Design the Training Plan (ADDIE Model)

Objective of This Assignment:
The objective of this assignment is to allow you to use an ADDIE Model to design a training plan based on the findings and training outcomes revealed from your TNA (Assignment #1 and #2). Please review the materials about an ADDIE Model in Week One and throughout this course under the Course Content link.
For this assignment, you are required to use at least four scholarly sources. Your Training Plan using an ADDIE Model should include the following:
The Analysis section is a summary of your TNA (Assignments #1 and #2) that describes the organization goals, the target group, the training goals and objectives, and the KSAs that should be expected of learners.
Determine program format, length of training, and method of delivery.
What will be the costs, and what resources will be needed from the organization? A training plan budget is important because an organization needs to anticipate, plan and pay for the training costs. In this section, you will develop a spending plan that breaks down the estimated costs of your proposed training plan. Consider the following cost categories for your budget table and report: Direct Costs, Indirect Costs, Preparation Costs, Developmental Costs, Participant compensation, Evaluation costs, Total Training Costs.
Your designed budget will have two components, a Budget Table and a Budget Report:
Budget Table ? A proposal for your training.
Budget Report? Explain all of the costs included in your budget table and describe the each cost associated with your organization training needs as it applies to your training plan.
Describe what will be included in the training program materials and activities. Consider communication tools, modules, learning aids, and assessment/evaluation tools.
Give specifics on how you will implement and deliver training. Include any ?train-the-trainer? pilot programs for training.
In this section, you will develop a post-training evaluation plan. Evaluation is necessary for determining the overall effectiveness of a training program. Your evaluation plan should aim to measure learner performance. Evaluation will describe the success of the training program and lead to a plan for continuous improvement.
Your evaluation section should include both an Evaluation Report and Evaluation Tool(s) you would use for assessment:
Evaluation Report ? Describe in detail how you will evaluate this training in terms of effectiveness. Explain how training will be assessed and evaluated. Describe the purpose of the evaluation tool. Address how overall training will be evaluated. List short- and long-term methods that ensure your training plan has translated into desired performance. Explain how it will bridge the organizational gaps identified in the TNA.
Evaluation Tool(s) ? Include at least one evaluation tool with your Evaluation Report such as survey, quiz, feedback, etc. The tool should be developed based on the training objectives set for your intended audience to complete. Your Evaluation Tool(s) should be placed in the Appendix of your paper.
Key Components Checklist for Your Training Plan:
1. A Analysis section;
2. A Design section;
3. A Development section;
4. An Implementation section;
5. An Evaluation section with tools to be placed in the Appendix;
6. A summary/conclusion section;
7. A reference page(s).
Format Requirements Checklist:
Your paper should be 6 to 8 pages in length (double-spaced) not counting the Title page, the References page(s), and the Appendix pages;
You should have a title page which includes the title of your paper, your name, the course name/number, and the date of submission;
You should have section titles for the seven key components;
Use at least four scholarly sources;
Your Evaluation Tool(s) should be placed in the Appendix of your paper;
The in-text citations and references should be in APA format;
The font is required to be Times New Roman, 12 points, and black.
You are not required to have an abstract for your paper.

