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Essay / Research Paper Abstract
An 11 page paper that focuses on the state of Louisiana. The paper begins with a short background of the state government. The next section discusses the need for a needs assessment before implementing a new training program and explains the assessments used for this state. The paper moves into the design for the competency-based training program and comments on the costs and return on investment. Bibliography lists 6 sources.
Page Count:
11 pages (~225 words per page)
File: ME12_PGlusntr.rtf
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Unformatted sample text from the term paper:
has only become worse in the last two years. The result is that there is a very high level of training needs that have not been addressed. The current administration,
however, has placed a priority on training employees. Within the state government, there are 12 cabinet level departments, each of which is led by a secretary. Some of the cabinet
secretaries have a deputy secretary who must be approved by the state senate (Louisiana State Government 2009). There are 20 state-level departments headed by elected officials (Louisiana State Government 2009).
The executive branch also has more than 500 Boards and Commissions that are created each year and who perform a variety of responsibilities (Louisiana State Government 2009). The scope of
the project is vast. The state government employs more than 72,000 people in its various departments across the state. The Administration has stated that all training must be linked to
performance improvement. The project must also include input from the employees themselves. The needs must be assessed in the many departments and the needs assessment must be one that can
be used by the departments after the project is completed. The emphasis is on training for managers and supervisors so that their skills are improved in terms of performance-driven results.
The training program that evolves must be performance-based and competency-based. The project must begin with a state-wide needs assessment that provides the necessary guidance for a performance/competency-based training program for
managers and supervisors. The project must also be able to identify return on investment, thus, a solid evaluation program must be incorporated into the training program as a whole. Finally,
the program must consider life-long learning as an objective. There has been a trend for performance-based training programs for several years. Many organizations have changed the emphasis from just learning
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