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Performance Management Plan Portfolio to enhance staff/trainee improvement in a given environment

For this assignment, you will use your knowledge of performance management, supervision, teamwork, and communication to develop a comprehensive 3-6  page Performance Management Plan Portfolio to enhance staff/trainee improvement in a given environment. You are on ABA team of professionals working within a system that requires assessment and training to maximize the performance of the staff or stakeholders within that system. Your team has an opportunity to choose a case study to work from to complete this assignment:

Case Study 2: School Program (includes teacher, class aides, and one-on-one)

Edgardo is a fifth-grade student in an inclusion classroom with a regular education teacher, a special education teacher (who is only in the classroom for half of the day during math and language arts), and two paraprofessionals (a classroom aide and Edgardo’s one-on-one aide). Edgardo has a diagnosis of oppositional defiance disorder and exhibits frequent noncompliance and occasional physical disruption of the classroom (swipes materials from tables/desks, pushes furniture around, and dumps materials). As a result, Edgardo does not complete much of his schoolwork during the day because his behaviors impede his task completion, and the district is considering a more restrictive classroom environment if Edgardo’s behaviors are not improved. Edgardo’s special education teacher has some basic knowledge of applied behavior analysis; however, the general education teacher and paraprofessionals have never been trained in ABA.

After reviewing the case study, you  should discuss and develop the following aspects for your Performance Management Plan Portfolio:

  1. Assessment: Conduct a hypothetical diagnostic assessment of the system to determine the needs of the staff in terms of skills. Describe how the assessment analyzes the specific environment you are supporting. Then, hypothesize the assessment results that will be used to pinpoint behaviors for desired staff performance.
  2. Pinpoint (and define) the desired performance outcomes and the target behaviors for staff. Discuss whether these are individual target behaviors or behaviors targeted for the group, and provide a rationale to explain why the targeted behaviors are necessary to meet the performance outcomes.
  3. Training: Develop a set of training procedures for staff. Be sure to provide a discussion of why your outlined procedures were selected and how they will be implemented. This rationale should be grounded in evidence-based literature.
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business consultant trainee with the superstore client

In this scenario, you will continue to work as a business consultant trainee with the superstore client. The superstore would like to know which variables have an impact on its sales revenue and number of orders. Your vice president would like you to perform two multivariate regressions to analyze the data. Remember that the superstore is interested in whether specific trends are identified that can help grow its business through improved operations and sales. You have decided that the best analysis will be to perform multivariate regressions.

For each of the regressions, your dependent variables will be sales revenue and number of orders, respectively, and you will be selecting two independent variables. Then you will write a report for the superstore in which you describe the regression modules and the variables you chose to analyze. Additionally, you will explain why you chose to analyze those independent variables.

Prompt

Your task is to perform multivariate regressions using Excel. You will also write a short report that describes the regression model you used and why you chose to analyze these selected independent variables.

  1. Perform two multivariate regressions on the data using the Superstore Excel Workbook (attached) to complete this step. This workbook also contains your work from previous modules. Both multivariate regressions should analyze Sales with the two independent variables of your choice. DO NOT DELETE ANY OTHER WORKBOOK PAGES
    • Create one multivariate regression that is placed in the Multivariate_Regression_1 worksheet.
    • Create one multivariate regression that is placed in the Multivariate_Regression_2 worksheet.
  2. Submit a Word document using double spacing, 12-point Times New Roman font, and one-inch margins. This assignment should be 1 to 2 pages in length. If references are included, they should be cited in APA format. Explain the results of the multivariate regression. For each multivariate regression performed, address the following:
    • Why did you choose your selected independent variables?
    • Explain the regression model used.
    • Include the key regression output values that include: R2, p value, intercept, and coefficients.
    • Explain the regression equation performed

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Training to ensure that the trainee will be motivated to learn

What can be done long before the trainee attends training to ensure that the trainee will be motivated to learn? How would you present training material in a manner that facilitates retention? To help ensure transfer of training, what would you do outside the training itself? Who would you involve and how? What would you do about the organizational structure/environment?

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Training of an organization’s workersat all levels, from those joining an organization to the managers, is very important. Among other things, training enhances efficiency, improved ROI and job satisfaction in an organization.

Motivating trainee before training

Before training, determine the needs of the trainees. Communicate with them and their supervisors to know their duties and responsibilities, level of previous training and their expectations.

The trainee should be sold on the mission, vision and objectives of the organization so as to appreciate their personal and collective contribution. They should appreciate the importance of further trainingfor personal and organizational growth.

The training session needs to closely relate to previous knowledge and experiences. It should be a feedback mechanism, with objectives and measurable outcomes, for improvement of the trainee and the organization.

Presenting training material for retention

Training material should be presented in a logically sequential manner from the known to the unknown.Distributing handouts(e.g. training manuals and bibliographies) encourage trainees to refer to them during training sessions and later at their work environments.

Usingmultimedia that stimulatesthe various senses i.e. hear, see, touch, smell and taste. The more senses the trainee engages during the training session, the better the retention. Integration of the multimedia simplifies concepts to understandable chunks.

Engage trainees in creating and presenting the training material. The material willhence reflect real-life situations; applicability that enhances retention rate.

Present evaluation material to trainees immediately after training. The trainees reflect on what they have learnt from the training and will easily remember it in the future.

Transfer of training

Understanding organization’s vision, structure and culture are crucial for transfer of training. This involves employees from all levels of organization’s structureso as to tailor the training to the organization’s requirements.

Involve trainees, trainers, supervisors and employees in observing behavior change among trainees and the organization’s culture. This includes monitoring performance of individuals and the organization in areas related to the training.

Involve supervisor in ensuring the employees apply what is learnt. By availing the trainees opportunities, they become a benchmark for organization’s expectations.

Share an application plan with supervisors and managers, encouraging tolerance for alearning curve that will lead to finesse in the entire organization’s structure.

Reward trainees and other employees who excel as a result of the training through promotion, awards, encouragement, etc. This will encourage a best-standard practice.

Encourage follow-up training sessions for trainee and other employees. The trainees can also train other employees in the organization, sharing thehandouts.

Trainees can be encouraged to form communities, whether physical or online. These communities offer support and encouragement.

References

Broad, M. L. (2005). Beyond Transfer of Training: Engaging Systems to Improve Performance. New Jersey: Wiley.

Carnes, B. (2010).Making Learning Stick: 20 Easy and Effective Techniques that Transfer Training. Alexandria: American Society for Training & Development.

Chan, J. F. (2009). Training Fundamentals: Pfeiffer Essential Guides to Training Basics. New Jersey: Wiley.

Meier, D. (2000). The Accelerated Learning Handbook: A Creative Guide to Designing and Delivering Faster, More Effective Training Programs. New York: McGraw-Hill.

 

 

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