Tag: Management

  • [Solved] ACC 5301 VII

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    – ## UnitVII_Final_Project_Template.docx – ## ManagementApplicationsofAccountingACC5301UnitVIIAssignment.docx – ## UnitIIIStudyGuide.pdf – UnitVStudyGuide.pdf – UnitVIIStudyGuide.pdf – UnitVIISpreadsheetTemplate.xlsx **## UnitVII_Final_Project_Template.docx** 1 5 **Title of the Paper Goes Here…

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    Assignment Prompt & Instructions

    – ## UnitVII_Final_Project_Template.docx

    – ## ManagementApplicationsofAccountingACC5301UnitVIIAssignment.docx

    – ## UnitIIIStudyGuide.pdf

    – UnitVStudyGuide.pdf
    – UnitVIIStudyGuide.pdf
    – UnitVIISpreadsheetTemplate.xlsx

    **## UnitVII_Final_Project_Template.docx**

    1

    5

    **Title of the Paper Goes Here**

    Student Name

    Institution

    ACC 5301 Management Applications of Accounting

    Instructor

    Date

    **Abstract**

    _The abstract_ is an overview of the paper, written after completion. Other researchers use the abstract to determine if your work will be useful to them. The abstract should include the background, hypothesis or research question, methodology for data collection and analysis, the findings of your research, and conclusions. It should be between 100–150 words. This is done when the paper is complete.

    **Title of Paper**

    Remember this part of the paper is double spaced in APA format.

    The
    _Introduction_ should lead readers into the topic and its importance. Introductions typically include the overall topic of the paper, the specific focus of the paper within the larger topic, the main points in the paper, the kind of paper (study, argument, critique, discussion), and the purpose.

    _Writing tip:_ The length of the introduction should be in proportion to the length of the paper. Also ask yourself, “With my purpose and my audience, how do I engage my readers best?” In the introduction, you set the tone of the piece, establish your voice, and demonstrate your writing style; be authentic to your purpose and your audience.

    **Part 1 Contribution Margin/Breakeven**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 2 Full and Variable Costing**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 3 Special Order**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 4 Internal Rate of Return**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 5 Cash Budget**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 6 Material and Labor Variance**

    Embed your spreadsheet for this section here and discuss the results.

    **Conclusions and Recommendations**

    _The conclusion_ section
    should summarize for the readers the topics of importance that led to your final conclusions/analysis regarding this case. Include some specific areas of focus from your analysis to reinforce your conclusion.

    **References**

    Include complete references in proper APA format for all of the citations
    _listed_ in your paper. Be sure to use the library for the required number of sources. Additional sources can be used but should be scholarly. Present your references in alphabetical order.

    **## ManagementApplicationsofAccountingACC5301UnitVIIAssignment.docx**

    2

    Management Applications of Accounting ACC 5301 Unit VII Assignment

    **Cookie Business Final Project**

    This final project measures your mastery of ULOs 2.2, 2.3, 2.4, 2.6, 2.7, 3.7, 3.8, and 6.2.

    Now that your cookie business is well underway, you are going to use the knowledge that you have gained in this course to evaluate the financial information for the company. You will be creating a series of reports and analyzing the results using the templates provided to guide you through the project. In this final project, you will do the following:

    1. Apply accounting concepts and standards to the creation of accounting information and reports.

    2. Analyze accounting information used to make strategic business decisions.

    3. Apply ethical behavior to accounting-related situations.

    4. Make business decisions based on analyzing accounting data.

    5.

    **Length:** Using the
    Unit VII Final Project Template, prepare an eight-to-twelve-page written report (including spreadsheets).

    **References:** At least three peer-reviewed sources are required, any additional resources used are required to be scholarly/academic in nature. APA Style is required for citations and references.

    **Details:** First, start the paper with an abstract and introduction section, per the assignment template provided.

    **Part 1:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (CM Breakeven tab):

    · Calculate the contribution margin (CM) for each of the three products sold at the cookie business.

    · Calculate the weighted average CM.

    · Calculate the breakeven point.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results based on your calculations as far as which type of cookie you think is the most profitable, which has the highest CM, and such.

    **Part 2:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Full Variable tab), complete the calculations listed below.

    · Calculate the value of ending inventory under full or absorption costing.

    · Calculate the value of ending inventory under variable costing.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results, and comment on which method you think is more helpful to managers and why.

    **Part 3:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Special Order tab), calculate the net increase or decrease in profit if they take the special order.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results and comment on if you think the cookie business should take on this special order of cookies for a wedding. Business has been slow the last few months, and the offer is less than the usual selling price for the cookies.

    As part of your discussion, include both quantitative (based on the numbers) and qualitative (not based on numbers) factors that would go into the decision to take on the special order, including pricing decisions.

    **Part 4:** Based on the data presented in the
    Unit VII Spreadsheet Template in Excel (IRR tab), calculate the internal rate of return (IRR) for the new equipment purchase.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Note: the PV Annuity table is provided for you. Discuss if you think the cookie business should accept or reject the purchase of the new equipment and why.

    Additional information has come to your attention regarding the equipment purchase. One of the partner's brothers owns the company that sells the equipment and insists the equipment is needed. Discuss any ethical concerns you see with this type of transaction.

    **Part 5:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Cash Budget tab), calculate the cash receipts for the first quarter of this year.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss your observations about the way cash is collected if the company needs $150,000 per month for expenses.

    **Part 6:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Variances tab), complete the following calculations.

    · Calculate the material variances.

    · Calculate the labor variances.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss your observations about the variances and ways to plan to improve any of the variances.

    End this paper with the key observations and present any future recommendations.

    **Submission**: Save the submission as a Word document and upload the document to Blackboard.

    **Grading:** The assignment will be reviewed in alignment with the grading rubric criteria. The assignment is worth 20% of your course grade.

    **## UnitIIIStudyGuide.pdf**

    ACC 5301, Management Applications of Accounting 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    2. Apply accounting concepts to the creation of accounting information and reports.
    2.2 Prepare cost-volume-profit analysis reports.

    3. Analyze accounting information used to make strategic business decisions.

    3.7 Compare and contrast full (absorption) and variable costing.

    Required Unit Resources

    Chapter 4: Cost-Volume-Profit Analysis, pp. 4-1 – 4-27

    Chapter 5: Variable Costing, pp. 5-1 – 5-13

    Unit Lesson

    Introduction

    Welcome to Unit III. In this unit, we will be looking at cost-volume-profit analysis and how this is related to
    several key management tasks; planning, controlling, and decision-making. In this unit, we will also look at
    how the costs we have identified (variable and fixed) are reported under both full (absorption) and variable
    costing and how inventory levels effect net income under both of these methods.

    Cost Identification

    Variable costs and fixed costs: We are going to start off with a short review of variable and fixed costs and
    how these costs change in total and per unit. Remember, fixed costs remain the same in total regardless of
    the level of production while the per unit cost decreases as more units are produced because those fixed cost
    are spread over more items.

    Variable costs, remember, will increase or decrease in total with the level of production while the per-unit cost
    remains the same. This is because the more units that are produced, the more it will cost the company in total
    for those units, but each unit still costs the same amount regardless of how many are produced.

    UNIT III STUDY GUIDE

    Cost-Volume-Profit and
    Variable Costing

    ACC 5301, Management Applications of Accounting 2

    UNIT x STUDY GUIDE

    Title

    Mixed costs: We are going to add to our previous cost
    discussion the idea of mixed costs. These costs, as
    the name implies, have an element of both fixed and
    variable costs. As you can see from the chart, there is
    a fixed cost of $200 per week, but the more units
    produced above a certain level would allow the
    employee to receive additional pay for those
    additional units (variable costs). For example, let's say
    you receive a base salary of $200 per week for up to
    10 units produced, and in addition to that base salary,
    you receive an additional amount if you produce more
    than the 10 items. In this example, if you produce 20
    items, you still receive your $200 (fixed amount) plus
    an additional $200 (variable amount) for a total of
    $400 that week. As you can see, the more you
    produce, the more money you will make. Regardless
    of the number of items you produce each week, you
    will still receive the $200 base pay per week.

    Why is it important to know the classification for the various costs within a company? It is important so that
    managers can properly estimate the costs and perform a cost-volume-profit analysis. Keep in mind, most
    managers within the company only have control over their own department or unit. Therefore, costs involved
    in the negotiation of the rent contract for the factory would not be within the authority of the factory floor
    supervisor. The factory floor supervisor would, however, have control over the effectiveness of his or her
    workers and the efficient use of materials needed to make products within his or her department.

    Cost-Volume-Profit Analysis

    A cost-volume-profit analysis is an evaluation method that looks at the relationship between the level of
    activity within the organization, the costs within the organization, and the profit of the organization (Jiambalvo,
    2020). The basic equation to determine profit is:

    Sales – Costs=Profit

    Taking this equation one step further when dealing with cost-volume-profit analysis is:

    (Selling price per unit * number of units sold) – (Variable costs per unit * number of units sold) – Total fixed
    = Profit

    ACC 5301, Management Applications of Accounting 3

    UNIT x STUDY GUIDE

    Title

    As you can see by expanding our basic equation, we now take into account the number of units sold and
    break down our costs by variable and fixed costs. This leads us to a couple of important calculations related
    to cost-volume-profit analysis, break-even point, and
    contribution margin.

    Break-even point: One important use of a cost-volume-
    profit analysis is to determine the break-even point.
    This allows managers to calculate out how many
    products or dollars they need to sell so they do not
    make money, but they do not lose money. In other
    words, this helps guide production for the company. If
    the company sells above the break-even point (where
    costs and revenue meet), it will make a profit, but if it
    sells below the break-even point, then the company
    will incur a loss. The chart to the side shows the
    relationship between fixed and variable costs as well
    as sales revenue. As you can see, the break-even
    point is where sales and costs intersect on the chart.

    Contribution margin: Another important calculation in this unit is the contribution margin. This calculation
    shows how much of a "contribution" a product is making per unit to income based on variable costs only. This
    means that fixed costs are not calculated into the equation. The calculation is:

    Selling price per unit – Variable cost per unit = Contribution margin

    For example, if a product sells for $100 but costs $60 to make, the contribution margin in $40 per unit. Keep
    in mind, this calculation does not include fixed costs (like rent, CEO's salary, etc.). The contribution margin
    does give the managers a basic idea if they are selling the product for more than the cost to make it.
    Remember, a company may make more than one product or provide more than one service, so this technique
    can be used for each product or service to make sure each one is profitable.

    By using the cost-volume-profit techniques, a manager can determine how many products to make in order to
    break even (no profit or no loss) and determine if the product or products the company sells are selling above
    the cost to make the product, the contribution margin. By using just these two techniques, managers can plan
    how many products to make, control the cost to make those products, and make decisions that will allow the
    company to be profitable.

    Full (Absorption) and Variable Cost Reporting

    Looking at our other topic for this unit, full (absorption) and variable cost reporting, we are going to compare
    and contrast these two reporting methods. Let's first look at the format of the two reports as pictured below
    (Jiambalvo, 2020):

    ACC 5301, Management Applications of Accounting 4

    UNIT x STUDY GUIDE

    Title

    Both reports show sales, costs and net income. The difference between the two reports is how the
    variable and fixed costs are displayed on the reports. On full or absorption costing, fixed and variable costs
    are not broken down; the costs are all included in total regardless of their status as fixed or variable costs.
    Keep in mind, this is the only reporting method that is acceptable for GAAP (Generally Accepted
    Accounting Principles) for external reporting. This means that if the company needed to prepare a statement
    for a governmental or regulatory agency or even a bank to get a loan, it would need to report using
    absorption costing.