Training Needs Assessment in Wal-Mart Corporation
2 October 2016

Training Needs Assessment in Wal-Mart Corporation
Training needs assessment is a process used by the managers of the organizations with the aim to find out the best way to allocate resources to provide training (Lepicki, & Boggs, 2014). Training needs assessment (TNA) is required to find out what needs of the personnel should be met in order to achieve their performance improvement. TNA is very important to ensure training efficiency. Organizations, where training needs assessments are not conducted, are more likely to do less effective training that is not beneficial for the employees and organization. TNA is a complicated process that requires collecting data about the organization, its employees who require training, their weak points to be improved, and personal characteristics. This data is important to determine the needs of employees and define the type of training (Lepicki, & Boggs, 2014). The latter are usually defined from the assessment of the knowledge of the employees and finding out what skills they lack.
In this paper, TNA of Wal-Mart will be presented. The retail sector is facing numerous inter-related and urgent challenges predetermined by the demands of the expanding market and new global economy. For that reason, the major idea of this paper is to provide an assessment of the skills, aptitude, experience, and training needs of the employees of Wal-Mart, the leading US retailer. The questionnaire sample will demonstrate the problematic areas of the company, while the list of KSAs shows the requirements, set for Wal-Mart workers.
Wal-Mart Background Information
Wal-Mart is the American chain of retail and warehouse stores. The company is one of the biggest retail corporations in the world in terms of revenues. It comprises a chain of stores, involved in general merchandising retailing. In the rank of the companies, Wal-Mart takes first place in the world in terms of sales (?The World?s Biggest,? n.d.). In terms of human resources, Wal-Mart is the largest world employer, working in fifteen countries and employing over 2 million employees in its 8500 stores (?The World?s Biggest,? n.d.). One of the most important factors, contributing to success of Wal-Mart in the sphere of human resource (HR) management, is keeping their employees away from unionizing, while using other HR activities to promote Wal-Mart’s success.
TNA of the Wal-Mart Corporation
Training needs assessment is one of the crucial moments in the process of designing and developing the training program for the employees. With the help of TNA, the company ensures that the training, developed by the HR professionals is effective (Lee, Zo & Lee, 2014). Prior to putting training into practice, the HR managers establish who, how, when, why, and where will be trained.
The main focus of the training analysis in Wal-Mart is to find the gap between the knowledge and professional skills of the employees of the company. The training goal is to fill the gap between the actual situation of meeting customer’s demands and requirements of the customers on how they want to be served. In other words, the training assessment should find out any problematic issues in the sphere of customer service and provide appropriate training to the Wal-Mart staff.
Target Group of the Trainees
Training is performed to improve employees’ performance and increase customers’ loyalty and satisfaction with Wal-Mart. The situation in the organization will be assessed to decide whether training will become a solution to the current decrease in the level of customer service. The target group is the entire workers fraternity, however, particular attention is paid to those individuals who are in the customer care docket.
The employees of the customer service sector require training on the constant basis, especially, in the conditions of changing and growing competition, where a lot of new companies occur, offering their services. The training program in Wal-Mart will be conducted in each department, so every employee receives proper instructions and increases his or her skills.
Problems to Be Addressed by the Training Program
Training program in Wal-Mart aims at addressing several important problems of the corporation. In general, these problems are common for all companies, working in the same industry. Taking into account that Wal-Mart is a multinational and multicultural company, the training program should consider the problems faced by the employees in the countries with different cultures. In this respect, the first issue to be addressed in the course of the training is teaching employees to work in the multinational environment, considering specific features of customers? culture. Employees are trained to be tolerant and loyal, when serving the consumers with diverse cultural backgrounds. The second important problem for consideration by the training program is an improvement the customer service through development of skills and learning strategies.
KSAs to be Trained
Modern workplace, working in different environments, and serving diverse customers often requires employees to become independent thinkers. Therefore, training is often forwarded to develop employees? responsibility for making decisions based on limited information (Lee, Zo & Lee, 2014). Employees may not have such skills, therefore, training focuses on their development. Wal-Mart is a company that is extremely demanding to its staff, as it values each customer, trying to provide them with the best service. In the course of training, Wal-Mart HR managers try to develop various competencies that employees are required to have:
? Adaptability to changes and customers’ needs
? Analytical skills
? Employee development
? Communication skills development
? Customer focus
? Development of decision making abilities
? Innovation acceptance
? Interpersonal skills development
? Leadership skills development
? Ability to establish objectives and their achievement
? Persuasion and influence skills development
? Planning skills development
? Problem solving
? Results Orientation
? Self-management
? Ability to work in a team
? Technology acceptance
Techniques for the Training Programs in Wal-Mart
Several key needs assessment techniques used by the HRs in Wal-Mart include the following:
? questionnaires
? consultation of the trainees with managers in key positions, with specific knowledge
? interviews
? surveys
? studies of reports.
Although, all the techniques are effective, the Wal-Mart managers prefer using questionnaires as the most acceptable and convenient method of the training needs assessments (Appendix 1). Since the training program of Wal-Mart is forwarded for improvement of the customer service sector and development of professional skills of the employees, the questionnaire consists of the related questions. The use of questionnaire is more appropriate, as it helps analyze and evaluate the needs, strong and weak points of each worker, and choose a direction of the training programs (Garavan, Hogan,Cahir, & O?Donnell, 2003) Furthermore, questionnaire helps define the major KSAs to be developed, understand major performance gaps, and identify the ways to address the problems.
As Wal-Mart is a customer-oriented corporation, its questionnaire contains questions, related to the customer-service area. It will help the managers to find out the weak points of employees, understand their problems and read their suggestions about the improvement of their work.
Any company in the modern market that delves into training of its workforce and development of its business should first identify its needs, then it is necessary to decide whether the company’s assets are enough to meet its needs and satisfy the demands of its customers. In case the needs and demands do not coincide, the company should do its best to solve the issue. The first important thing to do is to properly recognize and assess training needs. This is the most significant thing that helps managers to address the gaps between the existing needs and training that will be required in the future. The next thing to do is to identify the three types of needs that require training: industry-related needs, task-related needs and job-related needs. When this action is successfully performed, the company may get down to the training needs assessment.
TNA is effectively used by the HR managers in Wal-Mart as a way to advance organizational performance, increase revenues, reduce the amount of customers’ complaints, and improve customer service sector. The techniques are preferably structured questionnaire, as it ensures that the employees are ready to indicate and work on their grievances. The complaints arising among the customers about their dissatisfactions is a major driving force of the training program, which aims at increasing the effectiveness of customer services. Therefore, a training conducted on the problematic issues concerning customer service will improve the work of the staff and develop their lacking skills.

