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Using the company from your earlier assignments, create an outline for a training program that your company (JP Morgan Chase) might offer. Your training initiative must be for no less than three (3) sessions that meet on three (3) separate days. In your outline, you are to include the following:Revise Assignment 2 as appropriate based on feedback from your instructor.Describe at least two (2) methods and two (2) technologies to be used by the instructors or learners. Provide a rationale for each method and technology used. Analyze the cost benefit of your proposal in at least four (4) areas. Provide a project management timeline (in MS Project, Excel, or Word) Propose at least three (3) ways and reasons for using a training (learning) management system (LMS) with the project.Provide at least five (5) peer-reviewed references (published in the last five [5] years) to support the paper’s claims and proposed project approach. The outline should be four to six (4-6) pages as necessary. In addition to the outline, you must include a narrative that explains your rationale for your choices. Your assignment must follow these formatting requirements:Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA. Check with your professor for any additional instructions.Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page, revision, and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are:Examine the key roles of and steps for project management for the design, development, and delivery of a training course or program.Examine the implications of learning theory for instructional design.Develop a cost-benefit analysis for a training program.Propose a project management plan for developing a course or program.Analyze the components and functions of online learning management systems related to training strategies and assessment. training_methodology_and_theory_week_5_assignment_2_rubric.html.docx training_methodology_and_theory.docx Unformatted Attachment Preview Points: 200 Assignment 2: Training Methodology and Theory Unacceptable Fair Proficient Exemplary Criteria 1. Revise Assignment 1 as appropriate based on feedback from your instructor. Weight: 5\% 2. Discuss three (3) major theoretical approaches to workplace training. Weight: 15\% 3. Analyze three (3) major trends for workplace training. Weight: 10\% 4. Analyze at least three (3) reasons for the trend away from traditional training toward performance improvement and performance support. Weight: 5\% 5. Propose the optimal approach for your project based on your literature findings. Weight: 10\% 6. Describe at least five (5) key characteristics of the target learners. Weight: 15\% 7. State at least five (5) learning / performance objectives of the training, highlighting the learning theory applied. Weight: 15\% 8. Provide at least three (3) benefits of the proposed training and methodology. Weight: 10\% Below 70\% F 70-79\% C 80-89\% B 90-100\% A Did not submit or incompletely revised Assignment 1 as appropriate based on feedback from your instructor. Partially revised Assignment 1 as appropriate based on feedback from your instructor. Satisfactorily revised Assignment 1 as appropriate based on feedback from your instructor. Thoroughly revised Assignment 1 as appropriate based on feedback from your instructor. Did not submit or incompletely discussed three (3) major theoretical approaches to workplace training. Did not submit or incompletely analyzed three (3) major trends for workplace training. Partially discussed three (3) major theoretical approaches to workplace training. Satisfactorily discussed three (3) major theoretical approaches to workplace training. Thoroughly discussed three (3) major theoretical approaches to workplace training. Partially analyzed three (3) major trends for workplace training. Satisfactorily analyzed three (3) major trends for workplace training. Thoroughly analyzed three (3) major trends for workplace training. Did not submit or incompletely analyzed at least three (3) reasons for the trend away from traditional training toward performance improvement and performance support. Did not submit or incompletely proposed the optimal approach for your project based on your literature findings. Did not submit or incompletely described at least five (5) key characteristics of the target learners. Did not submit or incompletely stated at least five (5) learning / performance objectives of the training, highlighting the learning theory applied. Did not submit or incompletely provided at least three (3) benefits of the proposed Partially analyzed at least three (3) reasons for the trend away from traditional training toward performance improvement and performance support. Partially proposed the optimal approach for your project based on your literature findings. Satisfactorily analyzed at least three (3) reasons for the trend away from traditional training toward performance improvement and performance support. Satisfactorily proposed the optimal approach for your project based on your literature findings. Thoroughly analyzed at least three (3) reasons for the trend away from traditional training toward performance improvement and performance support. Thoroughly proposed the optimal approach for your project based on your literature findings. Partially described at least five (5) key characteristics of the target learners. Satisfactorily described at least five (5) key characteristics of the target learners. Thoroughly described at least five (5) key characteristics of the target learners. Partially stated at least five (5) learning / performance objectives of the training, highlighting the learning theory applied. Partially provided at least three (3) benefits of the proposed training and methodology. Satisfactorily stated at least five (5) learning / performance objectives of the training, highlighting the learning theory applied. Thoroughly stated at least five (5) learning / performance objectives of the training, highlighting the learning theory applied. Satisfactorily provided at least three (3) benefits of the proposed training and methodology. Thoroughly provided at least three (3) benefits of the proposed training and methodology. 9. Provide at least five (5) peer-reviewed references (published in the last five [5] years) to support the paper’s claims and proposed project approach. training and methodology. No references provided Does not meet the required number of references; some or all references poor quality choices. Meets number of required references; all references high quality choices. Exceeds number of required references; all references high quality choices. 5-6 errors present 3-4 errors present 0-2 errors present Weight: 5\% 10. Clarity, writing mechanics, and formatting requirements Weight: 10\% More than 6 errors present Running Head: TRAINING METHODOLOGY AND THEORY Training Methodology and Theory SeAunte Watson Strayer University Date: May 11, 2020 1 TRAINING METHODOLOGY AND THEORY 2 Workplace Training It is good to recognize the fact that training occurs within the workplace. The main purpose of this form of training is mainly to equip the workers with the knowledge and skills needed to reach the goals and the purpose of the organization. Essentially, this is not a new thing in most companies across different industries. The facilitation of training is on the rise in recent times with the company looking more on equipping the workers through learning the new skills and the new way of doing things. Most of the organizations such as JP Morgan are turning out to be a learning organization which has made learning a lifelong activity. Companies are creating learning teams which have eventually contributed to increased learning environment within the firms. Learning through work is now on an increase and it has been made a norm by many companies. Dynamic Training The advances in technology and increased