Training needs analysis (TNA)

The organization will be the Marine Corps. There are training and verbiage issues. I will add in more details. This one assignment that is broken into 2 parts. Select or create an organization for the authentic assessment. In this first assignment you will begin to develop a training needs analysis (TNA) for your chosen organization. Part 1 REMINDER: Students must use at least 3 class resources for each assignment to support your position with course evidence. Review the grading rubric which indicates what will be graded. Part 2 6. Include at least three training outcomes based on the TNA Think of training outcomes in a larger context: how will the training solve the problem (or address the need) at an organizational level? Think of this as a justification for your training. How you would “sell” the training to the organization’s leadership team. Why should they invest in the training. What’s in it for them (AKA the organization)? Remember this should be as tangible as possible! 7. Identify the expected performance of the group or individuals as a result of the training This is where you will focus more on the individual level. Think in terms of learning objectives. As a result of the training what will the target audience do (or not do) that will improve their performance? 8. Identify performance gaps and detail how training can help close those gaps Here you will essentially validate your proposed training . What performance gaps (or needs) is the training intended to address and how do your training recommendations achieve this? There needs to be a clear connection between what you are proposing and what you are trying to address. REMINDER: Students must use at least 3 class resources for each assignment to support your position with course evidence. Review the grading rubric which indicates what will be graded. Requirements: It needs to be as long as it takes to answer the question. Provide information about the organization and its needs regarding the training issue:This should include general high level information about the company in terms of product/services size geography workforce attributes etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation workforce etc.). Here this should be “high level” focused on the organization (not specifically the individual workers yet). *Please ensure you pull the number of Marines in the organization and leave a space (marked in red) for me to fill in the specific details about my current position. The training issue will be basic challenges with civilian and military personnel co-existing in one area.* This should include general high level information about the company in terms of product/services size geography workforce attributes etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation workforce etc.). Here this should be “high level” focused on the organization (not specifically the individual workers yet). *Please ensure you pull the number of Marines in the organization and leave a space (marked in red) for me to fill in the specific details about my current position. The training issue will be basic challenges with civilian and military personnel co-existing in one area.* Determine the group or individuals who will receive the training:This should include information about the target audience as it will impact the training developed – including demographic information type of work location of work etc. *The target audience will be GS employees and active duty Marines. I will fill in type of work (please mark in red for easy plug in)*Identify the training issue:This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. *Training issue is difference in work culture between the 2 groups and dealing with power trips from both sides* This should include information about the target audience as it will impact the training developed – including demographic information type of work location of work etc. *The target audience will be GS employees and active duty Marines. I will fill in type of work (please mark in red for easy plug in)* Identify the training issue: This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. *Training issue is difference in work culture between the 2 groups and dealing with power trips from both sides* This is a continuation from item 1. Here you will focus more on the individual workers and/or teams. NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. *Training issue is difference in work culture between the 2 groups and dealing with power trips from both sides* Provide a training needs assessment questionnaire:The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense the questionnaire helps you identify and analyze the “why” (e.g. if you are addressing a performance issue the questionnaire would help you hone in on the real issue).SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.NOTE: you will NOT administer the questionnaire!Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice. The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense the questionnaire helps you identify and analyze the “why” (e.g. if you are addressing a performance issue the questionnaire would help you hone in on the real issue). SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information. NOTE: you will NOT administer the questionnaire! Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice. Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report:Here you will essentially validate the questions posed in your questionnaire – if you can’t do that you should probably revisit your questions.You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results great! Otherwise be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one. Here you will essentially validate the questions posed in your questionnaire – if you can’t do that you should probably revisit your questions.You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results great! Otherwise be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one. You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results great! Otherwise be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one. Provide information about the organization and its needs regarding the training issue:This should include general high level information about the company in terms of product/services size geography workforce attributes etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation workforce etc.). Here this should be “high level” focused on the organization (not specifically the individual workers yet). *Please ensure you pull the number of Marines in the organization and leave a space (marked in red) for me to fill in the specific details about my current position. The training issue will be basic challenges with civilian and military personnel co-existing in one area.*Determine the group or individuals who will receive the training:This should include information about the target audience as it will impact the training developed – including demographic information type of work location of work etc. *The target audience will be GS employees and active duty Marines. I will fill in type of work (please mark in red for easy plug in)*Identify the training issue:This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. *Training issue is difference in work culture between the 2 groups and dealing with power trips from both sides*Provide a training needs assessment questionnaire:The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense the questionnaire helps you identify and analyze the “why” (e.g. if you are addressing a performance issue the questionnaire would help you hone in on the real issue).SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.NOTE: you will NOT administer the questionnaire!Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice.Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report:Here you will essentially validate the questions posed in your questionnaire – if you can’t do that you should probably revisit your questions.You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results great! Otherwise be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one. This should include general high level information about the company in terms of product/services size geography workforce attributes etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation workforce etc.). Here this should be “high level” focused on the organization (not specifically the individual workers yet). *Please ensure you pull the number of Marines in the organization and leave a space (marked in red) for me to fill in the specific details about my current position. The training issue will be basic challenges with civilian and military personnel co-existing in one area.* This should include information about the target audience as it will impact the training developed – including demographic information type of work location of work etc. *The target audience will be GS employees and active duty Marines. I will fill in type of work (please mark in red for easy plug in)*Identify the training issue:This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. *Training issue is difference in work culture between the 2 groups and dealing with power trips from both sides* This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. *Training issue is difference in work culture between the 2 groups and dealing with power trips from both sides* The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense the questionnaire helps you identify and analyze the “why” (e.g. if you are addressing a performance issue the questionnaire would help you hone in on the real issue).SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.NOTE: you will NOT administer the questionnaire!Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice. Here you will essentially validate the questions posed in your questionnaire – if you can’t do that you should probably revisit your questions.You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results great! Otherwise be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one. You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results great! Otherwise be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one.

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