Training Methods

Project Requirements – 37500 Training Methods  200 pts

Part  1    40 pts (SWOT Analysis  for Organization)

Part  2 – 30 pts (Diagraming of training by position for Warehousing and Manufacturing)

Part  3 – 20 pts (ID training segment for presentation and list of SLOs to be used)

Part  4 – 50 pts (Design & Development)

Part 5     20 pts (Cost Evaluation & ROI)

Part 6    40 pts (Presentation of Training)

Introduction:  Competency Based Education Course Project

The individual training project for the Competency Based Education section of OLS 37500 Training Methods is designed as a performance assessment to measure what the student can do in relation to this course.

Training Project Competency Statements

1) Execute the ADDIE model to

  1. assess the organization and determine a training need of the organization,
  2. develop appropriate training strategies to address the training deficiency by incorporating adult learning principles and methods of experiential learning,
  3. deliver a training segment using effective facilitation skills,
  4. implement a training plan for the organization,
  5. evaluate the training program in light of the training objectives established in the needs assessment process and the strategies of the organization, and
  6. analyze the organization’s return on invested for the completed training program.

2)  Demonstrate communication skills, along with critical and creative thinking skills while delivering a training segment.

3)  Explain the need for training and development within the context of the strategic success of an organization.


Competencies Aligned with this Project

Competency 1:  Human Resource Expertise

The knowledge of principles, practices, and functions of human resource management. 

Sub Competency:  Human Resource Development

Competency 4:  Leadership and Navigation

The ability to direct and contribute to initiatives and processes within the organization.

Competency 8:  Critical Evaluation

The ability to interpret information to make business decisions and recommendations.



We will be using the ADDIE process once we have completed the SWOT analysis for this organization and then in determining overall training required for manufacturing and warehousing positions.  .

The ADDIE process includes analysis, design, development, implementation and evaluation. 

It is critical that you research and pay close attention to these levels, the inputs, processes and outputs as you work through the project. You should research each part in depth (on the internet) before developing answers to your project.  This is a basic layout to help guide you. 

Training Needs Analysis-

There is normally a triggering event where actual organizational performance is less than expected organizational performance= leaving  a performance gap. The basic information listed below is from an ADDIE goggle picture search.



The inputs for  Analyze:

Organizational Analysis:  Objectives, Resources, Environment (who, what, why, constraints?)

Operational Analysis: Expected Performance (who do you talk to and what do you review?)

Person Analysis: Actual Performance (what is needed to get them here, is it training?)


The inputs for Design:

Learning Theory

Training Needs

Organizational Constraints

PROCESS:  Here is where you develop the objectives (SLOs for your Training and the evaluation)


The inputs for Development:

Determine Factors that Facilitate Learning and Transfer

Determine what are some  Alternative Instructional Methods


The inputs for Implementation:

Program Development Plan including Instructional Materials, Instructional Equipment to use, Trainee and Trainer Manuals, Facilities and Trainer


The inputs for Evaluation:

Evaluation Objectives

Organizational Constraints

Design Issues


Outputs here would include:

Process Measures

Outcome Measures:  reaction, learning, behavior and results.


This gives you some basic information on the process, research online and in your text to develop each step more completely as you work through your project.


Basic Case Study CCC Information

 Background Information (additional materials in Files in Canvas to review  before starting the project)

Columbus Custom Carpentry (CCC) is a small successful family owned manufacturing company founded in 1946. It operates in a niche market producing semi-custom interior doors for residential applications.  It does not compete directly with mass manufacturers of traditional doors or market through big box stores.  Recently labor costs have risen faster than revenue.  There are approximately 135 people employed here in this single site mid-western location.  Annual sales are over $15 million. (additional info is provided in your files from the Employee Handbook and the personal interviews in the student information booklet.  DO NOT concern yourself with the data for compensation…this is just extra info to give you a feel for the company and its issues.)

      You have been hired as the HR manager (now 90 days into the job) to assist the president (me) in handling HR issues, that I have tried to keep up with to date.  You have made good progress on a plan to redesign positions and a new pay structure that we are currently implementing.

     While CCC has a small board room for training the president has asked you to focus on online training process as much as possible to keep the time flexibility for employees.  (as such, the training segment that you choose from the list provided to present at the end of the semester MUST be presented as a segment that can be completed online . Currently there are the following employees (taken from the active status report):

In Manufacturing:

1 manager, 6 supervisors, 20 machine operators, 30 production techs & 10 paint room techs.