    However, as a manger, full (absorption) costing does not break down the costs into fixed and variable costs.
    In other words, as we noted previously, a manager has more control over variable costs, and full costing does
    not show the breakdown of costs that would enable a manager to better plan and control costs. Looking at
    variable costing, you can see that, while the information is the same, there is a clear breakdown of the
    variable and fixed costs. Managers can now look to see how they can better control costs within their
    responsibilities. For example, we noted that the factory supervisor typically does not have control over fixed
    costs such as rent. By using the variable costing statement, the factory supervisor can clearly see which costs
    he or she can control (variable costs) and find ways to minimize these costs.

    Effects of Production on Cost Reporting

    In our example above, we assumed that all 4,000 units produced were sold. This is why net income for both
    full (absorption) and variable costing showed the same amount. Now, let's take a look at what happens when
    inventory increases or decreases under variable costing. In this first example, only 3,800 units were sold, so
    that left 200 units in inventory unsold. The chart below shows the effect on net income when not all of the
    units produced are sold. As you can see, the net income under variable costing is less than the net income
    under full (absorption) costing.

    ACC 5301, Management Applications of Accounting 5

    UNIT x STUDY GUIDE

    Title

    In our final example below, when the company sells more than it produces, in this case 4,200 units, net
    income for variable costing is higher than the net income for full (absorption costing). This means that the
    company is selling units that were left in inventory from a prior month.

    Conclusion

    In this unit, we have discussed cost-volume-profit techniques that are useful to managers for planning
    production and sales, controlling costs, and making decisions. The two main techniques we have looked at
    are calculating break-even and contribution margin. These calculations provide managers the tools they need
    to not only look at how many items they should be producing but also what it is costing them to produce
    those products.

    This unit also looked at the two different costing reports; full (absorption) and variable costing. As we
    discussed, these two methods have advantages and disadvantages. For example, while variable costing
    makes it clearer to see the breakdown between variable and fixed costs, variable costing can also be used to
    manipulate income based on changes in inventory levels.

    ACC 5301, Management Applications of Accounting 6

    UNIT x STUDY GUIDE

    Title

    Reference

    Jiambalvo, J. (2020). Managerial accounting (7th ed.). Wiley.

    https://bookshelf.vitalsource.com/#/books/9781119577706

    Suggested Unit Resources

    View the following video by accessing the Unit III Additional Unit Resources folder in the unit.

    The video Whole Foods: Cost-Volume-Profit Analysis will demonstrate how cost-volume-profit analysis
    techniques can be used at Whole Foods.

    You can access a transcript for this video by hovering over the PDF button at the bottom of the video and
    then clicking on the word “Transcript.” Alternatively, you can click on the “cc” button at the bottom of the video
    to turn on closed captions.

    Learning Activities (Nongraded)

    Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
    them. If you have questions, contact your instructor for further guidance and information.

    After watching the video Whole Foods: Cost-Volume-Profit Analysis in the Suggested Unit Resources, you
    may want to answer the three questions in the Unit III Questions resource . Note that the "View the Video" link
    referenced in each question is the same Whole Foods: Cost-Volume-Profit Analysis video linked above.

    **UnitVStudyGuide.pdf**

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    **## UnitVII_Final_Project_Template.docx**

    1

    5

    **Title of the Paper Goes Here**

    Student Name

    Institution

    ACC 5301 Management Applications of Accounting

    Instructor

    Date

    **Abstract**

    _The abstract_ is an overview of the paper, written after completion. Other researchers use the abstract to determine if your work will be useful to them. The abstract should include the background, hypothesis or research question, methodology for data collection and analysis, the findings of your research, and conclusions. It should be between 100–150 words. This is done when the paper is complete.

    **Title of Paper**

    Remember this part of the paper is double spaced in APA format.

    The
    _Introduction_ should lead readers into the topic and its importance. Introductions typically include the overall topic of the paper, the specific focus of the paper within the larger topic, the main points in the paper, the kind of paper (study, argument, critique, discussion), and the purpose.

    _Writing tip:_ The length of the introduction should be in proportion to the length of the paper. Also ask yourself, “With my purpose and my audience, how do I engage my readers best?” In the introduction, you set the tone of the piece, establish your voice, and demonstrate your writing style; be authentic to your purpose and your audience.

    **Part 1 Contribution Margin/Breakeven**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 2 Full and Variable Costing**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 3 Special Order**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 4 Internal Rate of Return**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 5 Cash Budget**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 6 Material and Labor Variance**

    Embed your spreadsheet for this section here and discuss the results.

    **Conclusions and Recommendations**

    _The conclusion_ section
    should summarize for the readers the topics of importance that led to your final conclusions/analysis regarding this case. Include some specific areas of focus from your analysis to reinforce your conclusion.

    **References**

    Include complete references in proper APA format for all of the citations
    _listed_ in your paper. Be sure to use the library for the required number of sources. Additional sources can be used but should be scholarly. Present your references in alphabetical order.

    **## ManagementApplicationsofAccountingACC5301UnitVIIAssignment.docx**

    2

    Management Applications of Accounting ACC 5301 Unit VII Assignment

    **Cookie Business Final Project**

    This final project measures your mastery of ULOs 2.2, 2.3, 2.4, 2.6, 2.7, 3.7, 3.8, and 6.2.

    Now that your cookie business is well underway, you are going to use the knowledge that you have gained in this course to evaluate the financial information for the company. You will be creating a series of reports and analyzing the results using the templates provided to guide you through the project. In this final project, you will do the following:

    1. Apply accounting concepts and standards to the creation of accounting information and reports.

    2. Analyze accounting information used to make strategic business decisions.

    3. Apply ethical behavior to accounting-related situations.

    4. Make business decisions based on analyzing accounting data.

    5.

    **Length:** Using the
    Unit VII Final Project Template, prepare an eight-to-twelve-page written report (including spreadsheets).

    **References:** At least three peer-reviewed sources are required, any additional resources used are required to be scholarly/academic in nature. APA Style is required for citations and references.

    **Details:** First, start the paper with an abstract and introduction section, per the assignment template provided.

    **Part 1:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (CM Breakeven tab):

    · Calculate the contribution margin (CM) for each of the three products sold at the cookie business.

    · Calculate the weighted average CM.

    · Calculate the breakeven point.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results based on your calculations as far as which type of cookie you think is the most profitable, which has the highest CM, and such.

    **Part 2:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Full Variable tab), complete the calculations listed below.

    · Calculate the value of ending inventory under full or absorption costing.

    · Calculate the value of ending inventory under variable costing.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results, and comment on which method you think is more helpful to managers and why.

    **Part 3:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Special Order tab), calculate the net increase or decrease in profit if they take the special order.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results and comment on if you think the cookie business should take on this special order of cookies for a wedding. Business has been slow the last few months, and the offer is less than the usual selling price for the cookies.

    As part of your discussion, include both quantitative (based on the numbers) and qualitative (not based on numbers) factors that would go into the decision to take on the special order, including pricing decisions.

    **Part 4:** Based on the data presented in the
    Unit VII Spreadsheet Template in Excel (IRR tab), calculate the internal rate of return (IRR) for the new equipment purchase.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Note: the PV Annuity table is provided for you. Discuss if you think the cookie business should accept or reject the purchase of the new equipment and why.

    Additional information has come to your attention regarding the equipment purchase. One of the partner's brothers owns the company that sells the equipment and insists the equipment is needed. Discuss any ethical concerns you see with this type of transaction.

    **Part 5:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Cash Budget tab), calculate the cash receipts for the first quarter of this year.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss your observations about the way cash is collected if the company needs $150,000 per month for expenses.

    **Part 6:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Variances tab), complete the following calculations.

    · Calculate the material variances.

    · Calculate the labor variances.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss your observations about the variances and ways to plan to improve any of the variances.

    End this paper with the key observations and present any future recommendations.

    **Submission**: Save the submission as a Word document and upload the document to Blackboard.

    **Grading:** The assignment will be reviewed in alignment with the grading rubric criteria. The assignment is worth 20% of your course grade.

    **## UnitIIIStudyGuide.pdf**

    ACC 5301, Management Applications of Accounting 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    2. Apply accounting concepts to the creation of accounting information and reports.
    2.2 Prepare cost-volume-profit analysis reports.

    3. Analyze accounting information used to make strategic business decisions.

    3.7 Compare and contrast full (absorption) and variable costing.

    Required Unit Resources

    Chapter 4: Cost-Volume-Profit Analysis, pp. 4-1 – 4-27

    Chapter 5: Variable Costing, pp. 5-1 – 5-13

    Unit Lesson

    Introduction

    Welcome to Unit III. In this unit, we will be looking at cost-volume-profit analysis and how this is related to
    several key management tasks; planning, controlling, and decision-making. In this unit, we will also look at
    how the costs we have identified (variable and fixed) are reported under both full (absorption) and variable
    costing and how inventory levels effect net income under both of these methods.

    Cost Identification

    Variable costs and fixed costs: We are going to start off with a short review of variable and fixed costs and
    how these costs change in total and per unit. Remember, fixed costs remain the same in total regardless of
    the level of production while the per unit cost decreases as more units are produced because those fixed cost
    are spread over more items.

    Variable costs, remember, will increase or decrease in total with the level of production while the per-unit cost
    remains the same. This is because the more units that are produced, the more it will cost the company in total
    for those units, but each unit still costs the same amount regardless of how many are produced.

    UNIT III STUDY GUIDE

    Cost-Volume-Profit and
    Variable Costing

    ACC 5301, Management Applications of Accounting 2

    UNIT x STUDY GUIDE

    Title

    Mixed costs: We are going to add to our previous cost
    discussion the idea of mixed costs. These costs, as
    the name implies, have an element of both fixed and
    variable costs. As you can see from the chart, there is
    a fixed cost of $200 per week, but the more units
    produced above a certain level would allow the
    employee to receive additional pay for those
    additional units (variable costs). For example, let's say
    you receive a base salary of $200 per week for up to
    10 units produced, and in addition to that base salary,
    you receive an additional amount if you produce more
    than the 10 items. In this example, if you produce 20
    items, you still receive your $200 (fixed amount) plus
    an additional $200 (variable amount) for a total of
    $400 that week. As you can see, the more you
    produce, the more money you will make. Regardless
    of the number of items you produce each week, you
    will still receive the $200 base pay per week.

    Why is it important to know the classification for the various costs within a company? It is important so that
    managers can properly estimate the costs and perform a cost-volume-profit analysis. Keep in mind, most
    managers within the company only have control over their own department or unit. Therefore, costs involved
    in the negotiation of the rent contract for the factory would not be within the authority of the factory floor
    supervisor. The factory floor supervisor would, however, have control over the effectiveness of his or her
    workers and the efficient use of materials needed to make products within his or her department.

    Cost-Volume-Profit Analysis

    A cost-volume-profit analysis is an evaluation method that looks at the relationship between the level of
    activity within the organization, the costs within the organization, and the profit of the organization (Jiambalvo,
    2020). The basic equation to determine profit is:

    Sales – Costs=Profit

    Taking this equation one step further when dealing with cost-volume-profit analysis is:

    (Selling price per unit * number of units sold) – (Variable costs per unit * number of units sold) – Total fixed
    = Profit

    ACC 5301, Management Applications of Accounting 3

    UNIT x STUDY GUIDE

    Title

    As you can see by expanding our basic equation, we now take into account the number of units sold and
    break down our costs by variable and fixed costs. This leads us to a couple of important calculations related
    to cost-volume-profit analysis, break-even point, and
    contribution margin.

    Break-even point: One important use of a cost-volume-
    profit analysis is to determine the break-even point.
    This allows managers to calculate out how many
    products or dollars they need to sell so they do not
    make money, but they do not lose money. In other
    words, this helps guide production for the company. If
    the company sells above the break-even point (where
    costs and revenue meet), it will make a profit, but if it
    sells below the break-even point, then the company
    will incur a loss. The chart to the side shows the
    relationship between fixed and variable costs as well
    as sales revenue. As you can see, the break-even
    point is where sales and costs intersect on the chart.