globalization are some of the conditions that are turning the organization into learning places. The two have transformed the workplace contexts. The workers need to have different workplace knowledge from the past. The organization is now turning out to be dynamic with everyday changes in the way of doing things. It is now evident that increasing globalization and rapid technological changes are brought in the issues of the learning economy. The competitiveness of every company lies in the levels of knowledge and skill among the work team and thus the increased need to command more learning within the organizations (Suhasini and Suganthalakshmi, 2015). Approaches and Theories TRAINING METHODOLOGY AND THEORY 3 There are several approaches when it comes to workplace learning. The different learning theories are anchored on the need to create comprehensive learning as well as development strategy which is important for the organization. Such a learning strategy becomes necessary especially for employee motivation as well as supports on the improvement. Learning ensures that the workers are retained as extremely critical contributors to the development and the success of the organization. Essentially, the learning theories include the behaviorist theory as well as cognitive constructivist and the social constructivist theories of workplace learning. The behaviorism theory mainly deals with the behavior Responses where the organization mainly deals with positive reinforcement and extrinsic understanding of different responses to the behaviors. On the other hand, there is the cognitive constructivist which mainly looks at enabling the learners to construct knowledge regarding cognitive structures according to what they already know and apply in their lives. There is also the social constructivist dealing with social contexts and interactions within the specific workplace community. Trends There are a vast of trends ruling the organizations learning and training in modernday workplaces. The learned and development is mainly anchored on workplace training and has been a breakthrough in the different organizational goals. The trends captured in most organizations include soft skill training as well as individualized training and virtual mentorship program for most of the workers. Soft skills include some of the skills that tend to define how people can handle most of the issues without necessarily having to get into the depth of learning. There is also the issue of individualized learning which is a form of professional learning majorly important for workplace specialization (Jose, 2019). Virtual TRAINING METHODOLOGY AND THEORY 4 mentorship mainly involved professional and experienced experts in the same field. It involves the use of technology to access virtual training programs for specific workers and specialized services. Moving From Traditional Form of Training Essentially, most of the corporations are moving from the traditional form of training to performance improvement and support. The past training was majorly for offering common skills and specializing in a specific area. However, due to the need for increased productivity of an individual the organization is moving to a new form of training. The reason for this is mainly on having an all-around workforce for the organization as well as increased return on investment from the valuable human resource as well as gaining a competitive advantage in the different industries. The growth of workplace teams is anchored majorly on the kind of training and the kind of skills offered by the company. Most companies will always cite these three reasons for moving away from the traditional form of training. The three are based on the improvement and support of the workers to make them perform better and offer the best services to the company. According to researchers, workplace training is transforming most of the organizations. Bank management needs to incorporate workplace training in the organizations strategic plan. This is important, as it will continue developing an all-round workplace that is competitive and that offers a great return to the company investment. Investing in skills according to the researchers is one way towards making the organization surpass the normal projections. Essentially, the future of the organization depends on research and development. Such will only be possible when the organization majors on training and offering targeted workplace skill development. It will increase innovation while at the same time motivating the workers to work better and make the necessary achievements. TRAINING METHODOLOGY AND THEORY 5 The target workers at JP Morgan Chase Bank must have the desire to change due to the dynamism brought about by learning and development. They must be ready to get down and be involved in several activities of learning. Such activities can be formal in the workplace and informal in different ways as the organization tries to improve and develop the workforce. The target learners need to have a desire to solve problems within the organization and in different tasks. Learning needs to be anchored in a way that is geared to providing solutions to a vast of problems out there. Target learners must be able or have the desire to acquire information from vast sources (Manuti et al., 2015). This makes it possible to develop their ability across multiple areas. They need to be able to interact with different people and different phenomenon according to the researcher, as learning cannot happen without such interactions. All these characteristics will be important in creating a learning environment with the organizations. Performance objective Essentially performance objective revolved around the skills and knowledge all anchored on the behaviorism theory of learning. It includes training intervention that involves a learner’s perspective in workplace training. More so, learning is all about the performance as well as improving the working conditions as well as ensuring there are better results within the organization. Learning is also about ensuring there is a competitive advantage in the organization while at the same time developing competitiveness between the workers. It is mainly towards giving specific results within a specific time. More so, learning will always give the organization a new face with the industry. Overall, it is geared towards research and development which are the backbone of the organization. The behaviorism theory training and methodology is important in improving technology in banking services in JP Morgan Company. Essentially, the most important thing TRAINING METHODOLOGY AND THEORY 6 is to understand the dynamism in the banking world and the changing business phenomenon. The company needs to be competitive while at the same time developing different capacities in the industry. The company will be able to become flexible in the market and it will continue offering the best services in the market. The target training will ensure the organization has competent employees able to handle a vast of handles brought about by the technology. It will command excellence in its performances while at the same time creating a whole new workforce that makes it more competitive in the industry. TRAINING METHODOLOGY AND THEORY 7 References Manuti, A., Pastore, S., Scardigno, A. F., Giancaspro, M. L., & Morciano, D. (2015). Formal and informal learning in the workplace: a research review. International journal of training and development, 19(1), 1-17. Jose, O. (2019). Organisational Learning at LAMATA-A qualitative case study (Doctoral dissertation, University of Liverpool). Rangarao, J. P. Suitability Of Some Training Techniques In Banking Sector. Training, 38(2), 70-77. Suhasini, R., & Suganthalakshmi, T. (2015). Emerging trends in training and development. International Journal Of Scientific and Research Publications, 5(3). ... Purchase answer to see full attachment