In Warehousing

4 managers & supervisors, 19 forklift operators, and 15 craters

In Marketing

1 manager, 4 sales, 8 customer service and 2 in product development

In your office group

1 president, 1 administrative assistant, 1 new HR manager (you),  2 receptionists, 1 CFO (chief financial officer), 1 staff accountant, 1 database manager, 2 clerks, and in services there are 1 building supervisor, 1 handyman, 1 mail/shipping clerk and 1 custodian


After the CCC SWOT ANALYSIS, we will be dealing ONLY with the manufacturing and warehousing personnel


Project Part 1


Assume you are the new HR manager in Columbus Custom Carpentry.  You have started there approximately 3 months ago and have been working on getting a new pay structure and new positions in place to help the performance of the organization.  You are just getting to know the personnel.  Many of the team are unhappy with work and pay practices.  While you continue to work on pay issues and processes, your boss,me, has request that you do a preliminary assessment of training needs for the organization.  You should develop this assignment as though it were a deliverable to me, the President and CEO of Columbus Custom Carpentry (CCC).   Your Training Presentation recording will be presented in your own  Zoom Meeting Room , and then moved over to Kaltura Media Gallery for the instructor’s review and other student’s review and feedback. 


  1. Effective training is not an isolated event in an organization.  Training must be strategic in that it is designed to improve the knowledge, skills and abilities of employees to help them achieve the organization’s strategic plan.  Therefore, effective training cannot be designed until we first look to understand the organization.  This is done by conducting a SWOT analysis to determine the strengths, weaknesses, opportunities and threats to the organization.  With this information and an understanding of the organization’s vision, effective training creates a competitive advantage for the organization. Careful analysis of performance gaps determines what training needs to be done or if there is a need for training at all.  In some cased, the performance gaps are not related to training deficiencies and other interventions may be needed.


Note:  All students are assigned CCC as the company they will be working with for this project.  In specific cases, where students are currently working and would like to review their current employer for this project, students MUST get permission from the instructor. This must be done before the due date of the first project assignment.


Students are to work as the new HR manager to create value for the organization.  Students are to respond on this project as if they are a working HR manager and  can get additional information from me , President as the company is privately owned, pretty small (135 employees) and has had little “official” structure in HR.


Project Part 1   40 pts.

             Assignment  40 pts  (SWOT Analysis for CCC after class meeting 1 discussion)

 As the HR manager, research what info is currently available for a complete SWOT analysis.  Research the following information:

  • Identify the mission, vision, values of the organization. 
  • Conduct a SWOT analysis of the business- CCC.  Discuss the strengths (internal), weaknesses (internal), opportunities (external), and threats(external) to the organization.  This can easily be done in a table format.
  • What is the vision of the organization?  Where does the organization want to be in three to five years?  What does this say about the training that may be necessary for its employees?























Website with information and diagrams on SWOT analysis:


Part 2

Educators have understood pedagogy, the process of helping children learn, for a long time.It wasn’t until 1970, however, when Malcolm Knowles coined the word andragogy to describe how adults learn, that we really started to think about how adult learning differs from the way children learn.Adults bring specific characteristics to the learning environment.They have life experiences that they want incorporated into their learning.They are motivated to learn when they have a problem to solve.Therefore, they are more interested in the specifics of a topic than in its generalities.For adults, being a learner is often not their primary role; it is secondary to their other life obligations.Combine these adult learner characteristics with their various learning styles, add a sprinkling of learning theories, and the results is a complicated mix that trainers must consider for the training to be well received and meet the needs of the adult audience.


Part 2 Discussion 1 - 30 pts  (warehouse and manufacturing only)

Discussion on M (manufacturing) and W (warehouse) training needs  Discussion 1

Perform the needs assessment and analyze the results.  Using the training needs you have identified and our class discussion to determine, who is the training audience (this will be which positions the training is needed for)? This is an in depth listing!!!!

List  ONLY WAREHOUSING and MANUFACTURING POSTIONS across the top of an excel spreadsheet (or table) by position  and list training down by category and classes.

LIST categories where you will list specific training under each category:  These might include safety (OSHA regulations for some positions, administrative or legal training (FMLA, Sexual Harassment, pay and work rules,  etc) and performance training for specific positions.

Are there other issues identified that are not training issues?  What would you recommend to the organization regarding the non-training issues?  How did you research and approach what training might be needed?

Submit your comments in writing  M&W Training Needs  under Discussion 1 M&W Training Needs.


