Part 4: Develop a Training or Intervention Strategy to Address the Needs

Creating a developmental strategy is the objective of the investigative segment of the project. The strategy may include the following.

1. Training Sessions

a. Traditional classroom

b. Simulations

c. Self-managed strategies

d. Opportunity to perform

2. Career management systems

a. Self-assessment programs

b. Mentoring systems

c. Action planning

3. Organizational development intervention activities

a. Team building

b. Intergroup activities

c. Survey feedback activities

d. Education and training activities

e. Structural activities

f. Process consultation

g. Blake-Mouton grid activities

h. Third-party peacemaking

i. Coaching and counseling

j. Career planning

k. Goal setting

4. System redesign

a. Search conferences

b. Confrontation meetings

c. Strategic planning meetings

Part 5: Determine the Training or Intervention Cost and Quantify Expected Results

The fifth section of the Course Project is conducting a cost-benefit analysis. Training costs must be evaluated against anticipated results. This will only be palatable if, in the initial assessment, specific behaviors and processes and their impacts on the performance of the organization were determined. If so, conducting this final analytical segment should be possible.

Part 6: Develop a Method of Training Evaluation

Once you have completed the training, how will you know whether it has been successful? There are a variety of ways to evaluate training and development programs. Clearly identify the specific outcomes you expect from the project. Then develop a method of evaluating the effectiveness of your project.

Note ,I have been working on this Project for Starbucks , my topic for this project is Starbucks .

Final Part Course Project Training & Development

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