Week 2 assignment

Gap Analysis, SWOT Analysis, and Needs
Needs Assessment is an important part of Training
and Development. Review the course readings for this week, and utilize the SWOT
you created for the thread this week. Create a Needs Assessment for your
company you have analyzed in the SWOT. To do this, create a 2-4 page paper,
following APA 6th guidelines, with the following headings:
A. Company information: Brief introduction.
Provide company information, background, and recent stock value trending in
this section. (i.e. in the past year, has the stock gone up or down? Have there
been recent significant changes in their industry? Basic orienting information
goes here.) (5 points.)
B. SWOT: Include your SWOT from the threaded
discussion (you can use bullets and SWOT headings here.) (5 points, but
C. Gap analysis: What possible gaps do you see in
the company (think opportunities, weaknesses, threats) which haven’t already
been addressed? Perhaps these have to do with new regulations forthcoming in
the industry which may need addressing? Perhaps the company has just acquired a
new company and is branching out into new territory? Discuss two or three of
those gaps, with are employee related, and which could lend themselves to potential
training needs. Explain why these gaps would be best filled with training, and
not some other method. (25 points.)
D. Needs Assessment: What two methods of needs
assessment would you utilize at this company, if you were hired to do a TNA
(training needs assessment) on the gaps you have identified in C above? Using
Chapter 3 of your textbook (Noe, 2013) and the Lucier (2008) article, explain
what methods you might use, and support your idea from the text and article, or
some other research item you discover as a reference. (Cite your sources.) If
you plan to use interviews, explain who you would interview and provide at
least five sample questions. If you plan to use a questionnaire, explain who
you would send it to and provide at least five sample questions. You can
include the samples in an appendix to the document. If you plan to use company
information, explain what information you will use (i.e. HR data, lawsuit
information, new regulations, etc.) Give details about how this information
will impact your needs assessment. (25 points.) NOTE: You can consider the
responses your classmates have made to your SWOT about potential training needs
when coming up with your Gap analysis and Needs Assessment. You don’t have to
reinvent the wheel.
E. Conclusion: Suggest training which you would
recommend be done based on the assessment you have done so far. Explain any
limitations to your assessment you feel may need to be revised based on
feedback from your assessment methods (which you obviously don’t have.) (10 points.)
F. APA Formatting: 5 Points
Please keep in mind that APA formatting is worth 5
points. Click the guidelines here for this assignment. The guidelines and the
“Course Template APA Papers” may be found in Doc Sharing.

Week 3  assignment

Week 4
Homework  Individual Development Plan


Insert your company name here

1. Name (Last, First)

2. Current position

3. Department

4. Supervisor

5. Plan period (dates)


6. Year 1 Developmental Goals

7. Year 2 Developmental Goals

8. Year 3 Developmental Goals










(Include COST and DATE for Accomplishment)



any hurdles or barriers you see in completing the above and what assistance
is requested from the company or supervisor on the same.

Employee Signature and Date

Supervisor Signature and Date

Lillian R Potter,



The one-year period in which you will
begin or accomplish the developmental objectives listed on this IDP form


Identify your
career and self?management goals for each of the next three years to give
yourself some benchmarks for progress in your

professional development. Examples: Increase skills in. . . . Take on greater
responsibilities as/
in. . . . Qualify to become eligible for . . .


List specific knowledge, skills, and
abilities to be acquired or developed in this IDP year.

Be sure your objectives may be
reasonably accomplished in the period of time you have specified. Keep it manageable!


