Overview: For this milestone, review the case study A.P. Moller-Maersk Group: Evaluating Strategic Talent Management Initiatives through page 13 (up to HR- Customer Initiative at Maersk) and the job posting for a Customer Service – CARE Business Partner. V iew the SHRM PowerPoint presentation and its note pages: Unit 6: Training Methods, Experiential Learning and Technology.
Using the material on needs assessment and training strategies provided in this week’s lesson and the case study, in a short paper you should:
- Illustrate the value of a training needs assessment in an organization in general, supporting your response.
- Describe the components of a needs assessment used to determine the training requirements of a Customer Service – CARE Business Partner at Maersk.
- Describe the importance of creating Specific, Measurable, Achievable, Realistic, and T ime-oriented (SMART) objectives for a training plan.
- Explain the importance of developing learning activities for a Maersk Customer Service – CARE Business Partner training program.
- Describe how you would incorporate adult learning principles and methods of experiential learning from this course into the Maersk Customer Service –
CARE Business Partner training program.
Guidelines for Submission: Your submission should be 2–3 pages in length and double-spaced using 12-point T imes New Roman font. Be sure to list your references at the end of your paper.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information, review these instructions.
| Critical Elements | Exemplary (100%) | Proficient (85%) | Needs Improvement (55%) | Not Evident (0%) | Value |
| Training: Needs
Assessment |
Meets “Proficient” criteria and
description is clear and detailed |
Describes the components of a
needs assessment used to determine the training requirements of the organization |
Describes the components of a
needs assessment used to determine the training requirements of the organization, but description is cursory or inaccurate |
Does not describe the
components of a needs assessment used to determine the training requirements of the organization |
23 |
| Training: Learning
Activities |
Meets “Proficient” criteria and exhibits keen insight into the needs of adult learners | Explains the importance of developing learning activities, and incorporates adult learning principles and methods of experiential learning | Explains the importance of developing learning activities, but does not incorporate adult learning principles and methods of experiential learning | Does not explain the importance of developing learning activities | 23 |
| Training: Training
Needs Assessment |
Meets “Proficient” criteria and
uses scholarly research to contextualize claims |
Illustrates the value of a training
needs assessment in an organization, and supports response |
Illustrates the value of a training
needs assessment in an organization, but does not support response |
Does not illustrate the value of a
training needs assessment |
23 |
| Training: SMART | Meets “Proficient” criteria and
description is clear and detailed |
Describes the importance of
creating SMART objectives for a training plan |
Describes the importance of
creating SMART objectives for a training plan, but description is cursory or inaccurate |
Does not describe the
importance of creating SMART objectives for a training plan |
23 |
| Articulation of
Response |
Submission is free of errors
related to citations, grammar, spelling, syntax, and organization and is presented in a professional and easy-to-read format |
Submission has no major errors
related to citations, grammar, spelling, syntax, or organization |
Submission has major errors
related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas |
Submission has critical errors
related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas |
8 |
| Earned Total | 100% | ||||
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