    Contribution margin: Another important calculation in this unit is the contribution margin. This calculation
    shows how much of a "contribution" a product is making per unit to income based on variable costs only. This
    means that fixed costs are not calculated into the equation. The calculation is:

    Selling price per unit – Variable cost per unit = Contribution margin

    For example, if a product sells for $100 but costs $60 to make, the contribution margin in $40 per unit. Keep
    in mind, this calculation does not include fixed costs (like rent, CEO's salary, etc.). The contribution margin
    does give the managers a basic idea if they are selling the product for more than the cost to make it.
    Remember, a company may make more than one product or provide more than one service, so this technique
    can be used for each product or service to make sure each one is profitable.

    By using the cost-volume-profit techniques, a manager can determine how many products to make in order to
    break even (no profit or no loss) and determine if the product or products the company sells are selling above
    the cost to make the product, the contribution margin. By using just these two techniques, managers can plan
    how many products to make, control the cost to make those products, and make decisions that will allow the
    company to be profitable.

    Full (Absorption) and Variable Cost Reporting

    Looking at our other topic for this unit, full (absorption) and variable cost reporting, we are going to compare
    and contrast these two reporting methods. Let's first look at the format of the two reports as pictured below
    (Jiambalvo, 2020):

    ACC 5301, Management Applications of Accounting 4

    UNIT x STUDY GUIDE

    Title

    Both reports show sales, costs and net income. The difference between the two reports is how the
    variable and fixed costs are displayed on the reports. On full or absorption costing, fixed and variable costs
    are not broken down; the costs are all included in total regardless of their status as fixed or variable costs.
    Keep in mind, this is the only reporting method that is acceptable for GAAP (Generally Accepted
    Accounting Principles) for external reporting. This means that if the company needed to prepare a statement
    for a governmental or regulatory agency or even a bank to get a loan, it would need to report using
    absorption costing.

    However, as a manger, full (absorption) costing does not break down the costs into fixed and variable costs.
    In other words, as we noted previously, a manager has more control over variable costs, and full costing does
    not show the breakdown of costs that would enable a manager to better plan and control costs. Looking at
    variable costing, you can see that, while the information is the same, there is a clear breakdown of the
    variable and fixed costs. Managers can now look to see how they can better control costs within their
    responsibilities. For example, we noted that the factory supervisor typically does not have control over fixed
    costs such as rent. By using the variable costing statement, the factory supervisor can clearly see which costs
    he or she can control (variable costs) and find ways to minimize these costs.

    Effects of Production on Cost Reporting

    In our example above, we assumed that all 4,000 units produced were sold. This is why net income for both
    full (absorption) and variable costing showed the same amount. Now, let's take a look at what happens when
    inventory increases or decreases under variable costing. In this first example, only 3,800 units were sold, so
    that left 200 units in inventory unsold. The chart below shows the effect on net income when not all of the
    units produced are sold. As you can see, the net income under variable costing is less than the net income
    under full (absorption) costing.

    ACC 5301, Management Applications of Accounting 5

    UNIT x STUDY GUIDE

    Title

    In our final example below, when the company sells more than it produces, in this case 4,200 units, net
    income for variable costing is higher than the net income for full (absorption costing). This means that the
    company is selling units that were left in inventory from a prior month.

    Conclusion

    In this unit, we have discussed cost-volume-profit techniques that are useful to managers for planning
    production and sales, controlling costs, and making decisions. The two main techniques we have looked at
    are calculating break-even and contribution margin. These calculations provide managers the tools they need
    to not only look at how many items they should be producing but also what it is costing them to produce
    those products.

    This unit also looked at the two different costing reports; full (absorption) and variable costing. As we
    discussed, these two methods have advantages and disadvantages. For example, while variable costing
    makes it clearer to see the breakdown between variable and fixed costs, variable costing can also be used to
    manipulate income based on changes in inventory levels.

    ACC 5301, Management Applications of Accounting 6

    UNIT x STUDY GUIDE

    Title

    Reference

    Jiambalvo, J. (2020). Managerial accounting (7th ed.). Wiley.

    https://bookshelf.vitalsource.com/#/books/9781119577706

    Suggested Unit Resources

    View the following video by accessing the Unit III Additional Unit Resources folder in the unit.

    The video Whole Foods: Cost-Volume-Profit Analysis will demonstrate how cost-volume-profit analysis
    techniques can be used at Whole Foods.

    You can access a transcript for this video by hovering over the PDF button at the bottom of the video and
    then clicking on the word “Transcript.” Alternatively, you can click on the “cc” button at the bottom of the video
    to turn on closed captions.

    Learning Activities (Nongraded)

    Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
    them. If you have questions, contact your instructor for further guidance and information.

    After watching the video Whole Foods: Cost-Volume-Profit Analysis in the Suggested Unit Resources, you
    may want to answer the three questions in the Unit III Questions resource . Note that the "View the Video" link
    referenced in each question is the same Whole Foods: Cost-Volume-Profit Analysis video linked above.

    **UnitVStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvstudyguide-pdf-10458203)

    **UnitVIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviistudyguide-pdf-10458199)

    **UnitVIISpreadsheetTemplate.xlsx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviispreadsheettemplate-xlsx-10458195)

    **## UnitVII_Final_Project_Template.docx**

    1

    5

    **Title of the Paper Goes Here**

    Student Name

    Institution

    ACC 5301 Management Applications of Accounting

    Instructor

    Date

    **Abstract**

    _The abstract_ is an overview of the paper, written after completion. Other researchers use the abstract to determine if your work will be useful to them. The abstract should include the background, hypothesis or research question, methodology for data collection and analysis, the findings of your research, and conclusions. It should be between 100–150 words. This is done when the paper is complete.

    **Title of Paper**

    Remember this part of the paper is double spaced in APA format.

    The
    _Introduction_ should lead readers into the topic and its importance. Introductions typically include the overall topic of the paper, the specific focus of the paper within the larger topic, the main points in the paper, the kind of paper (study, argument, critique, discussion), and the purpose.

    _Writing tip:_ The length of the introduction should be in proportion to the length of the paper. Also ask yourself, “With my purpose and my audience, how do I engage my readers best?” In the introduction, you set the tone of the piece, establish your voice, and demonstrate your writing style; be authentic to your purpose and your audience.

    **Part 1 Contribution Margin/Breakeven**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 2 Full and Variable Costing**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 3 Special Order**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 4 Internal Rate of Return**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 5 Cash Budget**

    Embed your spreadsheet for this section here and discuss the results.

    **Part 6 Material and Labor Variance**

    Embed your spreadsheet for this section here and discuss the results.

    **Conclusions and Recommendations**

    _The conclusion_ section
    should summarize for the readers the topics of importance that led to your final conclusions/analysis regarding this case. Include some specific areas of focus from your analysis to reinforce your conclusion.

    **References**

    Include complete references in proper APA format for all of the citations
    _listed_ in your paper. Be sure to use the library for the required number of sources. Additional sources can be used but should be scholarly. Present your references in alphabetical order.

    **## ManagementApplicationsofAccountingACC5301UnitVIIAssignment.docx**

    2

    Management Applications of Accounting ACC 5301 Unit VII Assignment

    **Cookie Business Final Project**

    This final project measures your mastery of ULOs 2.2, 2.3, 2.4, 2.6, 2.7, 3.7, 3.8, and 6.2.

    Now that your cookie business is well underway, you are going to use the knowledge that you have gained in this course to evaluate the financial information for the company. You will be creating a series of reports and analyzing the results using the templates provided to guide you through the project. In this final project, you will do the following:

    1. Apply accounting concepts and standards to the creation of accounting information and reports.

    2. Analyze accounting information used to make strategic business decisions.

    3. Apply ethical behavior to accounting-related situations.

    4. Make business decisions based on analyzing accounting data.

    5.

    **Length:** Using the
    Unit VII Final Project Template, prepare an eight-to-twelve-page written report (including spreadsheets).

    **References:** At least three peer-reviewed sources are required, any additional resources used are required to be scholarly/academic in nature. APA Style is required for citations and references.

    **Details:** First, start the paper with an abstract and introduction section, per the assignment template provided.

    **Part 1:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (CM Breakeven tab):

    · Calculate the contribution margin (CM) for each of the three products sold at the cookie business.

    · Calculate the weighted average CM.

    · Calculate the breakeven point.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results based on your calculations as far as which type of cookie you think is the most profitable, which has the highest CM, and such.

    **Part 2:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Full Variable tab), complete the calculations listed below.

    · Calculate the value of ending inventory under full or absorption costing.

    · Calculate the value of ending inventory under variable costing.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results, and comment on which method you think is more helpful to managers and why.

    **Part 3:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Special Order tab), calculate the net increase or decrease in profit if they take the special order.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss the results and comment on if you think the cookie business should take on this special order of cookies for a wedding. Business has been slow the last few months, and the offer is less than the usual selling price for the cookies.

    As part of your discussion, include both quantitative (based on the numbers) and qualitative (not based on numbers) factors that would go into the decision to take on the special order, including pricing decisions.

    **Part 4:** Based on the data presented in the
    Unit VII Spreadsheet Template in Excel (IRR tab), calculate the internal rate of return (IRR) for the new equipment purchase.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Note: the PV Annuity table is provided for you. Discuss if you think the cookie business should accept or reject the purchase of the new equipment and why.

    Additional information has come to your attention regarding the equipment purchase. One of the partner's brothers owns the company that sells the equipment and insists the equipment is needed. Discuss any ethical concerns you see with this type of transaction.

    **Part 5:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Cash Budget tab), calculate the cash receipts for the first quarter of this year.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss your observations about the way cash is collected if the company needs $150,000 per month for expenses.

    **Part 6:** Based on the data presented in the Unit VII Spreadsheet Template in Excel (Variances tab), complete the following calculations.

    · Calculate the material variances.

    · Calculate the labor variances.

    Complete your calculations by filling in the highlighted cells; embed a copy of the completed spreadsheet into this report. Discuss your observations about the variances and ways to plan to improve any of the variances.

    End this paper with the key observations and present any future recommendations.

    **Submission**: Save the submission as a Word document and upload the document to Blackboard.

    **Grading:** The assignment will be reviewed in alignment with the grading rubric criteria. The assignment is worth 20% of your course grade.

    **## UnitIIIStudyGuide.pdf**

    ACC 5301, Management Applications of Accounting 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    2. Apply accounting concepts to the creation of accounting information and reports.
    2.2 Prepare cost-volume-profit analysis reports.

    3. Analyze accounting information used to make strategic business decisions.

    3.7 Compare and contrast full (absorption) and variable costing.

    Required Unit Resources

    Chapter 4: Cost-Volume-Profit Analysis, pp. 4-1 – 4-27

    Chapter 5: Variable Costing, pp. 5-1 – 5-13

    Unit Lesson

    Introduction

    Welcome to Unit III. In this unit, we will be looking at cost-volume-profit analysis and how this is related to
    several key management tasks; planning, controlling, and decision-making. In this unit, we will also look at
    how the costs we have identified (variable and fixed) are reported under both full (absorption) and variable
    costing and how inventory levels effect net income under both of these methods.

    Cost Identification

    Variable costs and fixed costs: We are going to start off with a short review of variable and fixed costs and
    how these costs change in total and per unit. Remember, fixed costs remain the same in total regardless of
    the level of production while the per unit cost decreases as more units are produced because those fixed cost
    are spread over more items.

