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Case: Determining Training Needs at Summit Credit Union Summit Credit Union, loc

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Case: Determining Training Needs at Summit Credit Union
Summit Credit Union, located in Madison and Milwaukee, Wisconsin, is a small company with 366 employees. A merger in 2015 doubled the size of the company and made it necessary to build a new corporate culture.
Summit’s mission is to improve credit members’ financial lives to help them achieve their dreams. For example, in 2013, Summit members saved over $13 million based on higher savings rates, lower loan rates, and lower fees compared to for-profit banking institutions in Wisconsin.
Summit has invested in creating a world-class learning function, which includes a team of seven professionals who are able to design and deliver instructor-led and online learning. Summit has shifted away from generic off-the-shelf training to develop programs customized to employee needs and the company’s goals and initiatives. For example, the learning function is expected to play a key role in dealing with business issues such as efficiency, loan growth, and increased sales. All learning staff members are expected to contribute to new company initiatives, such as new products and services, systems, or regulations.
Summit has recently identified a problem with its new lenders. They were starting to perform their jobs without the necessary skills, information, and knowledge that they needed. One potential reason for this is how the lending training curriculum is organized. New lenders attend a course on different types of loans and the lending system, start their jobs, and then later return for a course on lending guidelines, underwriting, and sales skills.
Instructions:
Title Page
Table of Contents
Introduction
SWOT Analysis
Gap Analysis
Needs Assessment
Objectives
Goals
Methods
Formative Evaluation
Summative Evaluation
Conclusion
References
SWOT Analysis
Conduct a SWOT analysis for Summit Credit Union regarding its training.
Gap Analysis
Based on your SWOT analysis, what training-related gaps did you identify among the opportunities, weaknesses, and threats? Discuss two of those gaps and explain how those gaps could be filled with employee and lender training.
Needs Assessment
Based on your gap analysis, what two methods of needs assessment would you utilize? Who would you involve in your needs assessment, and why? Explain any limitations to your assessment you feel may need to be revised based on expected feedback from your assessment methods.
Objectives
Develop three, specific objectives for your training that correspond with your recommended training stated prior. Outline the training’s outcome, criterion, and condition.
Goals
Based on the training objectives you have identified, develop a SMART goal for each objective.
Methods
Recommend two methods of training you would you use and explain why those methods would be successful.
Formative Evaluation
Based on your two recommended methods of training stated, explain how you would conduct a formative evaluation.
Summative Evaluation
Based on your two recommended methods of training stated, explain how you would conduct a summative evaluation.
ONE OF THE CITED SOURCES MUST COME FROM THE CLASS TEXTBOOK. WHICH IS:
Noe, R. (2017). Employee training & development. McGraw-Hill Education.
The file that I attached is what you will use to finish complete this course project case. Therefore Continuation must start with objectives then the goals then the methods then the formative evaluation then the summative evaluative and lastly references.

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