insurance training club program Needs Assessment- Task/Operations Analysis Job Description- Did you check to see if all the jobs had job descriptions? They did not, what did you do (hint: task analysis)?Task identification- Which of the 5 methods for task identification did you use (stimulus-response-feedback, time sampling, etc.) Why?KSAOs- What were the knowledge, skills, abilities, and other characteristics you found that employees need to do to be successful?Identifying possible areas of training- Where can HRD/Training help the most?Prioritizing- Why did you decide this was the MOST important topic or topics to focus on? How did you get buy-in from management?Hint: You can view "An Example of a Task Analysis: Texas Instruments" in the textbook. Needs Assessment- Personal Assessment This section should address the question of who needs training and the kind of training they need.State which of the personal assessment techniques you used and why you chose those methods. For example, did you examine key information from HR, administer skills-based tests, or conduct an interview with employees asking them to reflect on their own training needs? Why? Section #3: The Training Design After conducting the needs assessment, what is the gap identified between the results of the task analysis (what employees need to know to perform their job) and the personal assessment findings? This is the topic and audience for your training! List the training objectives (the intent and desired result of the program)? Remember, objectives should Describe what the learner needs to do, the conditions under which they do it, and how well they must do it.(Werner,158). The "how well they must do it" part is often the most tricky, but it is important to be able to measure the learning. What training delivery method(s) did you use? Why? How did you make sure that the training was inclusive and honored the needs of all learners? How was the training organized? For example: Did you deliver the program online or in person?Did you hire an outside trainer or rely on expertise within your program?Where did you hold the training? Section #4: Training Program Implementation What skills, knowledge, and abilities did you as an HRD professional need to make sure that the implementation was a success? Section #5: Evaluating the Training Program Describe Kirkpatricks evaluation framework and give an example of how you addressed each of the four levels that make up his framework. When did the evaluations take place? What data collection methods were used? Section #6: Training Program Recommendations If you could do the program again, what would you do the same, and what would you do differently? What opportunities exist to expand the training program? Why do you recommend this expansion?