Develop SMART (Specific, Measurable, Attainable, Realistic, and Timely) training objectives based on the needs assessment and any assumptions you may need to make.

Assess the Draft Training Proposal and peer feedback you received in Week Two, and finalize the topic and objectives for your training program. In a 20- to 25-slide PowerPoint presentation, not including the title and references slides:

  1. Conduct a needs assessment for your proposed training program. This should include both a person and a task analysis.
  2. Develop SMART (Specific, Measurable, Attainable, Realistic, and Timely) training objectives based on the needs assessment and any assumptions you may need to make.
  3. Create an original, detailed training proposal. This should include:
    • A title and description of the program.
    • A discussion of training methods to be used, and a rationale (justification) for using them, based on training theory.
    • Proposed instructors and the reason for using them.
    • A tentative training outline.
    • A tentative list and description of training materials needed.
  4. Develop a plan for evaluation of training effectiveness including both short-term and long-term evaluation where appropriate.Your presentation must be formatted according to APA style. Support your work with cited sources from the textbook and at least three additional scholarly sources.

Draft Topic and Objectives

Accounts Management Customer Service Representatives plan for training and development, I have decided to look at the topic of whether organizations should coach or just replace employees who do not perform as per the standards of the organization. The objectives that go hand in hand with this topic include; to increase organizational efficiency, to reduce employee retention rate, to reduce the cost-to-hire revenue spent on new employees, and finally, to improve the organizational image by reducing employee turnover (Aguinis, 2009).

A continuum to improve the service quality of the employees, to reduce training costs, to align the skills of the employees with best areas of performance, and to reduce time spent on training the employees. Improving the service quality of the employees is a good topic because it is relevant to the present day organizations in regards to customer service.

There are not many companies that train their employees to tune them to fit perfectly with the roles they will be playing. The first source of information should come from the organization in regards to whether the employees are happy workers. Whether employees have an easy time working with their organization or ongoing training sessions, and whether they would prefer working for organizations that hire employees with the knowledge, skills and abilities (Youssef-Morgan & Stark, 2014).


Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-474.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2003). Gaining a competitive advantage. Irwin: McGraw-Hill.

Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications

Week two Peer Feedback

I think that is a great plan. Based on what you stated something similar is being set into motion within the Department of Veterans Affairs, it is trying to determine how to do the exact same thing re-train or replace and recruit new employees who fit within the landscape of what the VA is looking for, many of the employees that work within the VA have been there for over 10-15 yrs or more and have become comfortable in doing substandard work and performance. The determination is how can these employees’ be terminated without legal ramifications.


It seems that you have given a lot of thought to the organizational changes that you would like to see as a result of the training. This can be helpful in establishing metrics to track Level 4 learning (Kirkpatrick).

I find that it is helpful when designing training to build the training objectives around the question “What do I want the participants to know, understand or do differently as a result of the training?”. These things certainly are tied to the organization results you are aiming to impact, but it helps me to ensure that all exercises, activities and conversations in the training are intentional and aimed at building a competency in the participants.

I am excited to see more of what you have planned for your training in the coming weeks!