Garavan, T., Hogan, C. Cahir, A., & O?Donnell, C. (2003). Making training and development work: A best practice guide. New York, NY: Oak Tree Press
Lee, J., Zo, H., & Lee, H. (2014). Smart Learning Adoption in Employees and HRD Managers. British Journal Of Educational Technology, 45(6), 1082-1096.
Lepicki, T., & Boggs, A. (2014). Needs Assessments to Determine Training Requirements. New Directions For Evaluation, 2014(144), 61-74. doi:10.1002/ev.20103
The World’s Biggest Public Companies. (n.d.). Retrieved October 02, 2016, from

Appendix 1
Name of department:
Dear Employee,
The management of Wal-Mart Corporation is committed to the training and further development of the staff. We strive to deliver quality services and products to our customers, therefore, you, as an employee and a major driving force of our organization, should possess proper knowledge and skills to perform your jobs proficiently. The Learning Centre of our corporation wants to identify your training needs in order to provide you with the necessary training. In this respect, your input is highly appreciated. The information, provide by you this questionnaire, will be used to define the priority areas for training in your department.
Thank you for participation in this process. We highly appreciate and value the opinion of each employee working in our organization.
Skills You Find Important
How important are the next skills to your job? Not
Important Important Extremely
1. Encouraging active teamwork establishment of stable and reliable among fellow employees

2. Search for the opportunities for permanent learning, skills improvement and self-development

3. Understanding to achieve mission and values of the Company

4. Taking appropriate and timely measures to deal with challenges and unexpected issues

People Skills
How important are these skills to your job? Not Very
Important Important Very
5. Conducting regular meetings to discuss performance and ways to achieve objectives

6. Encouraging teamwork and collaboration to accomplish tasks and achieve objectives

7. Rewarding people for excellent performance

Leadership Skills

How important are these skills to your job? Not Very
Important Important Very
8. Giving direct, constructive feedback to achieve goals

9. Leading people and distributing tasks

10. Encouraging others to achieve results and bear responsibility for actions

11. Motivating others to reach organizational goals

Customer skills
How important are these skills to your job? Not Very
Important Important Very
12. Understanding who the customer is

13. Becoming more efficient and loyal in satisfying customer needs

14. Pursuing the best customer-focused responses, adding value to the company

Suggestions how to improve any /all of the above mentioned skills:

About you:
Management Level:

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