Order ID | 53563633773 |
Type | Essay |
Writer Level | Masters |
Style | APA |
Sources/References | 4 |
Perfect Number of Pages to Order | 5-10 Pages |
Strategic Training and Development Research Project
Research Strategy Training Paper
Using the rubric for the specific grading criteria, complete the following:
As part of being considered for a Director of Human Resource Development position, you have been given a task by the CEO to demonstrate your skills in researching and analyzing a current article (2019-2021) that describes one major performance gap in training methods and clearly identifies best-practices for closing the gap in your profession.
Based on the article found, and your Strategic Training and Development research, what evidence-based gaps and best practices would you present to the CEO, and how would you recommend they measure performance improvement outcomes to close the gaps from your recommendations?
Note: Please make sure that you conduct an analysis on a specific profession or industry and that you clearly demonstrate skills in providing learning objectives and evidence-based solutions for the CEO to act upon. Be sure to cite credible academic/business sources to support your arguments (no company marketing websites or blogs).
PEER Response
Allegra Knowles
TO: Paul Andrews, Chief Executive Officer
FROM: Allegra Knowles, Director of Human Resource Development
DATE: May 17, 2022
SUBJECT: Performance gap in training methods and recommendations for performance improvement
The article that I have selected for the memo is “Microsoft partners with General Assembly to curb skills gap in AI, ML, and more” written by Hamza Jawad (2019). This article focuses on curbing and reducing skill gaps in artificial intelligence (AI), machine learning (ML), cloud and data engineering, and data science among employees which is spearheaded by Microsoft in partnership with General Assembly (GA) (Jawad, 2019). With the advancement in technology, the training needs, and training programs have also drastically changed which has resulted in organizations adopting standardized training programs and modules with the use of technology and its tools (Silberman et al., 2015).
In the article, Microsoft has done an analysis on the performance gap in training methods which is resulting in employees being not effective or having enough competent skills in AI, ML, and many more. This analysis of the training method which has been followed at Microsoft is a true eye-opener of how advanced and up-to-date training methods and programs must be. It must be competent, must upskill the employees, and create a sustainable pool of talented workers who are proficient in the recent technologies and software (Microsoft News Center, 2019). When technology is used in training, it is referred to as e-learning which can further be categorized into asynchronous learning, group-based e-learning, virtual classroom learning, and blended learning (Silberman et al., 2015).
With the pandemic hitting the world hard, asynchronous learning is something that everyone can relate to as it refers to training that is provided to participants who can take it at their own convenient time and place. As the business has become global and employees are based in different geographical locations, it is a great option to take asynchronous learning as a mode of training (Silberman et al., 2015). Through this training, employees can be trained on AL, ML, cloud computing, data science, etc. which will definitely help in closing the performance gaps and the skills that they don’t possess.
It will help in upskilling and upgrading the skills of the employees in AL and ML and will respectively help them in their jobs (Microsoft News Center, 2019). After the training program is over, feedback and assessments can be taken from the employees on the effectiveness of the program. This will help the organization to learn about the knowledge, understanding, and skills grasped by the employees from the training program. This kind of training program that is embedded in imparting skills in AL and ML will create a new pool of employees who will be technologically advanced and will be beneficial for their future too (Jawad, 2019).
References
Jawad, H. (2019). Microsoft partners with General Assembly to curb skills gap in AI, ML,
and more. Retrieved from https://www.neowin.net/news/microsoft-partners-with-general-assembly-to-curb-skills-gap-in-ai-ml-and-more/
Microsoft News Center. (2019). Microsoft and General Assembly launch partnership to close
the global AI skills gap. Retrieved from https://news.microsoft.com/2019/05/17/microsoft-an…
Silberman, M. L., Biech, E., & Auerbach, C (2015). Active Training: A Handbook of
Techniques, Designs, Case Examples, and Tips. John Wiley & Sons, Incorporated. ProQuest Ebook Central, https://ebookcentral.proquest.com/lib/davuport-ebooks/detail.action?docID=1895176.
Peer response 2
Training gaps happen all the time, there are ways to go about them bridging those gaps. When presenting a major performance gap that is being presented in many workplaces is the age gap. With generation z joining the workplace we now have a mix of millennials, generation x, baby boomers, and possibly some traditionalists. This kind of gap can affect the workplace with different kinds of expectations, demands, and types of work that each generation does. All the generations have different kinds of “good and bad” stereotypes that are with each of these, whether they are true or not they are in the workplace.
Employees will have to mix with other peers that might be of different generations and have different levels of experience and things they expect to be done. This can go both ways for the gaps to be done where the younger employee doesn’t have to follow the older employees’ ideas and suggestions, there has to same level of respect from each employee and see what each person brings to the table.
To help create a better environment in the workplace with these differences, there are a few things the employee can do. First in general creating an open environment and good work culture to be able to talk to each other, help, and have conversations no matter what level the employee is. At this time, we have a very diverse workplace not just in age and relationship-based training. In this type of training, you want to have more engagement between employees, being able to get to know each other and being able to mix with each other to create a more efficient, effective, and quality work relationship. This includes feedback between peers, showing each other thought processes, and helping that understanding so they can have better connections and learn from each other’s differences.
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