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Tuesday, June 19, 2012

Employee Development Plan

(Note to my readers) Sorry technical difficulties.  I was able to figure out how to create movie but lost my sound file to my movie in the process.  Please note the movie time table has been adjusted for your viewing and doesn't keep time with the scripted.

Employee Development Programs

Where will we be in the future?
And can we afford to lead without a plan?

Thank you, for the opportunity to speak to you about the importance of having a well developed and implemented Employee Development Program.


Hello, My name is Sandra Acol and for the next few minutes I will be sharing with you the following key topics:

1.  We will be discussing what is an Employee Development Program?
2.  What benefits does an employee development program provide our organization?
3.  Who all benefits for the program.
4.  And how does it all work together.


An Employee Development Program is often tied to a company’s mission statement, its designed to support its goals, by fostering the company’s core values, as it relate to its business desired outcome, of creating a positive work place environment, as well as, to prepare its talented leaders on how to manage its workforce. (Noe, R., 2010)

Raymond Noe, defines employee develop as “formal education, job experiences, relationship, and assessment of personality and abilities that help employee perform effectively in their current or future job and company.”

An employee development program is designed to orient an individual employee with tools to prepare them for future positions within the company. (Noe, R., 2010)

A development plan plays an important role in ensuring a company’s workforces possess the required components in which to compete in a global market, equipped to deal with diversity and social changes generated by the advancements of technology.  In a continues effort to lead our company down a road, full of success and longevities.


An effective well-supported employee development program will pay-back big dividends, saving our company money due to the reduction in cost of training new employees associated with employee turnover.  Allowing our company to receive financial gains that can be used to fund other programs, fosters an environment that establishes trust and understanding; increasing employee moral, that produces cost saving in areas of recruiting and hiring.  Simply because we will be better equipped to move our talented employees within, to establish a stable work environment; resulting in little impact due to change, and increase employee work performance. (Noe, R., 2010)

A well developed and thought out implementation program supported by document, shows positive result that benefits us in two ways:  by fostering a work environment of mutual respect by showing employees that they matter and are valued.  With this creates a workplace of collaboration and a willingness to get the job done simply because their efforts are recognized and valued by upper management. (Noe, R., 2010)

As well as, develops a stronger management team able to create a positive work environment in which employees want to work within, by producing effective leaders, willing and able to motivate their workforces to successfully surpassing companies achievement.

Who Benefits:

Who benefits from having an employee development program “everyone”?  Both side’s benefits from a more positive environment, that produces healthy and happier employees that are well equipped, to handle today’s market to meet our companies goals.

A few stragies that I recommend be added to the plan are:

360-degree assessment
Tuition Reimbursement
Performance appraisal

To be able to understand our strength and weakness, one must ask the hard questions, and be assets in these areas in which to be able to move forward.  By using this activity together one will be able to understand what’s needed both from the individual employee and what is in the best interest of the company.  By analyzing the information from different perspective such as peers, customers, ones self, managers, and subordinate one can alien an individual aspiration to fit within our organizational needs.  Creating a partnership that grows with time and produces a positive return on our company’s investment. (Noe, R., 2010)

Positive Leadership:

Positive Organizational Scholarships (POS) have made large contribution to the understanding of “Domains of Excellence”.  In a 2008 journal article of Organizational Behavior the term was defined as a compassionate person who can empathize with a person who is suffering and take action in a manner that ease the individuals suffering. (Pace, A. 2010)

And because of this new enlightenment a new perspective to this approach has been documented to produce positive results for companies that have adapt and implement employee development programs that include this mythology.

