________
Please answer all of the following to the best of your abilities by circling the appropriate number
indicating your confidence to complete each objective since completing the training program.
Rating Key:
1=Unsatisfactory
2=Fair
3=Satisfactory
4=Very Good
Objectives
Ability to monitor and analyze customer service provided by team
members.
5=Excellent
Rating (Circle One)
1
2
3
4
5
Ability to supervises operation of the store, including opening, closing,
changing shifts, task delegation and scheduling team members.
Ability to accurately receive and process product shipped to the store.
1
2
3
4
5
1
2
3
4
5
Ability to analyze store inventory trends and supervises inventory
management.
1
2
3
4
5
Ability to read and execute planograms (Setting up, breaking down and
stocking shelves based on corporate planograms).
1
2
3
4
5
Understands the backroom processes and procedures and how to work
overstock.
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
Ability to develop action plans to help increase the store’s sales and control
costs.
1
2
3
4
5
Understands the recruiting, hiring and onboarding process for new hires.
1
2
3
4
5
Understands the asset protection processes and procedures and how to
implement plans to reduce loss.
1
2
3
4
5
Understands the performance management process (Providing feedback,
corrective action, recognition, performance reviews, etc.)
1
2
3
4
5
Understands the training program for each position within the retail store.
1
2
3
4
5
Ability to supervise and maintain all store money including register counts
at the beginning of the shift and end of the shift, withdraws from the bank,
armored car deliveries and pickups, change requests and change orders.
Ability to analyze daily sales vs projected sales and performance data.
Organizations make the biggest invest were the ROI is the highest. Successful organizations tend to
make training and development one of its most valuable investments. Training and development can
include the following kinds of methods but not limited to e-learnings, on-the-job training, coaching,
mentoring, case studies and reading. But another important factor that have been used by other
organizations and that will be use in this case is the measures that will define and support training
procedures and training solutions in this organization. Measures for training solution will include: 1.
Test scores – testing will be provided for the employee during and after the training. Statistics of test
scores can provide the knowledge of the employee attain after the training was conducted. 2.
Performance – The employee will apply knowledge and training during their regular working hours.
Immediate supervisor will schedule follow up meetings to discuss opportunities to apply knowledge or
concerns and evaluate training effectiveness. 3. Survey – Areas of opportunities, concerns, learning and
overall training experience will be requested from the employee one week after training session is
concluded. All measure will be document using the corporate training programs and reporting will be
conducted for effectiveness of training programs, areas of opportunity for current program and future
training and development of the organization.
Reference
How To Measure The Effectiveness Of Corporate Training | Simpliearn Akshatha Kamath https://www.simplilearn.com/how-to-measure-effectiveness-corporate-training-article

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