Instructional Plan Phases 1-4

Aaron FloresCUR/516

November 5, 2014

Phase I◦ Name of Training Session◦ Brief Description◦ Target Audience◦ Training Method or Modality◦ Goals

Phase II◦ Knowing the Objectives◦ Description of Instructional Strategies and Activities◦ Description of Instructional Technologies

Phase III◦ Defining Times◦ Individuals Involved◦ Resources and Materials Needed◦ Details on Implementation of Plan

Phase IV◦ Identifying Criteria◦ Evaluation Instruments◦ Evaluation Overview

Outline

PHASE IName of Training Session

Brief DescriptionTarget AudienceTraining Method

Goals

Name of Training Session:◦ Understanding Time Management for New

Warehousemen Brief Description of Training Session

◦ New employees will undergo 12 weeks of training on prioritizing basic warehouse duties and responsibilities in order to understand the importance of managing time for the workday.

Target Audience◦ 16 & up

Equal Opportunity Employer

Phase I

Training Method◦ Training will be hands-on

work side-by-side with Supervisor/Manager handling products

Practice boxing orders that ship OT (Our Truck) or UPS (United Parcel Service)

Practice using preferred program (MAS200) in order to navigate through system

Practice using WorldShip to process outbound shipments (UPS) only, and practice using Crossware software to process OT orders only

◦ Visuals Mock orders OT & UPS to study Two videos Two PowerPoint Presentations

Phase I Cont.

Goals for the Training Session1. New hires will understand basic warehouse

language2. New hires will know their way around

warehouse3. New Hires will establish their pace4. New hires will understand what is of high

importance and how to prioritize them

Phase I Cont.

PHASE IIKnowing the Objectives

Description of Instructional Strategies and Activities

Description of Instructional Technologies

Objectives for Goals 1-4◦ Objectives for Goal #1

effectively listen to information given ask questions associated with job training create an open discussion with trainer

◦ Objectives for Goal #2 Required to understand basic alphabetic sequence Required to understand basic numeric sequence Required to differentiate Warehouse A & B Required to take a mental picture or Warehouse Set

Up

PHASE II

◦ Objective for Goal #3 Expected to increase speed of pace Learn the need for urgency Mimic and learn from experienced employees

◦ Objective for Goal #4 Establish a routine of warehouse duties Describe how orders should be pulled Required to practice repetition Demonstrate last 9 weeks of learning into practice

Phase II Cont.

Instructional Strategies & Activities◦ Encourage active participation◦ Ask open ended questions (From Trainer to Trainee)◦ Give positive feedback or constructive criticism◦ Provide opportunity

Instructional Technology◦ Two 30min Videos◦ Two 20min PowerPoint presentations◦ Operating System

Sage-MAS200◦ Shipping Tools

Crossware (for OT’s) & WorldShip (for UPS)

PHASE II Cont.

Phase III Defining Times

Individuals InvolvedResources and Materials Needed

Details on Implementation of Plan

Defining Timelines ◦ Start date will depend on time of hire

If hired, new employee will start training on the first day of employment.

◦ First – Three Weeks of Training 8-5 Mon-Fri Build foundation Watch 2-30 min videos & Review 2-20 min PPP

◦ Second – Three Weeks of Training 8-5 Mon-Fri Get familiar with warehouse locations , products & item

numbers Learn to mentally picture warehouse Recall basic products, item #’s, & general bin locations

PHASE III

◦ Third – Three Weeks of Training 8-5 Mon-Fri Increase pace Learn urgency Learn team collaboration

◦ Fourth – Three Weeks of Training 8-5 Mon-Fri Pull orders in timely manner Navigate through MAS200 Process OT & UPS orders Demonstrate full day of duties

Total Length of Training = 12 Weeks

PHASE III Cont.

Individuals Involved◦ Manager/Supervisor

Will play a major role in the progression of new employee throughout the 12 weeks of training

◦ Vice President Will help facilitate with company goals and expectations

◦ Veteran Employees Will aid in the training process by sharing expertise,

experience, & attitude◦ Non-Veteran Employees

Will collaborate and share duties to help with team building

PHASE III Cont.

Resources and Materials Needed◦ Manager/Supervisor

Will be the main source of information when training◦ Computer Programs

WordShip, Crossware, & Sage (MAS200)◦ Writing Tools

Pen, Pencil, Paper (for taking notes and use throughout the day)

◦ Live Orders & Mock Orders For visual aid and to study format

◦ TV with DVD Player or Laptop (Company Provided) To show videos and PowerPoint Presentations

◦ Conference Room To conduct training

PHASE III Cont.

Details on Implementation of Plan◦ Training will be conducted on the day of hire for 12

weeks split into 4 (3 Week) training session for 8 hours a day.

◦ Workday will be divided accordingly 1st day- 30min brief introduction to team members, code of

conduct handbook, and code of ethics handout 4-5 hours per day of one-on-one with trainer 3-4 hours per day with team

◦ Trainer will ensure environment is a friendly atmosphere and communicate that with other staff members

◦ New hires will be selected based on two interviews 1st interview with current manager/supervisor 2nd interview with upper management (depending if 1st

interview went well)

PHASE III Cont.

PHASE IVIdentifying Criteria

Evaluation InstrumentsEvaluation Overview

Identifying Criteria ◦ End of 1st 3 Wks

New trainees are required to successfully answer a minimum of 7 out of 10 true/false questions based basic information given

◦ End of 2nd 3 Wks New trainees are required to correctly match at least 15

basic items with general locations◦ End of 3rd 3 Wks

New trainees are required perform various tasks in the expected time range

◦ End of 4th 3 Wks New trainees are required to give a constructed response on

5 extensive questions that will cover the 12 weeks of training

PHASE IV

Evaluation Instruments◦ Formative Evaluations - Goals & Objectives Analysis &

Learners Analysis 1st 3 Wks –

Observational Objective testing

2nd 3 Wks Test Scores Compare to average

3rd 3 Wks Hands-On testing Compare average time taken

4th 3 Wks Review responses Conduct performance evaluation and critique accordingly

PHASE IV Cont.

Evaluation Overview Summative Evaluation

◦ Kirkpatrick’s Four Levels of Evaluation Level 1-Reactions

Provide data on how trainees reacted to the training Level 2-Learning

Determine if trainees have change in skills, knowledge, or attitude based on 12 weeks of training

Level 3-Transfer Determine if skills, knowledge, or attitude are being utilized by trainee in

real situations Level 4-Results

Evaluate effectiveness of training program by determining if trainee met goals & objectives

◦ This will help future decisions regarding efficiency by answering two major questions (Brown & Green, 2011) Did the instruction bring about the desired changes? Were the goals met?

PHASE IV Cont.

Brown, A., & Green, T. D. (2011). The Essentials of Instructional Design (2nd ed.). Retrieved from https://newclassroom3.phoenix.edu/Classroom/#/contextid/OSIRIS:46599693/context/co/view/activityDetails/activity/7eaea536-687e-473a-9d36-2eee83999770/expanded/False.

Wlodkowski, R. J., & Ginsberg, M. B. (2010). Teaching Intensive and Accelerated Courses. Retrieved from https://newclassroom3.phoenix.edu/Classroom/#/contextid/OSIRIS:46599693/context/co/view/activityDetails/activity/2c9f6aca-72b3-4683-8495-e0c380666457/expanded/False.

References