POS outline elements that create positive leadership environments within an organization.  It breaks it down into four areas:

Positive Climate – that generates positive demeanors that have the abilities to overcome negative emotion that affect the workplace. (Pace, A. 2010)

Positive Relationship – enriched partnership that fosters mutual respect in a working environment.  That creates an atmosphere of energize, inspired individuals that are motivated. (Pace, A. 2010)

Positive Communication – open form type of communication that fosters affirmation, and respect between individuals. (Pace, A. 2010)

Positive Meaning – a universal human need to be apart of a nurturing environment.  This is accomplished when employee’s have a feeling of fulfilled and believe to be valued, providing a sense of empowerment by being allowed to participate in their companies achievement and being recognized for doing do. (Pace, A. 2010)

Through POS's discovery of these four elements have provided us with road maps in which we can follow to design employee development programs to teach us to embrace the fact that negativity in the workplace can’t be completely erased but through a development program one can learn and develop the means in which to handle and defuse situations, turning them into more positive workable solution. Changing the blame game, to what do we need to get back on track. (Pace, A. 2010)


We have identified the importance of having a program that can take individual goals and match them with our organizational needs.

How core values and mutual respect create enriching work environments in which produces happier and healthier people to work with.

And how development programs can help prepare managers to lead and motivate its employees to increase productivity.

In turn, all working together to create a work environment that is pleasing to workforce, and ensuring the success of our company through the assurance of a positive return on our investment, our workforce.

This concludes my presentation on the positive impact an Employee Development Program will offer our companies and our employees.


Pace, A. (2010). Unleashing positivity in the workplace.
T+D, 64(1), 40-44.
Noe, R., (2010). Employee Training and Development (5th ed.),
pages 345-381.
Williams, R., & Arnett, L. (2008). The ROI of employee training
and development: Why a hearty investment in employee training and development is so important. Workforce Management. Retrieved fromttp://

Individual Development Plan

Name:  Sandra Acol                           Date:  June 15, 2012

Manager:  Mr. Johnson

Position:  Instructional Designer (ID)

Section A:  Career Plan

To be able to utilize my degree in away that allows me to share my knowledge and experiences with others.  Allows me to help develop and design training material in a manner that is well suited for my work environment.  Bridging the barriers between subject matter experts and Instructional designers in order to training students.

Core Competencies:

Functional/Technical Skills
Analytical Thinking
Critical Thinking
Problem Solving 
Decision Making Skill
Communication Skill
Time Management
Understanding of the Content
Complete 360-Degree Assessment

Goal:  To successfully complete “Job Rotation”

In order to help develop functional knowledge of our schoolhouse material, you will be assigned temporarily to each schoolhouse as a student.  The objective of this learning task is for you to learn the course material as the instructors present it.  This will help you fulfill multiple core competencies requirements.  As well as provide you with a better understanding of the content in which to manage, make recommendation in order to improve the way the course information is presented and developed.


Goal:  To successfully complete “Mentor Program”

You will be assigned a mentor to help guide you as you learn about and how to work within our company culture.  This opportunity will provide you with the foundation in which to operate effectively in order to manage your workload in a timely manger


 Goal:  To enroll in program designed to continue your education/tuition reimbursement program 
 for degree programs. 
You will be required to take monthly class to develop soft skills in areas of decision making, communication, problem solving, ect.  These requirements are considered long term goals and will help you development these skills over time.




Friday, June 8, 2012

Technology Partnerships in Training

In the beginning there was technology and training……...

An age old question, when did we first use technology in training?  Training and the use of technology have been traveling on parallel paths during the evolution of education and training.  It has become known for its means in which to support the transfer of knowledge to groups of people.  As depicted in the YouTube video below the two have been intertwined together since the beginning of time.

The History of Technology In Education. (SMARTEduEMEA, 2011)

Technology at times has evolved faster than traditional education and training methods.  And is mostly due to its cost, public support, and its limited adaptability to meet the needs of the many have fizzled out and didn’t stand the test of time.  And was soon replace with other newer and improved technology.  The following are five uses of technology that provide the means or the support in which to transfer knowledge, bring information through training closer to the people who need it:

