Learning and Development for CJV Consultancy - myassignmenthelp

Question: Discuss about theLearning and Development Programfor CJV Consultancy. Answer: The essay brings into light the successful attempt CJV Consultancy made to assist MIND, a Singapore based volunteer development program in conducting a training camp. CJV consultancy is shining star in the charity retail advisor sector that is quite successfully providing assistance, guide and help to let various charity organizations strengthen their infrastructure, managing shop outlets and most importantly organizing a training targeted to include more skilled volunteers in the programs. The charity advisor helps in retailing of different charity as well as other non-profit organization by which it is appointed. MIND (Movement for the Intellectually Disabled of Singapore) is an organization that offers charitable programs that are mostly volunteer based and designed to meet the social development requirement. In the present discussion we will see how CJV Consultancy helped the MIND with the required training development event that targeted a well skilled and sensible set of volunt eers, workers and stuffs of the organization. The presentation gives complete outline of the program with the analysis of core concepts that have been utilized in the training program. We have tried to highlight the significance that MIND and CJV Consultancy have and how they go hand in hand in order to produce a better outcome out of the the development program. We have started the presentation with the introduction and the core values that MIND bears in its operation. Precisely there are five values lying at the core of the organization that leads toward successful deliverance of the programs undertaken by it. An information slide has also been created to take attention of the viewed towards the existent shops that MIND operates in the country. A SWOT analysis is next on the card that helped us detect the deficiency issues in the organization that further creates threat (Hitt, Ireland Hoskisson, 2012). It also helped us identify the strong sides that the MIND enjoys and let us determine how the strength can be usefully tapped to produce more opportunities. Along with this we have also conducted an analysis of why the training is needed that helped us ascertain the goals and targets company have and what skills and competencies are required by the volunteer stuffs to acquire that level (Basarab Sr Root, 2012). This approach stood out to be excellent in order to brief a gap analysis. The planning of the training program execution has been set up based on the ADDIE model that stands for Analysis, Design, Develop, Implement and Evaluate (Davis, 2013). Based on the model of Maslows Hierarchy of Needs, the necessary components to be developed in the staffs and workers have been discussed (Lester, 2013). The objective that drives the basis of training have also been broadly outlined. Then we have maintained an informative layout to enlighten people about highlights of activities to be conducted in the training that includes: Integrating the values maintained by MIND Arranging and presenting relevant topic based video and audios Introducing Dope Personality Test Discussion on Five levels of Maslows Hierarchy of Needs Allowing different people to be active and engaged with suitable task Providing Participation Certificate Also a time schedule has been prepared to make the execution more organized and timely. The job is not over yet. The final outcome of all the effort taken lies in the evaluation of the training and feedback followed by it (Farjad, 2012). Based on the New World Kirkpatrick Model, four stages of evaluation of the program has been executed targeting assessment of different problems and opportunities underlying the program (Grohmann Kauffeld, 2013). The program required a cost budget too and we are happy to find that such programs are funded almost 90% with the subsidy provided by government. The benefit analysis outlined how the investment have receives its return that successfully reduced customer complaints by 50%, reduced volunteer turnover by 100% and increased profit by 300%. Our presentation ends with future plans that MIND own to strengthen with the assistance provided by CJV Consultancy. The long term plans cover scopes of online shopping and contributions through e-learning an d mobile applications, various courses to improve competencies, training to boost leadership qualities, enhancing learning development strategies and organizing volunteer management program. It is beyond any doubt that the successful presentation of our study is the reflection of collaborative effort that have been made by each member of my group. I would like to impart the overwhelming feelings I received while doing the study and getting my part of work done. The contribution I have made includes the first eight slides. The topics I have covered are the basic introduction of MIND and CJV Consultancy, their existence, roles and responsibilities. Then I have framed and analysed briefly the five core values that reflect: Strength of Character, Mutual Respect and Understanding, Integrity, Lifelong Learning and Excellence. The next tasks that are completed by me are SWOT analysis, Training Need Analysis and ADDIE approach lying at the base of planning and executing the program. To conclude to the discussion I would like to mention about how helpful the analysis have been in order to enlighten me about how the learning and development process actually works (Argote, 2012). It is a mechanism to deal with training provided on job and off job proceedings to enhance and develop knowledge and skill of the employees or staffs of any organizations (Kolb, 2014). It is important component for developing the human resource that are recruited to execute the responsibilities to meet the required goal of any organization by shaping their skills into that of corresponding to employers aim and ambition. The CJV Consultancy helped MIND in conducting such development program to drive out the deficiency affected the performance of the organizational ambitions for providing. The study also helped me to understand the need of applying strategic approach to plan and execute cost benefit analysis to conduct any training program that would be able to earn desired evaluation. Reference Argote, L. (2012).Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Basarab Sr, D. J., Root, D. K. (2012).The training evaluation process: A practical approach to evaluating corporate training programs(Vol. 33). Springer Science Business Media. Davis, A. L. (2013). Using instructional design principles to develop effective information literacy instruction: The ADDIE model.College Research Libraries News,74(4), 205-207. Farjad, S. (2012). The Evaluation Effectiveness of training courses in University by Kirkpatrick Model (case study: Islamshahr university).Procedia-Social and Behavioral Sciences,46, 2837-2841. Grohmann, A., Kauffeld, S. (2013). Evaluating training programs: Development and correlates of the questionnaire for professional training evaluation.International Journal of Training and Development,17(2), 135-155. Hitt, M. A., Ireland, R. D., Hoskisson, R. E. (2012).Strategic management cases: competitiveness and globalization. Cengage Learning. Kolb, D. A. (2014).Experiential learning: Experience as the source of learning and development. FT press. Lester, D. (2013). Measuring Maslow's hierarchy of needs.Psychological Reports,113(1), 15-17.