Example only:



Fork lift driver

Warehouse worker


Warehouse Supervisors

Warehouse Manager













Sexual Harassment
























Fork Lift certification












Bloodborne Pathogens








suggested additional student reading:

Miller, J. A., & Osinski, D. M. (1996, 2002).  Training needs assessment [SHRM White Paper]. Retrieved from

Web sites with information on learning styles:



Web sites with information on adult learning principles:


Calliope Learning,

                        New Horizons for Learning,


Part 3

 If training is to add value to the organization, effective learning objectives must reflect the organization’s strategic focus.  From these objectives, specific learning goals are established that define the actions that must take place within the three learning domains for learning to be accomplished.  Training goals give us direction for training content and establish the parameters for how to assess accomplishments.  They become the overarching roadmap for the training project. 

Here you will pick your training topic.  Suggested topics are:

Time management for online learning,

Sexual Harassment and Discrimination,



Orientation based on CCC handbook of a specific part (20 minutes)

If you pick a different topic, you will need to contact the instructor before submitting Part 3 for approval. 

When you write SMART objectives for your training, make sure your objectives reflect the strategic focus of the organization but are focused on the specific training you will be presenting.

Part 3 Assignment 20 pts.-

Identify which class you would like to create  to teach your employees at CCC.  (this is the presentation you will  record online for your instructor)  .

Topic (5 pts) .  List the 2-3 SPECIFIC learning objectives (SLOs -15 pts) that you will be using in this presentation. – post directly in Assignments–titled: Training Topic. Do NOT use learn, know or understand in your SLOs.  These are neither specific or measurable.

Part 4

Review info to get you started (begin with the end in mind) do the following:

Training Module Presentation Expectations 40 pts  (this will be your last part of the project when you present)

Print out and review the Evaluation of Training Presentation and the Expectations of the Presentation.  Your presentation will be graded off of that evaluation.

Students are expected to develop and present a training module, one component only, that they determine would be meaningful to  CCC employees from the  list in Part 3..

The module that is developed and presented should be at approximately  20 minutes long.  Any less than 18 minutes will be penalized at 1 point per minute up to 4 points..  Anything over 30 minutes will be penalized by 3 points. (anything under 10 minute will not be accepted)

The module will be presented online in your own Zoom Meeting Room that you will create in Zoom (just takes a couple of minutes).  It must include a minimum of a power point presentation as part of the presentation, including an introduction of yourself, SLOs with a quiz or review of SLOs at the end of the presentation. Other media may be used in addition to the power point. Students must create their own power point, not copying materials from other presentation.

Students are to use their web cam and mic to be the presenter and show their power point or other materials, recording the training by the date due. 


1).  Training design begins with the decisions made in the needs analysis process and ends with a model for the training program.  Using learning objectives as a guide, trainers must determine what content to include in the curriculum, how detailed the content should be and how it is to be presented.  From these decisions, a lesson plan is created and training materials are developed.  Appropriate training materials must address various learning styles and incorporate student assessment in the learning process. 


Normally you would be using a needs analysis for this.  Reading some of the background info from CCC should help developing content for your training. Follow the directions and information under the Design and Development parts of ADDIE.  What will you include?  As you develop content, consider how you will evaluate student learning.  What training methods will you use?  How are the training methods related to the needs of the learners?


Trainers must determine the best method of presenting the training to the learners.  Trainers have typically used traditional training methods, which include lecture presentation, on-the-job training and group activities.  However, as employers look to maximize their training dollars, many are moving away from traditional training and incorporating e-learning into their training environment.  This can be done by using computer-based training modules, virtual classrooms, message boards, etc.  Training may be entirely computer-based with 24/7 availability, or it may be a blended environment that incorporates the traditional classroom experience with part of the training presented online.  When devising what approach to used, the trainer must consider the nature of the training content, the needs of the learners and the technology available.  As with any training program, for online learning to be successful, it must be supported by management, and management must be willing to provide the technical resources necessary for successful implementation.


For more information on experiential learning, see:

Atherton, J.S. (2005).  Learning and teaching:  Experiential learning.


            IUPUI Center for Teaching and Learning,


Training transfer means that learners are able to transfer the knowledge and skills learned in a training session back to their jobs.  The importance of training transfer cannot be overemphasized; organizations spend billions of dollars each year on training, yet only a fraction of the investment results in improved performance, particularly if training transfer is not supported by the employer.  Effective training design incorporates learning goals and adult learning principles that enhance successful transfer, ultimately leading to improved individual and organizational performance. 


Design training activities and visual aids for your presentation.  Ensure your training content incorporates methods that facilitate transfer of training.  Consider how to measure transfer of training after the training is concluded. 