    Variable costs, remember, will increase or decrease in total with the level of production while the per-unit cost
    remains the same. This is because the more units that are produced, the more it will cost the company in total
    for those units, but each unit still costs the same amount regardless of how many are produced.

    UNIT III STUDY GUIDE

    Cost-Volume-Profit and
    Variable Costing

    ACC 5301, Management Applications of Accounting 2

    UNIT x STUDY GUIDE

    Title

    Mixed costs: We are going to add to our previous cost
    discussion the idea of mixed costs. These costs, as
    the name implies, have an element of both fixed and
    variable costs. As you can see from the chart, there is
    a fixed cost of $200 per week, but the more units
    produced above a certain level would allow the
    employee to receive additional pay for those
    additional units (variable costs). For example, let's say
    you receive a base salary of $200 per week for up to
    10 units produced, and in addition to that base salary,
    you receive an additional amount if you produce more
    than the 10 items. In this example, if you produce 20
    items, you still receive your $200 (fixed amount) plus
    an additional $200 (variable amount) for a total of
    $400 that week. As you can see, the more you
    produce, the more money you will make. Regardless
    of the number of items you produce each week, you
    will still receive the $200 base pay per week.

    Why is it important to know the classification for the various costs within a company? It is important so that
    managers can properly estimate the costs and perform a cost-volume-profit analysis. Keep in mind, most
    managers within the company only have control over their own department or unit. Therefore, costs involved
    in the negotiation of the rent contract for the factory would not be within the authority of the factory floor
    supervisor. The factory floor supervisor would, however, have control over the effectiveness of his or her
    workers and the efficient use of materials needed to make products within his or her department.

    Cost-Volume-Profit Analysis

    A cost-volume-profit analysis is an evaluation method that looks at the relationship between the level of
    activity within the organization, the costs within the organization, and the profit of the organization (Jiambalvo,
    2020). The basic equation to determine profit is:

    Sales – Costs=Profit

    Taking this equation one step further when dealing with cost-volume-profit analysis is:

    (Selling price per unit * number of units sold) – (Variable costs per unit * number of units sold) – Total fixed
    = Profit

    ACC 5301, Management Applications of Accounting 3

    UNIT x STUDY GUIDE

    Title

    As you can see by expanding our basic equation, we now take into account the number of units sold and
    break down our costs by variable and fixed costs. This leads us to a couple of important calculations related
    to cost-volume-profit analysis, break-even point, and
    contribution margin.

    Break-even point: One important use of a cost-volume-
    profit analysis is to determine the break-even point.
    This allows managers to calculate out how many
    products or dollars they need to sell so they do not
    make money, but they do not lose money. In other
    words, this helps guide production for the company. If
    the company sells above the break-even point (where
    costs and revenue meet), it will make a profit, but if it
    sells below the break-even point, then the company
    will incur a loss. The chart to the side shows the
    relationship between fixed and variable costs as well
    as sales revenue. As you can see, the break-even
    point is where sales and costs intersect on the chart.

    Contribution margin: Another important calculation in this unit is the contribution margin. This calculation
    shows how much of a "contribution" a product is making per unit to income based on variable costs only. This
    means that fixed costs are not calculated into the equation. The calculation is:

    Selling price per unit – Variable cost per unit = Contribution margin

    For example, if a product sells for $100 but costs $60 to make, the contribution margin in $40 per unit. Keep
    in mind, this calculation does not include fixed costs (like rent, CEO's salary, etc.). The contribution margin
    does give the managers a basic idea if they are selling the product for more than the cost to make it.
    Remember, a company may make more than one product or provide more than one service, so this technique
    can be used for each product or service to make sure each one is profitable.

    By using the cost-volume-profit techniques, a manager can determine how many products to make in order to
    break even (no profit or no loss) and determine if the product or products the company sells are selling above
    the cost to make the product, the contribution margin. By using just these two techniques, managers can plan
    how many products to make, control the cost to make those products, and make decisions that will allow the
    company to be profitable.

    Full (Absorption) and Variable Cost Reporting

    Looking at our other topic for this unit, full (absorption) and variable cost reporting, we are going to compare
    and contrast these two reporting methods. Let's first look at the format of the two reports as pictured below
    (Jiambalvo, 2020):

    ACC 5301, Management Applications of Accounting 4

    UNIT x STUDY GUIDE

    Title

    Both reports show sales, costs and net income. The difference between the two reports is how the
    variable and fixed costs are displayed on the reports. On full or absorption costing, fixed and variable costs
    are not broken down; the costs are all included in total regardless of their status as fixed or variable costs.
    Keep in mind, this is the only reporting method that is acceptable for GAAP (Generally Accepted
    Accounting Principles) for external reporting. This means that if the company needed to prepare a statement
    for a governmental or regulatory agency or even a bank to get a loan, it would need to report using
    absorption costing.

    However, as a manger, full (absorption) costing does not break down the costs into fixed and variable costs.
    In other words, as we noted previously, a manager has more control over variable costs, and full costing does
    not show the breakdown of costs that would enable a manager to better plan and control costs. Looking at
    variable costing, you can see that, while the information is the same, there is a clear breakdown of the
    variable and fixed costs. Managers can now look to see how they can better control costs within their
    responsibilities. For example, we noted that the factory supervisor typically does not have control over fixed
    costs such as rent. By using the variable costing statement, the factory supervisor can clearly see which costs
    he or she can control (variable costs) and find ways to minimize these costs.

    Effects of Production on Cost Reporting

    In our example above, we assumed that all 4,000 units produced were sold. This is why net income for both
    full (absorption) and variable costing showed the same amount. Now, let's take a look at what happens when
    inventory increases or decreases under variable costing. In this first example, only 3,800 units were sold, so
    that left 200 units in inventory unsold. The chart below shows the effect on net income when not all of the
    units produced are sold. As you can see, the net income under variable costing is less than the net income
    under full (absorption) costing.

    ACC 5301, Management Applications of Accounting 5

    UNIT x STUDY GUIDE

    Title

    In our final example below, when the company sells more than it produces, in this case 4,200 units, net
    income for variable costing is higher than the net income for full (absorption costing). This means that the
    company is selling units that were left in inventory from a prior month.

    Conclusion

    In this unit, we have discussed cost-volume-profit techniques that are useful to managers for planning
    production and sales, controlling costs, and making decisions. The two main techniques we have looked at
    are calculating break-even and contribution margin. These calculations provide managers the tools they need
    to not only look at how many items they should be producing but also what it is costing them to produce
    those products.

    This unit also looked at the two different costing reports; full (absorption) and variable costing. As we
    discussed, these two methods have advantages and disadvantages. For example, while variable costing
    makes it clearer to see the breakdown between variable and fixed costs, variable costing can also be used to
    manipulate income based on changes in inventory levels.

    ACC 5301, Management Applications of Accounting 6

    UNIT x STUDY GUIDE

    Title

    Reference

    Jiambalvo, J. (2020). Managerial accounting (7th ed.). Wiley.

    https://bookshelf.vitalsource.com/#/books/9781119577706

    Suggested Unit Resources

    View the following video by accessing the Unit III Additional Unit Resources folder in the unit.

    The video Whole Foods: Cost-Volume-Profit Analysis will demonstrate how cost-volume-profit analysis
    techniques can be used at Whole Foods.

    You can access a transcript for this video by hovering over the PDF button at the bottom of the video and
    then clicking on the word “Transcript.” Alternatively, you can click on the “cc” button at the bottom of the video
    to turn on closed captions.

    Learning Activities (Nongraded)

    Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
    them. If you have questions, contact your instructor for further guidance and information.

    After watching the video Whole Foods: Cost-Volume-Profit Analysis in the Suggested Unit Resources, you
    may want to answer the three questions in the Unit III Questions resource . Note that the "View the Video" link
    referenced in each question is the same Whole Foods: Cost-Volume-Profit Analysis video linked above.

    **UnitVStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvstudyguide-pdf-10458203)

    **UnitVIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviistudyguide-pdf-10458199)

    **UnitVIISpreadsheetTemplate.xlsx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviispreadsheettemplate-xlsx-10458195)

    – 1
    – 2
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    – 4
    – 5
    – 6

  • [Solved] HRM 6303 VIII

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## TrainingandDevelopmentHRM6303UnitVIIIReflectionPaper.docx – ## UnitVIIIStudyGuide.pdf **## TrainingandDevelopmentHRM6303UnitVIIIReflectionPaper.docx** 2 Training and Development HRM 6303 Unit VIII Reflection Paper Consider that you want to report to the executive team on how this course could h…

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    – ## TrainingandDevelopmentHRM6303UnitVIIIReflectionPaper.docx

    – ## UnitVIIIStudyGuide.pdf

    **## TrainingandDevelopmentHRM6303UnitVIIIReflectionPaper.docx**

    2

    Training and Development HRM 6303 Unit VIII Reflection Paper

    Consider that you want to report to the executive team on how this course could help shape training and development program for leadership and career planning. Be sure to consider major training-related theories. Reflect on the course and thoroughly explain your rationale.

    Your reflection paper should be a minimum of 500 words in length with at least one supporting reference.

    **## UnitVIIIStudyGuide.pdf**

    HRM 6303, Training and Development

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    1. Formulate different approaches to training.

    2. Describe major training-related theories.

    3. Outline elements of effective sharing of knowledge among employees.

    4. Evaluate the application of different delivery systems.

    5. Synthesize cultural influences on learning and development in an organization.

    6. Evaluate resources used with career development programs.

    8. Analyze the role of training and development in organizations.
    8.1 Explain how organizations can enhance performance through learning and development

    activities.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Deschamps, C., & Mattijs, J. (2018). How organizational learning is supported by performance management

    systems: Evidence from a longitudinal case study. Public Performance & Management Review, 41(3),
    469–496.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct
    =true&db=bsu&AN=133199714&site=ehost-live&scope=site

    Seven Dimensions (Producer). (2015). Performance management (Segment 8 of 14) [Video]. In HR Strategy

    and Management. Films on Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPla
    ylists.aspx?wID=273866&xtid=93357&loid=374095

    Unit Lesson

    Introduction

    As we learned early in this course, many organizations are making a strategic shift to becoming learning
    organizations. Learning organizations can address many issues quickly due to their nature of adaptability,
    flexibility, and nimbleness. When mistakes are made, they are able to quickly learn from those mistakes and
    apply what they have learned as they continue forward in achieving their objectives. A part of a learning
    organization is its training and development function, which is often tied to performance management. Now
    more than ever, we are seeing a big shift in the workforce in which Baby Boomers are retiring and being
    replaced by millennials who bring with them a whole different set of developmental needs. Additionally, there
    are increasing numbers of virtual employees across the globe who have various views on how to measure
    performance effectively (Kim, 2017).

    UNIT VIII STUDY GUIDE

    Performance Management
    and Learning

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE

    Title

    The Intersection of Learning and Performance Management

    According to the Society for Human Resource Management (n.d.). performance management is the process of
    improving or maintaining an employee’s job performance over time. Learning plays an important role in
    performance management. A global human capital trends report by Deloitte (2016) showed that 84% of
    executives see learning as a vital aspect to their strategic growth. However, only 37% of the organizations
    believe that their current learning programs are effective (Deloitte, 2016). Herein, we see that there is a
    disconnect between learning and performance management. Some organizations do this well because of
    learning opportunities presented in the face of developmental deficiencies. On the other hand, some
    organizations separate learning and performance management and keep them in their own silos. Hence, these
    organizations lose the effectiveness that learning and development could have on the performance of their
    employee workforce.

    Often, performance management involves the use of performance assessment tools. Once a skill gap is
    identified by the employee’s supervisor or manager, the information is provided to human resources (HR). HR
    professionals can conduct a gap analysis and then give consultation on the appropriate intervention strategies
    (i.e., learning and development tools), such as training, coaching, feedback, and or improved communication
    between the employee and the supervisor/manager.

    Conducting a gap analysis can aid in strategic development of an organization.

    (Vaeenma, n.d.)

    All of the activities among the employee, the manager, and HR as well as the learning development activities
    taking place need to be tracked in some manner. This is done through a learning management system (LMS).
    An LMS is an electronic system that holds suggested curriculum and course content. An LMS may also have
    certification paths for those needing certification in a given area. The LMS has the ability to manage and track
    employee registration and completion and many other employee development activities such as career and
    skills development. This gives both management and HR oversight of the learning opportunities in which the
    employee has been engaged.

    Perceptions of Performance Management

    Performance management may often be viewed as a negative among many organizations that may find the
    process very time-consuming. However, research done by SHRM (n.d.) suggests that the achievement of
    goals is motivational and aids in the enhancement of performance among employees. If done correctly,
    performance management can help drive employee engagement. In return, employee engagement can boost
    individual performance and productivity, which drive business results and the attainment of organizational
    goals. Additionally, performance management can provide more information to the organization about its

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE

    Title

    strengths and weaknesses in order to identify gaps in capabilities. Strategy and learning plans can be put in
    place to bridge the identified gaps.

    Organizations can realize the effectiveness of performance management by utilizing the steps listed below.

    • Organizations must gain the support of senior leaders for the performance management process.

    • Managers who support the performance management process must fully accept its value to the
    organization and understand how to implement it.

    • An education program should be put in place for employees in regard to the performance management
    process and how to get the most value from it.

    • Improvements are regularly made to the performance management process to ensure its continual
    alignment with the strategy and culture of the organization.

    The Alignment of Performance Management Goals to Organizational Values

    Performance management goals should mirror the values that the organization has defined and communicated
    with its employees (SHRM, n.d.). Organizations can call attention to specific values in performance goals. For
    example, acting in a way that shows commitment to customer service could be exhibited by some employees
    and made as an example to others throughout the organization. Individual performance goals are also a way to
    show employees how their individual efforts align with the organization’s strategy. If skill gaps are identified
    (e.g., employees who do not exhibit the values and goals of the organization), then the proper learning and
    development activities can be employed to bridge the gap. The alignment of performance management to
    organizational values ensures that the organization will have employees who exhibit behaviors that the
    organization believes are necessary for success.

    Components of the performance management process.

    (Adrian, n.d.).

    Enhancing Performance Management with Learning

    As discussed, the blending of performance management and learning gives organizations an opportunity to
    identify better ways to develop talent. This convergence of performance and learning allows organizations to
    recognize gaps in organizational capabilities and enhances the organization’s ability to meet strategic goals.
    Below are common methods used by organizations to enhance performance through learning and
    development activities.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE

    Title

    • Create effective IDPS: If you recall from an earlier unit, according to Mooney (2011), IDPs give
    information on the employee’s learning outcomes and intentions along with the support necessary to
    meet the employee’s goals. The IDP aligns directly with the goals of the organization and, therefore, is
    aligned with its overall strategy. Employees should have discussions on how their roles can be
    developed to be more challenging as well as how to acquire new skills or sharpen their current skills to
    carry out new and/or challenging tasks. Employees will certainly be engaged when they see that their
    performance is tied to merit increases due to meeting organizational objectives and goals.

    • Increase the visibility of learning opportunities: The organization’s LMS is a great way to increase the
    visibility of learning opportunities across the organization. For many organizations, it can be a
    challenge to get employees to log in to their LMS and explore professional development opportunities
    that could enhance their performance. However, some organizations have tied mandatory processes
    to salary increases that may require employees to regularly log-in to the LMS to gain the appropriate
    skills needed. A policy such as this will increase the usage rate of the LMS, as highly motivated
    employees will target competency gaps found in the IDP and will spend time developing career plans
    based on the developmental opportunities available in the LMS.

    • Align training initiatives to organizational needs: Often, for many organizations during a recession, the
    learning and development budget is the first line item to be slashed. A training group can change this
    by presenting to leadership how training and development initiatives directly impact the organizational
    strategy. This becomes much easier to do if learning and development is already integrated into the
    organization’s performance management process. Talent development professionals are able to see
    which programs are needed most and are critical to the organization’s success. This also helps the
    talent development professionals forecast development needs that are necessary for future success.

    • Create strategic value by combining HR and training: Training and development naturally converges
    into many HR functions that go beyond certifications and mandatory compliance. This convergence is
    tied to many strategic talent management areas such as retention of talent, succession plan
    management, performance, skill development, career planning, and many more. As HR and training
    are combined, they create a strategic value for the organization and can enhance its competitiveness.

    • Use the performance review as a learning opportunity: Learning opportunities can be identified before,
    during, and after a formal performance review.
    o Before the review, employees can be asked what they would like to learn and the new skills they

    would like to acquire to achieve their desired employee developmental goals.
    o During the review, questions can be asked about what employees have learned in their current

    roles and what they need to learn.
    o After the review, employees can use their performance evaluation as a guide to tailor learning

    programs that address performance gaps.

    As you can see, there are many ways that learning and development can be used to enhance performance
    management. The list you see above is by no means a comprehensive list but, rather, common methods
    currently used by organizations to bolster performance management.

    References

    Adrian, V. (n.d.). ID 105737672 [Image]. Dreamstime. https://www.dreamstime.com/performance-

    management-flow-chart-showing-key-business-terms-strategy-plan-monitor-image105737672

    Deloitte. (2016). Global human capital trends 2016: The new organization: Different by design. Deloitte

    University Press. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-
    dup-global-human-capital-trends-2016.pdf

    Kim, S. (2017, January 9). Connecting learning and development with performance. Association for Talent

    Development. https://www.td.org/insights/connecting-learning-and-development-with-performance

    Mooney, J. T. (2011, June 14). Ramp up professional growth with individual development plans. Society for

    Human Resource Management. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-
    employee-development/pages/individualdevelopmentplans.aspx

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE

    Title

    Society for Human Resource Management. (n.d.). Managing employee performance.
    https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/managingemployeeperformance.aspx

    Vaeenma. (n.d.). ID 179365528 [Photograph]. Dreamstime.com. https://www.dreamstime.com/gap-analysis-to-

    workforce-strategy-image179365528

    **## UnitVIIIStudyGuide.pdf**

    HRM 6303, Training and Development

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    1. Formulate different approaches to training.

    2. Describe major training-related theories.

    3. Outline elements of effective sharing of knowledge among employees.

    4. Evaluate the application of different delivery systems.

    5. Synthesize cultural influences on learning and development in an organization.

    6. Evaluate resources used with career development programs.

    8. Analyze the role of training and development in organizations.
    8.1 Explain how organizations can enhance performance through learning and development

    activities.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Deschamps, C., & Mattijs, J. (2018). How organizational learning is supported by performance management

    systems: Evidence from a longitudinal case study. Public Performance & Management Review, 41(3),
    469–496.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct
    =true&db=bsu&AN=133199714&site=ehost-live&scope=site

    Seven Dimensions (Producer). (2015). Performance management (Segment 8 of 14) [Video]. In HR Strategy

    and Management. Films on Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPla
    ylists.aspx?wID=273866&xtid=93357&loid=374095

    Unit Lesson

    Introduction

    As we learned early in this course, many organizations are making a strategic shift to becoming learning
    organizations. Learning organizations can address many issues quickly due to their nature of adaptability,
    flexibility, and nimbleness. When mistakes are made, they are able to quickly learn from those mistakes and
    apply what they have learned as they continue forward in achieving their objectives. A part of a learning
    organization is its training and development function, which is often tied to performance management. Now
    more than ever, we are seeing a big shift in the workforce in which Baby Boomers are retiring and being
    replaced by millennials who bring with them a whole different set of developmental needs. Additionally, there
    are increasing numbers of virtual employees across the globe who have various views on how to measure
    performance effectively (Kim, 2017).

    UNIT VIII STUDY GUIDE

    Performance Management
    and Learning

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE

    Title

    The Intersection of Learning and Performance Management

    According to the Society for Human Resource Management (n.d.). performance management is the process of
    improving or maintaining an employee’s job performance over time. Learning plays an important role in
    performance management. A global human capital trends report by Deloitte (2016) showed that 84% of
    executives see learning as a vital aspect to their strategic growth. However, only 37% of the organizations
    believe that their current learning programs are effective (Deloitte, 2016). Herein, we see that there is a
    disconnect between learning and performance management. Some organizations do this well because of
    learning opportunities presented in the face of developmental deficiencies. On the other hand, some
    organizations separate learning and performance management and keep them in their own silos. Hence, these
    organizations lose the effectiveness that learning and development could have on the performance of their
    employee workforce.

    Often, performance management involves the use of performance assessment tools. Once a skill gap is
    identified by the employee’s supervisor or manager, the information is provided to human resources (HR). HR
    professionals can conduct a gap analysis and then give consultation on the appropriate intervention strategies
    (i.e., learning and development tools), such as training, coaching, feedback, and or improved communication
    between the employee and the supervisor/manager.

    Conducting a gap analysis can aid in strategic development of an organization.

    (Vaeenma, n.d.)

    All of the activities among the employee, the manager, and HR as well as the learning development activities
    taking place need to be tracked in some manner. This is done through a learning management system (LMS).
    An LMS is an electronic system that holds suggested curriculum and course content. An LMS may also have
    certification paths for those needing certification in a given area. The LMS has the ability to manage and track
    employee registration and completion and many other employee development activities such as career and
    skills development. This gives both management and HR oversight of the learning opportunities in which the
    employee has been engaged.

    Perceptions of Performance Management

    Performance management may often be viewed as a negative among many organizations that may find the
    process very time-consuming. However, research done by SHRM (n.d.) suggests that the achievement of
    goals is motivational and aids in the enhancement of performance among employees. If done correctly,
    performance management can help drive employee engagement. In return, employee engagement can boost
    individual performance and productivity, which drive business results and the attainment of organizational
    goals. Additionally, performance management can provide more information to the organization about its

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE

    Title

    strengths and weaknesses in order to identify gaps in capabilities. Strategy and learning plans can be put in
    place to bridge the identified gaps.

    Organizations can realize the effectiveness of performance management by utilizing the steps listed below.

    • Organizations must gain the support of senior leaders for the performance management process.

    • Managers who support the performance management process must fully accept its value to the
    organization and understand how to implement it.

    • An education program should be put in place for employees in regard to the performance management
    process and how to get the most value from it.

    • Improvements are regularly made to the performance management process to ensure its continual
    alignment with the strategy and culture of the organization.

    The Alignment of Performance Management Goals to Organizational Values

    Performance management goals should mirror the values that the organization has defined and communicated
    with its employees (SHRM, n.d.). Organizations can call attention to specific values in performance goals. For
    example, acting in a way that shows commitment to customer service could be exhibited by some employees
    and made as an example to others throughout the organization. Individual performance goals are also a way to
    show employees how their individual efforts align with the organization’s strategy. If skill gaps are identified
    (e.g., employees who do not exhibit the values and goals of the organization), then the proper learning and
    development activities can be employed to bridge the gap. The alignment of performance management to
    organizational values ensures that the organization will have employees who exhibit behaviors that the
    organization believes are necessary for success.

    Components of the performance management process.

    (Adrian, n.d.).

    Enhancing Performance Management with Learning

    As discussed, the blending of performance management and learning gives organizations an opportunity to
    identify better ways to develop talent. This convergence of performance and learning allows organizations to
    recognize gaps in organizational capabilities and enhances the organization’s ability to meet strategic goals.
    Below are common methods used by organizations to enhance performance through learning and
    development activities.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE

    Title

    • Create effective IDPS: If you recall from an earlier unit, according to Mooney (2011), IDPs give
    information on the employee’s learning outcomes and intentions along with the support necessary to
    meet the employee’s goals. The IDP aligns directly with the goals of the organization and, therefore, is
    aligned with its overall strategy. Employees should have discussions on how their roles can be
    developed to be more challenging as well as how to acquire new skills or sharpen their current skills to
    carry out new and/or challenging tasks. Employees will certainly be engaged when they see that their
    performance is tied to merit increases due to meeting organizational objectives and goals.

    • Increase the visibility of learning opportunities: The organization’s LMS is a great way to increase the
    visibility of learning opportunities across the organization. For many organizations, it can be a
    challenge to get employees to log in to their LMS and explore professional development opportunities
    that could enhance their performance. However, some organizations have tied mandatory processes
    to salary increases that may require employees to regularly log-in to the LMS to gain the appropriate
    skills needed. A policy such as this will increase the usage rate of the LMS, as highly motivated
    employees will target competency gaps found in the IDP and will spend time developing career plans
    based on the developmental opportunities available in the LMS.

    • Align training initiatives to organizational needs: Often, for many organizations during a recession, the
    learning and development budget is the first line item to be slashed. A training group can change this
    by presenting to leadership how training and development initiatives directly impact the organizational
    strategy. This becomes much easier to do if learning and development is already integrated into the
    organization’s performance management process. Talent development professionals are able to see
    which programs are needed most and are critical to the organization’s success. This also helps the
    talent development professionals forecast development needs that are necessary for future success.

    • Create strategic value by combining HR and training: Training and development naturally converges
    into many HR functions that go beyond certifications and mandatory compliance. This convergence is
    tied to many strategic talent management areas such as retention of talent, succession plan
    management, performance, skill development, career planning, and many more. As HR and training
    are combined, they create a strategic value for the organization and can enhance its competitiveness.

    • Use the performance review as a learning opportunity: Learning opportunities can be identified before,
    during, and after a formal performance review.
    o Before the review, employees can be asked what they would like to learn and the new skills they

    would like to acquire to achieve their desired employee developmental goals.
    o During the review, questions can be asked about what employees have learned in their current

    roles and what they need to learn.
    o After the review, employees can use their performance evaluation as a guide to tailor learning

    programs that address performance gaps.

    As you can see, there are many ways that learning and development can be used to enhance performance
    management. The list you see above is by no means a comprehensive list but, rather, common methods
    currently used by organizations to bolster performance management.

    References

    Adrian, V. (n.d.). ID 105737672 [Image]. Dreamstime. https://www.dreamstime.com/performance-

    management-flow-chart-showing-key-business-terms-strategy-plan-monitor-image105737672

    Deloitte. (2016). Global human capital trends 2016: The new organization: Different by design. Deloitte

    University Press. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-
    dup-global-human-capital-trends-2016.pdf

    Kim, S. (2017, January 9). Connecting learning and development with performance. Association for Talent

    Development. https://www.td.org/insights/connecting-learning-and-development-with-performance

    Mooney, J. T. (2011, June 14). Ramp up professional growth with individual development plans. Society for

    Human Resource Management. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-
    employee-development/pages/individualdevelopmentplans.aspx

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE

    Title

    Society for Human Resource Management. (n.d.). Managing employee performance.
    https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/managingemployeeperformance.aspx

    Vaeenma. (n.d.). ID 179365528 [Photograph]. Dreamstime.com. https://www.dreamstime.com/gap-analysis-to-

    workforce-strategy-image179365528

    **## TrainingandDevelopmentHRM6303UnitVIIIReflectionPaper.docx**

    2

    Training and Development HRM 6303 Unit VIII Reflection Paper

    Consider that you want to report to the executive team on how this course could help shape training and development program for leadership and career planning. Be sure to consider major training-related theories. Reflect on the course and thoroughly explain your rationale.

    Your reflection paper should be a minimum of 500 words in length with at least one supporting reference.

    **## UnitVIIIStudyGuide.pdf**

    HRM 6303, Training and Development

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    1. Formulate different approaches to training.

    2. Describe major training-related theories.

    3. Outline elements of effective sharing of knowledge among employees.

    4. Evaluate the application of different delivery systems.

    5. Synthesize cultural influences on learning and development in an organization.

    6. Evaluate resources used with career development programs.

    8. Analyze the role of training and development in organizations.
    8.1 Explain how organizations can enhance performance through learning and development

    activities.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Deschamps, C., & Mattijs, J. (2018). How organizational learning is supported by performance management

    systems: Evidence from a longitudinal case study. Public Performance & Management Review, 41(3),
    469–496.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct
    =true&db=bsu&AN=133199714&site=ehost-live&scope=site

    Seven Dimensions (Producer). (2015). Performance management (Segment 8 of 14) [Video]. In HR Strategy

    and Management. Films on Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPla
    ylists.aspx?wID=273866&xtid=93357&loid=374095

    Unit Lesson

    Introduction

    As we learned early in this course, many organizations are making a strategic shift to becoming learning
    organizations. Learning organizations can address many issues quickly due to their nature of adaptability,
    flexibility, and nimbleness. When mistakes are made, they are able to quickly learn from those mistakes and
    apply what they have learned as they continue forward in achieving their objectives. A part of a learning
    organization is its training and development function, which is often tied to performance management. Now
    more than ever, we are seeing a big shift in the workforce in which Baby Boomers are retiring and being
    replaced by millennials who bring with them a whole different set of developmental needs. Additionally, there
    are increasing numbers of virtual employees across the globe who have various views on how to measure
    performance effectively (Kim, 2017).

    UNIT VIII STUDY GUIDE

    Performance Management
    and Learning

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE

    Title

    The Intersection of Learning and Performance Management

    According to the Society for Human Resource Management (n.d.). performance management is the process of
    improving or maintaining an employee’s job performance over time. Learning plays an important role in
    performance management. A global human capital trends report by Deloitte (2016) showed that 84% of
    executives see learning as a vital aspect to their strategic growth. However, only 37% of the organizations
    believe that their current learning programs are effective (Deloitte, 2016). Herein, we see that there is a
    disconnect between learning and performance management. Some organizations do this well because of
    learning opportunities presented in the face of developmental deficiencies. On the other hand, some
    organizations separate learning and performance management and keep them in their own silos. Hence, these
    organizations lose the effectiveness that learning and development could have on the performance of their
    employee workforce.

    Often, performance management involves the use of performance assessment tools. Once a skill gap is
    identified by the employee’s supervisor or manager, the information is provided to human resources (HR). HR
    professionals can conduct a gap analysis and then give consultation on the appropriate intervention strategies
    (i.e., learning and development tools), such as training, coaching, feedback, and or improved communication
    between the employee and the supervisor/manager.

    Conducting a gap analysis can aid in strategic development of an organization.

    (Vaeenma, n.d.)

    All of the activities among the employee, the manager, and HR as well as the learning development activities
    taking place need to be tracked in some manner. This is done through a learning management system (LMS).
    An LMS is an electronic system that holds suggested curriculum and course content. An LMS may also have
    certification paths for those needing certification in a given area. The LMS has the ability to manage and track
    employee registration and completion and many other employee development activities such as career and
    skills development. This gives both management and HR oversight of the learning opportunities in which the
    employee has been engaged.

    Perceptions of Performance Management

    Performance management may often be viewed as a negative among many organizations that may find the
    process very time-consuming. However, research done by SHRM (n.d.) suggests that the achievement of
    goals is motivational and aids in the enhancement of performance among employees. If done correctly,
    performance management can help drive employee engagement. In return, employee engagement can boost
    individual performance and productivity, which drive business results and the attainment of organizational
    goals. Additionally, performance management can provide more information to the organization about its

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE

    Title

    strengths and weaknesses in order to identify gaps in capabilities. Strategy and learning plans can be put in
    place to bridge the identified gaps.

    Organizations can realize the effectiveness of performance management by utilizing the steps listed below.

    • Organizations must gain the support of senior leaders for the performance management process.

    • Managers who support the performance management process must fully accept its value to the
    organization and understand how to implement it.

    • An education program should be put in place for employees in regard to the performance management
    process and how to get the most value from it.

    • Improvements are regularly made to the performance management process to ensure its continual
    alignment with the strategy and culture of the organization.

    The Alignment of Performance Management Goals to Organizational Values

    Performance management goals should mirror the values that the organization has defined and communicated
    with its employees (SHRM, n.d.). Organizations can call attention to specific values in performance goals. For
    example, acting in a way that shows commitment to customer service could be exhibited by some employees
    and made as an example to others throughout the organization. Individual performance goals are also a way to
    show employees how their individual efforts align with the organization’s strategy. If skill gaps are identified
    (e.g., employees who do not exhibit the values and goals of the organization), then the proper learning and
    development activities can be employed to bridge the gap. The alignment of performance management to
    organizational values ensures that the organization will have employees who exhibit behaviors that the
    organization believes are necessary for success.

    Components of the performance management process.

    (Adrian, n.d.).

    Enhancing Performance Management with Learning

    As discussed, the blending of performance management and learning gives organizations an opportunity to
    identify better ways to develop talent. This convergence of performance and learning allows organizations to
    recognize gaps in organizational capabilities and enhances the organization’s ability to meet strategic goals.
    Below are common methods used by organizations to enhance performance through learning and
    development activities.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE

    Title

    • Create effective IDPS: If you recall from an earlier unit, according to Mooney (2011), IDPs give
    information on the employee’s learning outcomes and intentions along with the support necessary to
    meet the employee’s goals. The IDP aligns directly with the goals of the organization and, therefore, is
    aligned with its overall strategy. Employees should have discussions on how their roles can be
    developed to be more challenging as well as how to acquire new skills or sharpen their current skills to
    carry out new and/or challenging tasks. Employees will certainly be engaged when they see that their
    performance is tied to merit increases due to meeting organizational objectives and goals.

    • Increase the visibility of learning opportunities: The organization’s LMS is a great way to increase the
    visibility of learning opportunities across the organization. For many organizations, it can be a
    challenge to get employees to log in to their LMS and explore professional development opportunities
    that could enhance their performance. However, some organizations have tied mandatory processes
    to salary increases that may require employees to regularly log-in to the LMS to gain the appropriate
    skills needed. A policy such as this will increase the usage rate of the LMS, as highly motivated
    employees will target competency gaps found in the IDP and will spend time developing career plans
    based on the developmental opportunities available in the LMS.

    • Align training initiatives to organizational needs: Often, for many organizations during a recession, the
    learning and development budget is the first line item to be slashed. A training group can change this
    by presenting to leadership how training and development initiatives directly impact the organizational
    strategy. This becomes much easier to do if learning and development is already integrated into the
    organization’s performance management process. Talent development professionals are able to see
    which programs are needed most and are critical to the organization’s success. This also helps the
    talent development professionals forecast development needs that are necessary for future success.

    • Create strategic value by combining HR and training: Training and development naturally converges
    into many HR functions that go beyond certifications and mandatory compliance. This convergence is
    tied to many strategic talent management areas such as retention of talent, succession plan
    management, performance, skill development, career planning, and many more. As HR and training
    are combined, they create a strategic value for the organization and can enhance its competitiveness.

    • Use the performance review as a learning opportunity: Learning opportunities can be identified before,
    during, and after a formal performance review.
    o Before the review, employees can be asked what they would like to learn and the new skills they

    would like to acquire to achieve their desired employee developmental goals.
    o During the review, questions can be asked about what employees have learned in their current

    roles and what they need to learn.
    o After the review, employees can use their performance evaluation as a guide to tailor learning

    programs that address performance gaps.

    As you can see, there are many ways that learning and development can be used to enhance performance
    management. The list you see above is by no means a comprehensive list but, rather, common methods
    currently used by organizations to bolster performance management.

