Identify the Five Phases of the Training Process Model (tpm); Explain Fully the Process That Goes on in Each of the Phases

1. Identify the five phases of the training process model (TPM); explain fully the process that goes on in each of the phases.

There are five phases that make up the training process model (TPM). This includes the Needs Analysis Phase, Design Phase, Development Phase, Implementation Phase, and the Evaluation Phase. A company uses a training process model to identify training issues and how to fix them, so the employees will poses the KSA's needed to do their job. A triggering event occurs when a person with authority to take action recognizes that actual organizational performance (AOP) is less than the expected organizational performance (EOP). There are five steps that occur when a TPM is put into place. The analysis phase begins with the identification of the organizational performance gap (AOP is less than EOP). This analysis will compare the current data collected, to the outcome that is expected for performance. Employees can contribute, by giving ideas of the type of training that is needed to better their knowledge, skills and attitudes. Non training needs may also be identified in this phase, these issues needs to be handled different from training needs. This phase is where training program objectives begin to take shape. The training needs identified in the analysis phase, in addition to areas of constraint and support, are the inputs to the design phase. An important process in the design phase is the creation of training objectives. The objectives are created according to the training needs identified in the analysis phase. Specifications are given by the employees and the clients that are affected. If these objectives are designed according to the specifications it will transfer effectively back to the employees and ultimately the clients. The development phase is used to develop the training that is going to be implemented. Organizing the information that has been gathered can develop an influential program. The last steps in this phase are to revise and finalize the implementation plan and to ensure all instruction materials are ready for training implementation. Upon completion of the analysis, design, and development phases, it is time to implement the "whole" system with actual trainees. The instructional system is "fielded" under "real world" conditions. Data from training classes are used to further evaluate the instructional system. Development is the phase of the training design model where the training program is created and written. Whether the program is classroom-based or designed to be taken online, materials are created and produced in this phase. The design phase produced the outline or blueprint, but it is in this portion of the training model where everything comes together in production. Supporting materials are produced, trainers are trained, and the target audience is notified of the training dates. Your training program is delivered to your employees in the implementation phase of the training model. Classes are taught or taken online. Students receive their training and practice how to use their new skills. Materials and training products are distributed to participants, and classes begin. Initial results are measured, and the program begins to take shape in your company. If the preceding phases are conducted properly, implementation runs smoothly and the training is taken and received as it was intended. The training program is delivered to the employees in the implementation phase of the training model. Classes are taught or taken online. Students receive their training and practice how to use their new skills. Materials and training products are distributed to participants, and classes begin. Initial results are measured, and the program begins to take shape in your company. If the preceding phases are conducted properly, implementation runs smoothly and the training is taken and received as it was intended. Evaluation completes the training model. Measuring the results of your training program begins during the implementation phase. Learning is measured after each class, and results are analyzed. Evaluation of the entire program is conducted after all the training is completed. Measurements and feedback determine whether adjustments to the initial design are needed, and results are reviewed with the client. Students are contacted and instructors, designers, developers and anyone involved with the program meet for a "lessons learned" review. The model then begins again.

2. Identify three factors that might inhibit HRD managers from developing a strategic planning approach to training. Recommend how these three factors might be overcome.

There are all sorts of reasons which may inhibit the Human Resource Development team from developing a strategic training approach; the following three reasons are what I would consider the main ones. The first I would consider would be cost. There is no doubt that many organizations cannot afford to hire an external consultant to help them develop their strategy and implementing this strategy when not specifically trained in predicting future direction of the business can be risky. The second reason follows on from this quite nicely; future predictions may not unfold as envisaged. Even if a company pays top money for a profession in the field of strategic planning, there are always unforeseen events which can affect how the future unfolds. This could, therefore, prove the