Web site with information on transfer of training: 



                A great deal of preparation takes place long before the actual training begins.  Trainers must plan for the location of training, the room layout, audience needs, handouts and presentation media, and myriad other details that must all be arranged in advance.  Of particular importance is the room selected for training.  It must be large enough to be comfortable for trainees and be arranged in a manner that facilitates the type of training to be conducted.  In addition to working out the implementation details of training, the trainer must prepare and rehearse for the presentation.  Even the best possible training design can results in failure if not properly implemented and skillfully presented. 


Part  4 Assignment  50 pts.

15pts-(1-2 pages) Discuss YOUR design and development issues and approach by looking at page 3-4 of your project directions and cover the input issues for YOUR presentation for the design and development.  The 5 topics there are the main part of this discussion.Clearly list your title and SLOs (from Part 3) at the top of this.


10 pts – Create an Outline of your course for trainees to follow along in presentation.                          (at the most 1 page in OUTLINE format) again, listing your topic and SLOs at the top before you start your outline. Look at the Purdue Owl for process on OUTLINES.  Do not use google. Use the alpha numeric system


25 pts. – Create the Power Point Presentation you will be using in your own presentation.  Normally  12-18 slides for a 20 minute presentation.  Use good judgement here, and don’t make it too complicated.  Practice the presentation and see if it is 20 minutes. Include Intro, SLOs and quiz.


            Submit in your assignments as   Design & Development.



Part 5

Cost Analysis:  Evaluation and analysis are the last steps in the ADDIE training model. 

This gives trainers an opportunity to go back to the beginning and assess the results of

 the training cycle.  Organizations invest millions of dollars in training programs, and

 organizations want to see a positive return for the money spent.  As a result, training

 managers are increasingly being asked to justify their expenses and demonstrate how

 training dollars increase the organization’s bottom line.  The problem is that some

 benefits derived from training can be intangible and difficult to quantify.  How do you

 measure and put a dollar value on increased morale or better teamwork?

 Consequently, gathering and compiling the information needed for an accurate

 benefit/cost analysis can be a complicated task. 


This component should be a summary of the costs for the training you are presenting online.  Refer to chapter 6 of your text, page 284 for a listing  of basic costs.


Briefly discuss how you will determine if transfer of training is successful.  Discuss ROI in terms of your training project.  How will you measure ROI?  What the training cost-effective for the organization?  Remember, if your training doesn’t generate measurable value to the organization, management will be less supportive of training in the future and your career as a training manager may be brief!


Part 5 Assignment 20 pts.  Develop a cost sheet for your 20 minute training class. (10 pts) Briefly discuss how you will determine if transfer of training is successful for YOUR TRAINING  and how you would measure ROI (return on investment) – 1 page. (10 pts). Submit in assignments under Cost Evaluation & ROI.

Web site with more information on Kirkpatrick’s evaluation model:



Part 6

This will be your online  recorded presentation in Zoom .

**** First create your own Zoom ROOM!!! (you may not use the one in Canvas, that is mine!) Go to


Training  Module Presentation Expectations 40 pts  (this will be your last part of the project)


Print out and review the Evaluation of Training Presentation.  Your presentation will be graded off of that evaluation.


Students are expected to present the class they have been working to design and develop, one component only, to their warehousing/manufacturing audience.


The module that is developed and presented should be at approximately  20 minutes long.  Any less than 18 minutes will be penalized at 1 point per minute up to 4 points.  Any training less than 10 minutes will not be accepted..  Anything over 30 minutes will be penalized by 3 points.  Practice your presentation ahead of time.  Managing your time in training is critical.  You are taking people away from productive work to learn specific information, that you as a trainer should hold them accountable for remembering.


The module will be presented online in YOUR own Zoom Meeting Room, which you can easily create by going to  I repeat, it must include at minimum a power point presentation as part of the presentation, with an introduction and SLOs included and a review of student learning of the SLOs at the end. Other media may be used in addition to the power point. Students must create their own power point, not copying materials from other presentations.


Students are to use their web cam and mic to be the presenter and show their power point plus other materials. recording the training by the date due in your Zoom room and moving this to the Katura Media Gallery for grading by due date. Students may post the URL for the Zoom presentation in the Assignments, but it must be loaded to the Kaltura Media Gallery for review and feedback from other students, for extra credit. Please let me know if you need help.  Extra directions are sent out in Announcements as we get close to the Extra Credit recording  mid semester.


For tips and techniques for effective presentations, see: