Hrm 592 Training
CONTENTS
Overview of Organization………………………………………………………................3
Executive Summary………………………………………………………………….….3-5
An Analysis of the Data Collected and an Identified Training Need………………….. 5-6
The Training/Intervention Strategy to Address the Need……………………….…… ...6-9
The Training Cost Quantified………………………………………………….…..….9-11
The Training Evaluation……………………………………………………………..11-12
Conclusion……………………………………………………………………..….…….12
References…………………………………………………………………………….…13
Overview of Organization is one of the for-profit schools in the United States. was launched in 2001 and recognized as a separate campus in 2002. In January 2001,acquired the University. Online campuses offer Bachelors and Masters Degrees in various programs including education, design, criminal justice and information technology. American Intercontinental admissions department is in charge of enrolling students and acting as a liaison between departments. On any given day the AIU Admissions department can talk to thousands of individuals. The Admissions department at AIU can be extensive and there are high expectations for admission advisor to achieve. Being able to talk to individuals over the phone and get them to make a life changing decision is a skill. It is a must that individuals feel prepared and properly trained to talk to the prospective students.
Executive Summary A needs assessment was performed on eight Director of Admissions and 26 admissions advisor working and two locations for online. The admissions advisors are responsible for conducting interviews with prospective students determine if online would be a great fit. The admissions advisors are the first contact made with prospective students on behalf of the University. The admissions department evaluates students needs, interest, and qualifications, most be able to reach their expected goals, assist students with filling out application, must be able to follow a script without breaking any federal laws, must
Overview of Organization………………………………………………………................3
Executive Summary………………………………………………………………….….3-5
An Analysis of the Data Collected and an Identified Training Need………………….. 5-6
The Training/Intervention Strategy to Address the Need……………………….…… ...6-9
The Training Cost Quantified………………………………………………….…..….9-11
The Training Evaluation……………………………………………………………..11-12
Conclusion……………………………………………………………………..….…….12
References…………………………………………………………………………….…13
Overview of Organization is one of the for-profit schools in the United States. was launched in 2001 and recognized as a separate campus in 2002. In January 2001,acquired the University. Online campuses offer Bachelors and Masters Degrees in various programs including education, design, criminal justice and information technology. American Intercontinental admissions department is in charge of enrolling students and acting as a liaison between departments. On any given day the AIU Admissions department can talk to thousands of individuals. The Admissions department at AIU can be extensive and there are high expectations for admission advisor to achieve. Being able to talk to individuals over the phone and get them to make a life changing decision is a skill. It is a must that individuals feel prepared and properly trained to talk to the prospective students.
Executive Summary A needs assessment was performed on eight Director of Admissions and 26 admissions advisor working and two locations for online. The admissions advisors are responsible for conducting interviews with prospective students determine if online would be a great fit. The admissions advisors are the first contact made with prospective students on behalf of the University. The admissions department evaluates students needs, interest, and qualifications, most be able to reach their expected goals, assist students with filling out application, must be able to follow a script without breaking any federal laws, must
References: Brach, C. & Fraser, I. (2000). Cultural Competency. Can Cultural Competency Reduce Racial And Ethnic Health Disparities? A Review And Conceptual Model. Agency for Healthcare Research and Quality. Retrieved February 17, 2011 from http://brando.med.uiuc.edu/FacultyDev/ClinicalEnviron/CulturalCompetence/CCCModel ToReduceDisparitiesBrach.pdf Culturally Competent Nursing Care: A Cornerstone of Caring. (2007). The Office of Minority Health & Human Services. Retrieved February 17, 2011 from http://minorityhealth.hhs.gov/templates/browse.aspx?lvl=1&lvlID=3 Cultural Competency Training. ( 2005). Association of American Medical Colleges. Retrieved February 20, 2011 from https://www.aamc.org/download/54338/data/culturalcomped.pdf Dibble, S. & Lipson, J. (2005). Culture & Clinical Care. UCSF Nursing Press, San Francisco, CA. Noe, R. (2010). Employee Training and Development. (5th ed). McGraw-Hill Irwin. New York, NY. Knowles, A. (2009) The Importance of Training Evaluation. Measuring Training Feedback Delivers Added Value. Retrieved February 19, 2011 from http://www.suite101.com/content/the-importance-of-training-evaluation-a146471