A. Mission Need

Change in State-of-the-Art

Improved Performance

Develop Unavailable Skills

B. Organization Policy

D. New Assignment

F. Meet Future Staffing Needs

H. Career Interests


1. Essential

2. Needed

3. Helpful. . . . .to achieving what?


Use one of the
following to specify the developmental activity you will use to complete your

a. On?Site Training or Course

b. Off?Site Training or Course

c. Seminar or Conference

d. College or University Level Course

e. New or Rotational Assignment

f. Added Responsibilities

g. On-the-Job Training

h. Detail Within the Department

i. Details Outside of Department

j. Self-Development

k. Sabbatical or Leave

l. Networking


Cite specific
product(s), outcome(s), or evidence that demonstrates the completion of the planned
developmental activities

“No developmental
activities required:” This block may be checked if there are no developmental
activities required for the 12-month period of the plan. Acceptable reasons for “no developmental
activities” may include pending retirement, expiration of or short-term
nature of appointment, and so forth. *Note: the completion of this form and
discussion with the supervisor is not a binding approval for costs of
training or development. A request for expense (RFE) must be completed and

HRMN 420 Homework Part 2

.Answer the four following problems and submit all questions in a Word document. Include a title page with your name and APA (6th edition) information, headers, and any references you use to answer the problems. Note to students who are planning to take the SHRM Assurance of Learning exam, PHR, or SPHR exam, these problems are derived from SHRM-based scenarios. (Homework Part 2, 25 points)

A.Training return on investment (ROI) is a calculation of economic return on a project. Refer to the lecture for the formula. Review this problem.

An organization lost 125 employees last year, at a cost of $5,000.00 each. (Value is derived from cost to rehire and fill opening, as well as lost investment in the employee.) You suggest that a one-time investment in a training program (costing $250,000 up front) will reduce turnover by 50%. Calculate the following numbers using historical figures as your assumptions. a.Total savings that the program stands to create
b.Net savings the first year in place
c.Return on investment after one year
d.Return on investment after two years
e.Return on investment after six months (assume half of the employees/but all of the cost) (5 points)

B.Cost-benefit analysis presents data as a ratio to determine financial impact on company profitability. The formula is: cost-benefit ratio = value of projected benefits divided by cost.

We have estimated that a training program on sexual harassment will cost $14,000 and result in a savings of $70,000 (the cost of the two settlements we paid last year). a. What is the cost-benefit ratio of this training? (2.5 points)
b. What is the return on investment after one year? (2.5 points)
c. Do you agree that we can use the amount of our settlements from the prior year as our savings figure? Why or why not? (5 points)
(10 points total)

C.Break-even analysis. This is the point in which revenue (or savings) from the program equals the cost of the program-the time the company has “broken even” on the cost of the training.

Formula = Break-even point = cost/savings * time

*time is the period of time in which the return is being calculated?if annually, then 12 months.

a.A program has an annual cost of $70,000 and is expected to generate in return a savings of $80,000. When would the break-even point occur, given steady savings and costs? (5 points)

D.Why is it important for trainers to be able to estimate the ROI, cost-benefit analysis, and break-even analysis? Give three reasons why calculating this information will assist the training endeavors. (5 points)

Week 6 assignment

Transfer of Training and Evaluation
This week, using your homework assignment from last week (your proposal you wrote for your supervisor on whether to purchase the training modules you evaluated), create two evaluation instruments for one of the training modules that you reviewed last week. First, create a pretest that you would give your trainees prior to taking the training. Then, create a Level 2 or Level 3 instrument that shows what the trainees learned after taking the training. Explain how you would measure the gains your trainees achieved from the training. (For more on the levels, see Table 6.1, page 239, of your textbook.) Your submission to the Dropbox should include a title page with your name and pertinent information, your explanation section on how you will measure the gains, and two instruments (i.e., questionnaires, quizzes, survey forms, manager feedback, etc.). The instruments should be copy ready, in that whoever would fill out the instrument (i.e., the trainee or the manager) should be able to do so based on your submission. In other words, don’t just tell what your instrument would be; create the instrument. See the lecture for more information on this as well. If you use a tool like Surveymonkey™ (not required but allowed), you can provide the link to the live survey as your instrument(s). If you don’t use a tool like Surveymonkey™, then you will need to create a paper copy of your instrument for your instructor to grade. Be sure to publish your survey if you create one, and make the link live for your professor to be able to access and grade.
Grading Points Breakdown
Instrument #1: 30 points
Instrument #2: 30 points