1.  World Wide Web (WWW) – A depository of a wealth of information limited only by its capacity and the users means in which to access the web.  This technology has provided the education field with a valuable tool in which to allow student access to information that once wasn’t available or limited by its accessibility.  This user-friendly means is now considered a gateway that can lead you down a path towards discovery of a wide range of topics. (Noe, R., 2010)  It provides the means to share information with other across oceans as well as, across the room.  This tool is accessible through the use of browsers and uniform resource locator (URL). (Noe, R., 2010)

2.  Interactive Video – The combining of the best of computer-base training and video technology to created an interactive environment in which a learner can receive one-on-one training through the use of a keyboard and monitor. (Noe, R., 2010)  This technology offers students a cost effective, yet flexible means to learn interpersonal skills and technical procedures in large groups that may be separated by distance.  It also provides students an opportunity to work at their own pace and the flexibilities to manage their time while learning. (Noe, R., 2010)

3.  Online Learning – The delivery of training utilizing a computer and web access.  There is two types of online learning:  Internet-based and Intranet-based training. (Noe, R., 2010)  Both types utilize the use of a computer and a network.  Internet-base uses the Internet to access information from a public shared web access and intranet-base is company provided private access to a shared network. (Noe, R., 2010)  Both store training information on each perspective network sites and both provide a cost effective and flexible means for students to gain knowledge when and where every they are, as long as they have access. (Noe, R., 2010)

4.  Simulation – Provides a student with an environment that replicates the standard and its conditions required to perform the given task.  By creating a simulation of its actually environment this provides students with a perspective of realism to improve their cognitive thinking skills (Noe, R., 2010) This is done in order to provide students with a safe realistic environment in which to learn and practice under supervision.  It also, provides students with instant feedback regarding areas of strength and weakness in order to make corrections to improve their performance of the task. (Noe, R., 2010)  Although considered an optimal learning environment its cost and operation requirements limit its use to training that benefit most from this method verse other methods.

5.  SMART Boards – considered an interactive whiteboard is changing the way training is conducted in the classroom.  What was once an instructional environment of chalkboards and flipcharts are now replaced with interactive SMART Boards, providing teachers with the means to save lessons for those students to access who are having trouble understanding; create video files without using more equipment; presenting digital story telling activities etc., that can be shown to students on a large screens.  This technology has shown positive results for teaching students with disabilities by helping them to communicate and learn using other means.  Although its uses are great, it requires some form of training in order to use it and is very costly.  Most school district have limited funding and can’t afford them or will only be able to get one or two making the use of this technology limited. (Kelsey & Margame, n.d.)

Although the advancements in technology has greatly improved and have benefited training by bring information to more people, making the world smaller and more accessible to the same information.  The same old saying still applies, if the means (technology) doesn’t fit the desired outcome in order to cause a positive effect that enhance the transfer of knowledge, its not good training.  (Stolovitch, H., 2004) When technology is correctly partnered with the appropriate training needs, it creates a match that ensures the success of transferring knowledge and skills to students, but if this is not the case, its just training for the sake of using technology.  (Noe, R., 2010)


Stolovitch, H., & Keeps, E. (2004). Training Ain't Performance. Alexandria, VA: ASTD.

Stolovitch, H. D., & Keeps, E. J. (2004). Beyond training ain’t performance field book: Strategies, tools, and guidance for effective workplace performance. Alexandria, VA: ASTD Press

Noe, R. A. (2010). Employee Training and Development. New York: McGraw-Hill/Irwin 

SMARTEDUEMEA (2011).  The history of technology in education, from YouTube

Kelsey & Margame (n.d). Integrating Technology In K12/SmartBoards in a Classroom,

Saturday, May 12, 2012

Men’s Wearhouse

I selected Men’s Wearhouse for my organization in which to conduct my needs assessment.

Men’s wearhouse is a corpatation that forsters a fun and family-like enviroment based on mutual respect, teamwork, and servant-leaderships.  These fundamental elements are what makes Men's Wearhouse a great place to work. (Men’s Wearhouse, n.d.)

Men’s Wearhouse orginally was known for being a company that sold quality taylor made suits for men.  Like most companies evolved through the years and is now known as an inclusive men’s store.  Providing shoppers with everything a man would need to create a looks that expresses confidence, comfort and a image of a truly successful man.

Let’s take a look at what makes this company tick in order to get a sense of the organization's products and/or services, consumers, management philosophy, and strategic objectives. In order to conduct my needs assessment of this company.

Organization’s Products/Services – To sell men’s clothing, give back to its local communities, and to champion the task of ensuring that “no men are denied the opportunity to be good providers, responsible citizens and positive role models because they lack the appropriate wardrobe to land a job.” (Men’s Wearhouse, n.d.)

Management Philosophy – Is “Employee-Centered Corporate Culture”.  It understands its product, selling clothes but contributes the company’s success to understanding that its heart and soul is its employees.  By creating and fostering an environment in which its members can grow, prosper, and flourish. The company’s business culturally is based on a set of core values that include nurturing creativity, growing together, admitting to mistakes, promoting a happy and healthy lifestyle, enhancing a sense of community, and striving to become self-actualized people (Men’s Wearhouse, n.d.)

Strategic Objectives

Provided High-Quality Training Programs:  For their employees by providing them with the knowledge and skill required for understanding a customer’s needs, male fashion, and their desires when purchasing clothing.

Training Approach:  To incorporate a comprehensive initiation programs and education seminars.

Service Approach:  To provide customers with a shopping experience like none other, by providing them with a team of consultants who posses the ability and drive to transform walking male fashion opps into a icon of a confidence.

Outstanding Service:  By creating an environment where customers feel at easy during their shopping experience and confident that the advice provide ensures they look good as guarantee by its CEO.  As well as, their commitment to provide outstanding service to its employee thru its company benefits programs.

By taking a look at how the company’s organization and culture functions, as well as, its views on training an instructional design (ID) member will be able to take the first step of understand how to effectively approach a needs assessment. (Noe, R., 2010)  The following consideration to consider when preparing and conducting a needs assessment are as follows:

Who need to be involved in order to secure buy-in from levels with in the company? (Noe, R., 2010)  In my case with Men’s Wearhouse, I would consider the CEO (based on research he is a involved member, who hold true to his company culture, and would be an instrumental force in supporting any modification to training that would benefit his valued employees), upper/mid-level/trainers and workers (based on the company’s culture all members have some type of ownership associated with the company core value).

The questions I would ask of the:

Organizational Analysis Phases:
Upper-Level Managers:  Do you see training as valuable tool that supports your business strategy and company goals? (Noe, R., 2010)

Mid-Level Managers:  How do you feel train will help you meet your goals? (Noe, R., 2010)

Trainers:  Do you feel you will have any concerns with receiving the required support to conduct training? (Noe, R., 2010)

Person Analysis Phases:
Upper-Level Managers:  What is required in order for your employees to meet the company objective/goal? (Noe, R., 2010)

Mid-Level Managers:  Who do you think will benefit from the training? (Noe, R., 2010)

Trainers:  Which method will be used to indentify who will be tasked to complete this training? (Noe, R., 2010)

Task Analysis Phases:
Upper-Level Managers:  Do you currently have adequate number of members equip with the knowledge, abilities, and skill to perform these tasks? (Noe, R., 2010)

Mid-Level Managers:  What task will this training provide the most benefit? (Noe, R., 2010)   

Trainers:  Which task to you feel should be included in the training in order for your employees to be able to accomplish the standards required to do this job? (Noe, R., 2010)

The documents or records I feel that provide some insight in the which method would be best is survey feedback from each training event, summary reports that outline employee performance levels associated with areas of concern, company market reports to outline market trend and reports that list the company’s direction associated with its goals and objectives

The techniques I would employ listed in Table 3.2 are:

 Observation:  To be able to observe a member in real time and in their natural environment provides insight and clues as to what and how thing work in relationship to each other. (Noe, R., 2010)
Questionnaires:  This is a cost effective means in which to reach a large population in order to collect data identify trends. (Noe, R., 2010)
Interviews:  Allows you to uncover details and establish a connection in which to gain trust, provide education, and drum up support. (Noe, R., 2010)

By taking this first step you are on your way to creating the proper training that meet your company’s needs.


Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.

Thursday, May 3, 2012

Why isn't Training and Development Important?

In a world of highly educated members, why isn't learning considered a continues adventure?  Why do we have to constantly fight to justify funds to support programs design to improve workforces ability to stay ahead of game?  Within the next eight week I hope to find the answers to these and other questions.  

I have included my podcast of my hypothetical elevator speech, as assigned to depict how I would get the attention of someone in my company, in order to share this untapped resource called training and development of personnel.  I look forward to hearing what you think.

(Having a little trouble, please stand by)

The following is a written transcript of my hypothetical elevator speech podcast:

Hello Mr. Russell, thank you for agreeing to meet with me, my name is Sandra Acol and I’m with your Training and Development Team.  

As I briefing discussed over the phone, I wanted to share with you some more information on training strategies, that can be used to save your department money.   As you well know, just from listening to the 6 o’clock news or even reading the Wall Street Journal more and more companies today are facing budget cuts and downsizing of personnel in order to manage their bottom-line during these hard times.  

I can see, that you are probably thinking to yourself, how can training and development help me save money?  Am I right, Mr. Russell?  

I did a little poking around and did some research after our call.  Gathered some information from the corp minutes, and noticed that the object was to find creative ways to increase market share, while reducing cost, without affecting the quality of our products or our company’s good name.  One strategy came to mind, the Concentration Strategy, just as it sounds this strategy forces or concentrate on creative ways improve market share, while reducing cost.  I noticed that your depart is a mature work force this will work will with this strategy as we develop training that support our goal by teaching team building techniques, interpersonal skill to help improve our customers.  

What do you think; can I make an appointment with your sectary to go over this and other training strategy with you at our next meeting?  

Thank you, for your time, I look forward to working with your.


In a world of change, training and development of personnel is the key to unlock the resource that will produce your success.  But first you must believe it has value…...

Tuesday, May 1, 2012

My Next Learning Adventure

Hello everyone,
 I look forward to another exciting class with all of you.  Please come and join me on this next adventure.  Stay tune to my next blog message.

See ya soon

Thursday, December 8, 2011

Scope Creep

I was on a project once where my team was hired to format training packets that Military Subject Matter Experts (SME) created.  As time went on, we started noticing that the quality of work coming from the SME’s was going down and they were struggling to write the lesson content, while managing their military commitment.  Being team players, at first under the table, we would help them by developing content to fill in the learning gasp instead of formally returning the packets.  By not returning them we were able to help improving the content of their training packets and then complete our task of formatting the packets for delivery on time.  Soon we found ourselves feeling that we could help them improved all their training packets, falling prey to the phenomenon known as scope creep (Portney, et al, 2008, p 346).  I don’t think this scope change ever became a formal change in writing but informally we were authorized to change our task scope.  We had a little problem with the new time line, we weren’t given as much time are requested and we had to adapt our own process to include the new change control system process that was developed to ensure the SME had a say in the approval of the content before we could finalize the training packets for delivery. 

Looking back I don’t know if things could have been completed differently or if the scope creep was a bad thing.  All members being professional and sharing an invested interest in the training wanted to create the best training possible, in turn causing our own scope creep for ourselves.  The contract ended before our efforts could be judged.  What I think I might have done differently is upfront I would have evaluated the skill set of the team both the ID’s and the SME’s and maybe proposed the scope change to allow ID to create lesson content in writing.  But I know because most project are won based on money and sometime the lowest bid wins even if it’s not the best.  I don’t think anything could formally have been done simply because by the time our team came aboard we were already on the down side of the contract.  Also for us to have a bigger part in the task we would have to be paid out of the PM’s project slush fund (and we were) because working on DOD contracts for the most part there isn’t much negotiating for more money. 


Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc.