Training Design & Development

Employee & Organizational Development

Human Resources

200 Cumulative Hours

Overview:

The EOD office takes on many projects in addition to offering training courses, such as designing and developing training. Our office regularly redesigned courses or developed customized courses for departments and other USG institutions. Over the course of the EOD, the GAs have regularly taken over designing training courses. I have detailed my experience below:

Employee & Organizational Development:

I regularly volunteered to design and develop training because of my knowledge with computers and my ability to quickly learn new software. The courses I assisted in developing are detailed below:

FLMA, Worker's Compensation, & Motor Vehicle Policy (Plant): Our office was approached by the Plant Operation's supervisors because of confusion with FMLA, worker's compensation, and the University motor vehicle policy. As these policies are under HR jurisdiction, we partnered with a few HR SMEs to conduct the training. I volunteered to help design the training handouts and presentation. I worked closely with all three SMEs to collect all the information possible that pertains to VSU employees. After all the information was gathered into a master document, I identified the most important information for the Plant employees based on reported frequently asked questions and what the SMEs identified as crucial information. The training was designed to be two hours in length and each presenter was allotted a 30 minute presentation and a 30 minute open forum for questions. I have included the materials used for the training below:

Presentation & Handouts:

Updated Workers Compensation FMLA Motor Vehicle Safety PPT 2015

Worker’s Compensation FMLA Motor Vehicle Safety Booklet 2015

HR (101): VSU employees are given the opportunity to participate in certificate programs, which are recognized by the USG system. Completing the HR 101 course is a requirement for one of the certificate programs offered through the EOD office. The class is a 3 day in-person training with an online component. A detailed description of the course and visual aids are available on my Professional Issues HR 101 page.

I was asked to monitor the BlazeView module and coordinate with instructors to ensure the efficient facilitation of this course with up-to-date information. I updated all online content to be relevant to recent policy changes, recorded attendance, communicated with participants to ensure their completion of online content as well as reminders to attend each session, and I maintained the online portion of the class for the training database. Each student was required attend two of the three classes and had two chances to receive a 100% on each online quiz. Students were allowed to complete the quiz as late as 2 months after the course was over. Once students completed the course, I marked each participant as successfully completing the course, and sent each one a certificate through campus mail.  

I included a screenshot of the BlazeView course below: 

Travel Procedures & Expenses: The Travel Procedures and Expenses training is a four-hour course designed to assist staff and faculty with University travel policies and the procedures for completing expense reports. The course is offered intermittently throughout each semester, which is when a concerned instructor approached us to assist in lightening the load of training. The Office of Financial Services was in the middle of major changes and the office became extremely busy. The instructor reached out to the EOD office because of our ability to design and develop online training courses.

I volunteered to learn the Camtasia recording software to create an online tutorial that mimics the face-to-face training. I attended two in-person courses to gather all the information that was not included in the guide dispersed for each course. I spent over 85 hours recording and editing the Camtasia videos. I submitted the videos to be reviewed by a SME. Once the videos met all of the required criteria, I formatted each video to be uploaded to YouTube. I also created a Google+ account for the EOD office where future training videos could be uploaded for University purposes. You can find the tutorials by visiting the link provided here.

External link: https://www.youtube.com/playlist?list=PL3ZpOUnwU2nIP-aDquKarGcYvgmXW__BM

Materials:

Creating Expense Reports

Travel Procedures

Performance Management: I collaborated with Lorena Afa, Korea Black, and Benjamin Weil when designing the training for the new performance management (PM) system for VSU staff. The manager level training was designed to be a three hour course as the material was required to be more detailed and the employee training was designed to be an hour and a half course as their material was more centered around self-assessment completion and the establishment of professional and personal development goals. The management level training contained a PowerPoint, visual charts, and break-out activities which were designed to mimic the entire PM system from start to finish. Lorena and I created a PowerPoint presentation for the employee training that would be uploaded to an online learning management system for employees to complete at their leisure. Rebecca Murphy took the developed employee and management courses and hybridized the courses to be placed on an information page explaining the process to the entire campus. This informational page also acts as a quick reference guide for management and employees.

The employee level training focused on an overview of the entire process. Lorena and I discussed the need to keep the employee level training simple as the employees are not responsible for creating a work plan. The detailed training for employees focused on the self-assessment. The new PM system is similar to a 360 feedback system in that in order to create a work plan, the employee's supervisor must receive the self-assessment from the employee. The self-assessment allows for the employee to reflect upon his/her past performance and reveal areas in which the employee would like to improve through the the creation of personal development goals as well as professional development goals. The purpose of the self-assessment is to provide employees with a method of accounting for their own performance as it can be difficult for supervisors who oversee multiple employees or who do not directly interact with their employees. The self-assessment aims to decrease common rating errors such as the halo effect, primacy effect, recency effect, and etc. Because of the huge numbers of employee level staff, the employee training was designed as an online training resource that employees would be able to access from the Performance Management website. Face-to-face training was made available by request. Departments/work units without regular access to computers are among the constituencies that were eligible for face-to-face training.

The management level training was more detailed out of necessity. The PowerPoint presentation included information about the self-assessment, work plan, check-in, and the employee assessment. The management training was designed to be a three hour face-to-face session with all supervisors across campus. Korea and Ben developed activities for the supervisors to interact with the different phases of the cycle. Three break-out activity sessions were created for the supervisors to develop a work plan, check-in on the "employee," and a final assessment. The activities provide the supervisors with a realistic job preview of what the entire cycle would be like. During the management training, we included visuals and charts for reference throughout the training as we discussed concepts of the new PM system.

Materials:

Manager training 

Performance Management Process Non-Manager Training 

PLANT TRAINING 2015 

Terminology Handout

Example Work Goals for VSU

Self Evaluation Tips

Core competency handout simplified

smart goals

Human Resources:

The HR office regularly seeks assistance from the EOD when training needs arise. The PeopleAdmin course was originally a face-to-face training but with the PM system keeping everyone busy, the course needed to be transitioned into an online piece.

PeopleAdmin: As the implementation of the new PM system grew near, two HR professionals needed assistance reaching a large amount of employees and teaching them how to navigate the PeopleAdmin software. I volunteered to design and develop the BlazeView module because I had experience with designing courses using VSUs learning management system with the updating of HR 101 and the compliance modules. I met with two SME to compile data regarding the staff piece and the student employee piece of PeopleAdmin. In order to create the quick reference guides, I was given provisional administrative access to PeopleAdmin to gain access to screenshots and discover troubleshooting steps in the event an issue arose. I remained in constant contact with the SMEs and informed them of any inconsistencies between the current information and the information contained on the VSU HR webpage. I have included a screenshot and materials of the course below:

Materials:

Application:

The utility behind designing and developing training will be useful for organizations that create customized assessments for their clients. As the GA in charge of designing training courses, I was able to increase my knowledge by learning new software and innovative methods to creating customized courses for the University. I was given complete creative liberty with each one of the training courses throughout my time at the EOD office. I feel that the feedback I received, coupled with the knowledge I learned, will equip me to move forward into a career and be an asset to any organization.

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