Question

An action plan is a written strategy used to achieve outlined goals. For the purposes of this assignment, the action plan will be created using PowerPoint. State the goal, which should identify what training content will be used and how it will be used. The goal for this action plan is to assist managers with identifying how performance appraisals are used to demonstrate the success of training efforts. Include the strategies for reaching the goal including what the trainee must do, what resources will be needed, and the type of support from managers and peers that will be necessary. Include the strategies for receiving the feedback, which will be used to demonstrate the success of the training efforts. Define the expected assessment results and how the results can be used to improve training. After the title slide, begin your action plan by stating the goal. Next, identify at least three strategies for reaching the goal. Briefly explain your chosen strategies with supporting data in the speaker notes section of the PowerPoint presentation. For the third part of the action plan, develop a 10-question survey that could be used to demonstrate the success of the plan. Conclude your action plan with a summary of the expected results and how the manager could use them to improve training. Here are some general guidelines to follow when preparing your PowerPoint presentation. Design your presentation with the back of the room in mind. It is important that everyone can easily see and read the content. Select a professional-looking slide design appropriate for the presentation and audience. White text on a dark background is the easiest for the audience to see. Use a large font size. Use color and graphics when appropriate. Illustrations should relate to the content being discussed. Be creative. Follow the 6 x 6 rule (i.e., use no more than six lines per slide and no more than six words per line). Utilize the speaker notes function to add your talking points. Bullet points work best on the slides. Add slide transitions to enhance the audience's experience.

Managers can also facilitate transfer through reinforcement (use of action plans). An action plan is a written document that includes the steps that the trainee and manager will take to ensure that training transfers to the job (see the sample action plan shown in Figure 5.6). The action plan includes (1) a goal identifying what training content will be page 237used and how it will be used (project, problem); (2) strategies for reaching the goal (including what the trainee will do differently, resources needed, and type of support needed from managers and peers); (3) strategies for receiving feedback; and (4) expected results. The action plan also provides a progress check schedule, with specific dates and times when the manager and trainee agree to meet to discuss the progress being made in using learned capabilities on the job. The action planning process should start by identifying a goal and the strategies for reaching that goal. Once those are determined, strategies for obtaining feedback and identifying what the accomplishment of the goal will look like are completed. To complete their action plans, trainees may need additional technical support, such as access to experts who can answer questions or reference materials. Trainers or project managers can help trainees get the resources that they need to complete their action plans through either face-to-face or electronic meetings.

Answer 1

• Goals are main pillers of achivement and are the effective performance management process.
• Training program should offer a variety of innovative programs. Programs should enhance knowledge, develop necessary skills, and enrich both the individual and the organization. Organizations must create a culture of learning.
• Making departmental goals accessible to all managers ensures there is no overlap, reduces conflict, and allows members of different departments to see where they support each other and ensure they are not working at cross purposes.

S – Specific

M – Measurable

A – Achievable/Attainable

R – Results-Oriented/Realistic/Relevant

T – Time-Bound

• Use Peer Reviews.
• Offer Frequent Performance Feedback.
• Utilize Performance Management Software.
• Define and Communicate Company Goals and Performance Objectives.
• Set Regular Meetings to Discuss Outcomes and Results.

Performance appraisal has three basic functions

(1) to provide adequate feedback to each individual on his or her performance.

(2) to serve as a basis for modifying or changing behavior toward more effective working habits.

(3) to provide data to managers with which they may judge future job assignments and compensation. The performance appraisal concept is central to effective management. Much hard and imaginative work has gone into developing and refining it. In fact, there is a great deal of evidence to indicate how useful and effective performance appraisal is. Yet present systems of performance appraisal do not serve any of these functions well.

4 steps to add an action plan

• Department: Choose the department you wish to create an Action Plan for from the list provided. This list includes all the departments you have been assigned access. You will want to create a separate action plan for each department.
• Category: Type the name of the category needing improvement. This category can be found on your standard survey report and is listed as an “Attitude Area.” For example, “Immediate Supervision” is an attitude area.
• Opportunity for Improvement: Select the description of the survey item you will be working to improve. Each survey item you are working on should have a separate action plan. For example, “My Supervisor Has Effective Communications” is a survey statement.