    References

    Adrian, V. (n.d.). ID 105737672 [Image]. Dreamstime. https://www.dreamstime.com/performance-

    management-flow-chart-showing-key-business-terms-strategy-plan-monitor-image105737672

    Deloitte. (2016). Global human capital trends 2016: The new organization: Different by design. Deloitte

    University Press. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-
    dup-global-human-capital-trends-2016.pdf

    Kim, S. (2017, January 9). Connecting learning and development with performance. Association for Talent

    Development. https://www.td.org/insights/connecting-learning-and-development-with-performance

    Mooney, J. T. (2011, June 14). Ramp up professional growth with individual development plans. Society for

    Human Resource Management. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-
    employee-development/pages/individualdevelopmentplans.aspx

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE

    Title

    Society for Human Resource Management. (n.d.). Managing employee performance.
    https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/managingemployeeperformance.aspx

    Vaeenma. (n.d.). ID 179365528 [Photograph]. Dreamstime.com. https://www.dreamstime.com/gap-analysis-to-

    workforce-strategy-image179365528

    **## TrainingandDevelopmentHRM6303UnitVIIIReflectionPaper.docx**

    2

    Training and Development HRM 6303 Unit VIII Reflection Paper

    Consider that you want to report to the executive team on how this course could help shape training and development program for leadership and career planning. Be sure to consider major training-related theories. Reflect on the course and thoroughly explain your rationale.

    Your reflection paper should be a minimum of 500 words in length with at least one supporting reference.

    **## UnitVIIIStudyGuide.pdf**

    HRM 6303, Training and Development

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    1. Formulate different approaches to training.

    2. Describe major training-related theories.

    3. Outline elements of effective sharing of knowledge among employees.

    4. Evaluate the application of different delivery systems.

    5. Synthesize cultural influences on learning and development in an organization.

    6. Evaluate resources used with career development programs.

    8. Analyze the role of training and development in organizations.
    8.1 Explain how organizations can enhance performance through learning and development

    activities.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Deschamps, C., & Mattijs, J. (2018). How organizational learning is supported by performance management

    systems: Evidence from a longitudinal case study. Public Performance & Management Review, 41(3),
    469–496.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct
    =true&db=bsu&AN=133199714&site=ehost-live&scope=site

    Seven Dimensions (Producer). (2015). Performance management (Segment 8 of 14) [Video]. In HR Strategy

    and Management. Films on Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPla
    ylists.aspx?wID=273866&xtid=93357&loid=374095

    Unit Lesson

    Introduction

    As we learned early in this course, many organizations are making a strategic shift to becoming learning
    organizations. Learning organizations can address many issues quickly due to their nature of adaptability,
    flexibility, and nimbleness. When mistakes are made, they are able to quickly learn from those mistakes and
    apply what they have learned as they continue forward in achieving their objectives. A part of a learning
    organization is its training and development function, which is often tied to performance management. Now
    more than ever, we are seeing a big shift in the workforce in which Baby Boomers are retiring and being
    replaced by millennials who bring with them a whole different set of developmental needs. Additionally, there
    are increasing numbers of virtual employees across the globe who have various views on how to measure
    performance effectively (Kim, 2017).

    UNIT VIII STUDY GUIDE

    Performance Management
    and Learning

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE

    Title

    The Intersection of Learning and Performance Management

    According to the Society for Human Resource Management (n.d.). performance management is the process of
    improving or maintaining an employee’s job performance over time. Learning plays an important role in
    performance management. A global human capital trends report by Deloitte (2016) showed that 84% of
    executives see learning as a vital aspect to their strategic growth. However, only 37% of the organizations
    believe that their current learning programs are effective (Deloitte, 2016). Herein, we see that there is a
    disconnect between learning and performance management. Some organizations do this well because of
    learning opportunities presented in the face of developmental deficiencies. On the other hand, some
    organizations separate learning and performance management and keep them in their own silos. Hence, these
    organizations lose the effectiveness that learning and development could have on the performance of their
    employee workforce.

    Often, performance management involves the use of performance assessment tools. Once a skill gap is
    identified by the employee’s supervisor or manager, the information is provided to human resources (HR). HR
    professionals can conduct a gap analysis and then give consultation on the appropriate intervention strategies
    (i.e., learning and development tools), such as training, coaching, feedback, and or improved communication
    between the employee and the supervisor/manager.

    Conducting a gap analysis can aid in strategic development of an organization.

    (Vaeenma, n.d.)

    All of the activities among the employee, the manager, and HR as well as the learning development activities
    taking place need to be tracked in some manner. This is done through a learning management system (LMS).
    An LMS is an electronic system that holds suggested curriculum and course content. An LMS may also have
    certification paths for those needing certification in a given area. The LMS has the ability to manage and track
    employee registration and completion and many other employee development activities such as career and
    skills development. This gives both management and HR oversight of the learning opportunities in which the
    employee has been engaged.

    Perceptions of Performance Management

    Performance management may often be viewed as a negative among many organizations that may find the
    process very time-consuming. However, research done by SHRM (n.d.) suggests that the achievement of
    goals is motivational and aids in the enhancement of performance among employees. If done correctly,
    performance management can help drive employee engagement. In return, employee engagement can boost
    individual performance and productivity, which drive business results and the attainment of organizational
    goals. Additionally, performance management can provide more information to the organization about its

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE

    Title

    strengths and weaknesses in order to identify gaps in capabilities. Strategy and learning plans can be put in
    place to bridge the identified gaps.

    Organizations can realize the effectiveness of performance management by utilizing the steps listed below.

    • Organizations must gain the support of senior leaders for the performance management process.

    • Managers who support the performance management process must fully accept its value to the
    organization and understand how to implement it.

    • An education program should be put in place for employees in regard to the performance management
    process and how to get the most value from it.

    • Improvements are regularly made to the performance management process to ensure its continual
    alignment with the strategy and culture of the organization.

    The Alignment of Performance Management Goals to Organizational Values

    Performance management goals should mirror the values that the organization has defined and communicated
    with its employees (SHRM, n.d.). Organizations can call attention to specific values in performance goals. For
    example, acting in a way that shows commitment to customer service could be exhibited by some employees
    and made as an example to others throughout the organization. Individual performance goals are also a way to
    show employees how their individual efforts align with the organization’s strategy. If skill gaps are identified
    (e.g., employees who do not exhibit the values and goals of the organization), then the proper learning and
    development activities can be employed to bridge the gap. The alignment of performance management to
    organizational values ensures that the organization will have employees who exhibit behaviors that the
    organization believes are necessary for success.

    Components of the performance management process.

    (Adrian, n.d.).

    Enhancing Performance Management with Learning

    As discussed, the blending of performance management and learning gives organizations an opportunity to
    identify better ways to develop talent. This convergence of performance and learning allows organizations to
    recognize gaps in organizational capabilities and enhances the organization’s ability to meet strategic goals.
    Below are common methods used by organizations to enhance performance through learning and
    development activities.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE

    Title

    • Create effective IDPS: If you recall from an earlier unit, according to Mooney (2011), IDPs give
    information on the employee’s learning outcomes and intentions along with the support necessary to
    meet the employee’s goals. The IDP aligns directly with the goals of the organization and, therefore, is
    aligned with its overall strategy. Employees should have discussions on how their roles can be
    developed to be more challenging as well as how to acquire new skills or sharpen their current skills to
    carry out new and/or challenging tasks. Employees will certainly be engaged when they see that their
    performance is tied to merit increases due to meeting organizational objectives and goals.

    • Increase the visibility of learning opportunities: The organization’s LMS is a great way to increase the
    visibility of learning opportunities across the organization. For many organizations, it can be a
    challenge to get employees to log in to their LMS and explore professional development opportunities
    that could enhance their performance. However, some organizations have tied mandatory processes
    to salary increases that may require employees to regularly log-in to the LMS to gain the appropriate
    skills needed. A policy such as this will increase the usage rate of the LMS, as highly motivated
    employees will target competency gaps found in the IDP and will spend time developing career plans
    based on the developmental opportunities available in the LMS.

    • Align training initiatives to organizational needs: Often, for many organizations during a recession, the
    learning and development budget is the first line item to be slashed. A training group can change this
    by presenting to leadership how training and development initiatives directly impact the organizational
    strategy. This becomes much easier to do if learning and development is already integrated into the
    organization’s performance management process. Talent development professionals are able to see
    which programs are needed most and are critical to the organization’s success. This also helps the
    talent development professionals forecast development needs that are necessary for future success.

    • Create strategic value by combining HR and training: Training and development naturally converges
    into many HR functions that go beyond certifications and mandatory compliance. This convergence is
    tied to many strategic talent management areas such as retention of talent, succession plan
    management, performance, skill development, career planning, and many more. As HR and training
    are combined, they create a strategic value for the organization and can enhance its competitiveness.

    • Use the performance review as a learning opportunity: Learning opportunities can be identified before,
    during, and after a formal performance review.
    o Before the review, employees can be asked what they would like to learn and the new skills they

    would like to acquire to achieve their desired employee developmental goals.
    o During the review, questions can be asked about what employees have learned in their current

    roles and what they need to learn.
    o After the review, employees can use their performance evaluation as a guide to tailor learning

    programs that address performance gaps.

    As you can see, there are many ways that learning and development can be used to enhance performance
    management. The list you see above is by no means a comprehensive list but, rather, common methods
    currently used by organizations to bolster performance management.

    References

    Adrian, V. (n.d.). ID 105737672 [Image]. Dreamstime. https://www.dreamstime.com/performance-

    management-flow-chart-showing-key-business-terms-strategy-plan-monitor-image105737672

    Deloitte. (2016). Global human capital trends 2016: The new organization: Different by design. Deloitte

    University Press. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-
    dup-global-human-capital-trends-2016.pdf

    Kim, S. (2017, January 9). Connecting learning and development with performance. Association for Talent

    Development. https://www.td.org/insights/connecting-learning-and-development-with-performance

    Mooney, J. T. (2011, June 14). Ramp up professional growth with individual development plans. Society for

    Human Resource Management. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-
    employee-development/pages/individualdevelopmentplans.aspx

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE

    Title

    Society for Human Resource Management. (n.d.). Managing employee performance.
    https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/managingemployeeperformance.aspx

    Vaeenma. (n.d.). ID 179365528 [Photograph]. Dreamstime.com. https://www.dreamstime.com/gap-analysis-to-

    workforce-strategy-image179365528

    – 1
    – 2

  • [Solved] HRM 6303 III PPP

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## TrainingandDevelopmentHRM6303UnitIIIPPP.docx – ## UnitIIIStudyGuide.pdf **## TrainingandDevelopmentHRM6303UnitIIIPPP.docx** 2 Training and Development HRM 6303 Unit III PPP **Unit III PowerPoint Presentation** Imagine you are the lead trainer for a global organization, and you are ready for the…

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    Assignment Prompt & Instructions

    – ## TrainingandDevelopmentHRM6303UnitIIIPPP.docx

    – ## UnitIIIStudyGuide.pdf

    **## TrainingandDevelopmentHRM6303UnitIIIPPP.docx**

    2

    Training and Development HRM 6303 Unit III PPP

    **Unit III PowerPoint Presentation**

    Imagine you are the lead trainer for a global organization, and you are ready for the next step in your career. Through data analytics and observations, you have noticed that employees across the organization do not share their knowledge with one another, whether it be from skills training they recently completed to general knowledge that could enhance the capabilities of the organization. This is a big issue for your organization. The chief executive officer (CEO) and the chief human resources officer (CHRO) have asked you to come up with solutions to address the issue. You see this as a potential opportunity for growth in your career. You have decided to come up with some solutions to address the issue. If the leadership is impressed with your presentation, it could mean a promotion for you.

