Evaluation of Face-to-Face Training Procedures:
Describe a situation in which a company you are familiar with missed an opportunity to fully leverage face-to-face training (site-based or off-site, internal or external) to foster professional development. Based on course readings and an independent search of peer-reviewed literature, how could the company have improved the training? If you do not have experience with a company that has missed such an opportunity, you may create a hypothetical situation and offer suggestions to improve the hypothetical training.
• These articles describe strategies for companies to create meaningful, individualized professional development opportunities for their employees. They also describe the benefits this development has for both companies and employees:
• Barron’s 2014 article, “Professional Development: One Bite at a Time,” from T + D, volume 68, issue 3, pages 70–71 and 73.
• Harris’s 2013 article, “Train—and Retain,” from Smart Business Columbus, volume 21, issue 11, page 7.
• Hirsh’s 2009 article, “Clarifying Your Learning and Development Strategy,” from Training Journal, issue 5, pages 48–53.
• Human’s 2012 article, “Adventure-Based Experiences During Professional Training in Psychology: A Follow-Up Study,” from South African Journal of Psychology, volume 42, issue 4, pages 586–597.
• Melé’s 2014 article, “‘Human Quality Treatment’: Five Organizational Levels,” from Journal of Business Ethics, volume 120, issue 4, pages 457–471.
• These articles describe methods to evaluate and improve the ethical practices of an organization. They also describe the importance of thinking about ethics in an organization:
Kaplan, R. (n.d.). Personal ecology. Retrieved from http://www.rachelkaplanmft.net/?page_id=198
• Hill, Lorenz, Dent, and Lützkendorf’s 2013 article, “Professionalism and Ethics in a Changing Economy,” from Building Research & Information, volume 41, issue 1, pages 8–27.