    Create a PowerPoint presentation based on a fictitious company name and location (or use your current company). You will need to make your solutions specific to this company. In the introduction, give the company name and location and some brief background information about the company and industry. Feel free to choose any industry (e.g., technology, manufacturing, advertising, or your current industry) that interests you, and add any details that you think are necessary.

    Within your PowerPoint presentation, provide the information below.

    Give three reasons as to why employees do not share knowledge.

    Give three solutions that your organization can incorporate to encourage knowledge sharing among employees.

    Outline a plan for professional training and development related to your career and include how you plan to be committed and intentional about knowledge sharing (e.g., job rotation, cross training, mentoring, etc.).

    The PowerPoint presentation must be at least 10 slides in length, not counting the title and reference slides. Each slide must contain speaker notes. Each speaker note should be at least one paragraph containing 5-10 sentences.

    At least two images or graphics should be used in your presentation. You are required to use at least one academic or peer-reviewed source to support your presentation. All sources used must be cited and referenced according to APA guidelines.

    **## UnitIIIStudyGuide.pdf**

    HRM 6303, Training and Development 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    3. Outline elements of effective sharing of knowledge among employees.
    3.1 Analyze why employees do not share knowledge.
    3.2 Develop solutions that will encourage knowledge sharing.
    3.3 Outline a plan for professional development and training related to your career.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Asrar-ul-Haq, M., Anwar, S., & Nisar, T. (2016). A systematic review of knowledge management and

    knowledge sharing: Trends, issues, and challenges. Cogent Business & Management, 3(1), 1–17.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=120794137&site=ehost-live&scope=site

    Zhang, X., & Jiang, J. Y. (2015). With whom shall I share my knowledge? A recipient perspective of

    knowledge sharing. Journal of Knowledge Management, 19(2), 277–295. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/2138080008?accountid=33337

    Nguyen, T-M, & Fry, M-L. (2022, June). Online knowledge sharing capability of young employees: An

    empirical study. Journal of Global Scholars of Marketing Science, 32(3), 415–433.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=157518425&site=eds-live&scope=site

    Ampersand (Producer). (2016). Sharing of knowledge: New world without strangers [Video]. Films on

    Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
    aylists.aspx?wID=273866&xtid=279012

    Unit Lesson

    Introduction

    In today’s business environment, the competitive advantage that many organizations rely on is the
    experience, skill, and knowledge that has been acquired over a certain period of time. The coined phrase
    knowledge is power may sound very much like a cliché, but in the context of business practices and
    processes, we can see some truth to this.

    Additionally, global knowledge sharing is more prevalent than it has ever been. As in recent years with all of
    the changes in organizations due to the COVID-19 pandemic, the way we share knowledge and transfer
    learning has certainly evolved; however, there are important factors that should be taken into consideration to
    ensure that global knowledge sharing will be sustainable based on any technical platforms utilized as well as
    having an awareness of the cross-cultural factors that come into play.

    In this unit, we will examine knowledge management, knowledge sharing, and learning transfer which are all
    essential to any organization that is committed to growing and being successful. This unit will take an in-depth
    look at how employees manage, share, and transfer knowledge.

    UNIT III STUDY GUIDE
    Knowledge Share and Learning Transfer

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE
    Title

    Knowledge Management

    Knowledge management (KM) is how an organization gathers information, receives information, and shares
    that information across its organization. The extent to which an organization practices KM can differentiate the
    competitive capabilities of that organization. There are a number of beneficial outcomes that KM brings to an
    organization. Some of the outcomes observed include better decision-making, increased innovation, improved
    efficiency, higher productivity, and increased revenue.

    By observing the benefits above, it is no secret as to why organizations would like to master the practice of
    KM. The two characteristics of KM we will explore during this lesson are knowledge sharing and learning
    transfer.

    Knowledge Sharing

    According to Serban and Luan (2002), in its simplest form, knowledge sharing is the activity of exchanging
    knowledge (experience, skill, and information) among people within an organization. For many organizations,
    it is important to store and retrieve knowledge that has been acquired over a long period of time. Much of this
    knowledge resides in the minds, skills, and experience of employees. Hence, when experienced employees
    leave an organization, they take with them their knowledge and, if not captured and appropriately stored for
    retrieval, this could be considered a heavy loss for any organization. However, technology has made it much
    easier to capture, store, and retrieve knowledge that has been obtained.

    One of the challenges that many organizations face in terms of knowledge share is the willingness of
    employees to share that knowledge (Desouza & Awazu, 2003). There are a couple of reasons as to why this
    happens. For one, obtaining the contribution of knowledge can be a time-consuming effort. Also, those who
    possess valuable knowledge may see the sharing of that knowledge as a threat to their competitive edge and
    employment viability (Serban & Luan, 2002). This is observed in highly competitive roles where employees
    compete with each other. For example, a sales associate decides not to share the name of a sales lead with a
    colleague because that lead can be considered as a big sale and can increase commission for the one who
    closes the sale. Furthermore, Desouza and Awazu (2003) espouse that the reason knowledge is not shared
    is because there is no incentive put in place to share knowledge. As a result, employees have less reason to
    share knowledge and will hoard knowledge and use it as a source of power to gain advantage within the
    organization. Lastly, the reason that knowledge is not shared is because information tends to lie in many
    different areas within the organization. The knowledge has not been arranged in an organized fashion, and
    employees are left to fend for themselves in gathering the information to leverage to their advantage. This is
    particularly observed in large organizations where information and data can sit in different pockets throughout
    the organization.

    Although there are some challenges to knowledge sharing, but there are a number of solutions to these
    challenges. Some of the solutions to the issues are:

    • Rewards program for sharing knowledge: Organizations incentivize employees who share knowledge
    with colleagues. This motivates employees to share information across the organization.

    • Collaboration: This includes groupware activities such as sharing calendars, sharing databases
    among departments, and hosting virtual meetings where information is shared among employees.

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE
    Title

    • Job rotation: An employee is assigned from one position to another within the same department or in
    a different one for a specified period of time, which is usually 6 months to 2 years. This allows the
    employee to acquire skills and knowledge from different areas across the organization.

    • Cross training: An employee will typically spend 1 day to a week in another role within the same
    department to learn the tasks and responsibilities of that role. For example, cross training may occur
    when a supervisor allows a subordinate to learn the tasks and responsibilities of being a supervisor
    so that when the supervisor is away, the employee has the appropriate knowledge of the supervisor.

    • Sharing sessions: This includes small group sessions among team members to discuss best
    practices or ideas about a given job, project, or situation. Information is allowed to flow freely, and
    participants are expected to share and learn from one another.

    Also, training professionals can play a vital role in ensuring that knowledge is appropriately shared throughout
    the organization by leveraging the organization’s knowledge-sharing strategy to strengthen their training
    programs. By using the resources the organization already has, and by relying on internal experts, the training
    professional can design training programs to promote knowledge share. For example, in the onboarding
    process, new employees are often reluctant to share their ideas and ask questions. To help these employees
    to benefit from the knowledge and experience of the current team, the training professional can match the
    employee with a mentor who has successfully demonstrated his or her efficiency and skill at implementing the
    company’s processes and practices. Additionally, some training programs have adopted a knowledge sharing
    platform that gives employees a central location to capture, store, and easily access knowledge. Through
    these platforms, knowledge can also easily be transferred between employees, and collaboration can be
    encouraged regarding the available knowledge.

    Learning Transfer

    The transfer of learning is the continuing and effective on-the-job application of the skills and knowledge
    gained through the training experience (Society for Human Resource Management [SHRM], n.d.). Here, the
    learner applies learning from one situation to another. The transfer of learning begins prior to the employee
    stepping into a training or learning scenario. Leaders build a culture where learning is incentivized and
    sharing is encouraged. This can help set the expectation that knowledge, when acquired, should be shared.
    The two types of learning transfer are near and far.

    Near learning transfer (NLT): NLT is where employees use the skills they are learning in one area and apply
    those skills to a situation they are currently experiencing. For example, the customer service representative
    can take the skills they have acquired in dealing with difficult customers to effectively handle difficult situations
    with internal employees during management training for their current department. The skills are transferable
    between both scenarios.

    Far learning transfer (FLT): FLT is where employees take the skills that they learn and apply them to an
    entirely different context. For example, an employee who has worked as a customer service representative in
    an organization now works in the human resources (HR) department for the same organization as an
    employee relations associate. The employee will be able to apply his or her skills of dealing with difficult
    people to now dealing with difficult employee relations cases. The skills are still transferable, but the context is
    entirely different.

    The challenge that many organizations face is how to get employees to effectively put into practice what they
    learn or know to a given scenario. Per SHRM (n.d.), there are four strategies that training professionals can
    implement to ensure proper knowledge transfer, which are listed below.

    • Explicit learning: This is where organizations train employees on what they need know and how to
    apply what they learn in a structured environment.

    • Group learning: This involves allowing employees to work in groups that mirror the type of work
    experiences they may encounter.

    • Reflective learning: After a task has been completed, the trainer can ask the employee to reflect on
    what was learned through that task. This can aid in improvement of the given skill or knowledge
    learned.

    • Learning through analogies and metaphors: The trainer can take what employees already know and
    apply it to the given learning situation to understand it better.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE
    Title

    While it is important that learning occurs as an outcome for employee development programs, it is equally
    important that the participant share the new skills and knowledge gained with their colleagues. One of the
    methods that organizations use to ensure the appropriate transfer of learning is the 30/60/90-day action plan.
    When formal learning has been completed, the 30/60/90-day action plan can aid in enhancing the transfer
    and retention of learning and connect the learning to enhanced job performance. The components of a good
    30/60/90-day plan have clearly defined objectives, have deliverables that are aligned with the objectives, have
    themes present for each stage of the plan, the plan includes a clear set of activities with due dates, and a
    scorecard is used to measure achievement of milestones and transfer of learning.

    Components of a good 30/60/90-day plan

    Additionally, requiring the trainee to discuss lessons learned with coworkers, mentors, and/or managers is
    important. Giving the trainee opportunities to directly apply the newly acquired knowledge or skill and
    coaching sessions are all activities included in a 30/60/90-day plan. The activities in the plan will vary
    depending on the factors below:

    • the type of learning intervention (e.g., competency development, new-hire onboarding, product
    knowledge);

    • the level of the trainee (e.g., executive, sales, technical); and
    • the organization’s culture and receptiveness to training.

    Knowledge share and learning transfer are important concepts in all organizations in order to stay competitive
    in today’s business environment to achieve a competitive advantage.

    Conclusion

    As mentioned during this unit, knowledge is power and, after reading this unit, hopefully, you understand why.
    For an organization or any business to be successful, we have learned that knowledge management,
    knowledge sharing, and learning transfer must be a priority. Global knowledge sharing is the next level of
    knowledge management; however, an awareness cross-cultural factors play a huge role in ensuring that it is
    successful. As you think about where you are in your career and what your career path looks like, make a
    commitment to being an advocate for effective knowledge sharing and management.

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE
    Title

    References

    Desouza, K., & Awazu, Y. (2003, November 1). Knowledge management. HR Magazine.

    https://www.shrm.org/hr-today/news/hr-magazine/pages/1103desouza.aspx

    Serban, A. M., & Luan, J. (2002). Overview of knowledge management. New Directions for Institutional

    Research, 2002(113), 5–16. http://www.uky.edu/~gmswan3/575/Serban_and_Luan_2002.pdf

    Society for Human Resource Management [SHRM]. (n.d.). Instructional design: How do we ensure that

    employees who attend training transfer their newfound skills to their job?
    https://www.shrm.org/resourcesandtools/tools-and-samples/hr-
    qa/pages/whatstepsshouldanorgtaketogetthemostfromfundssetasidefortraining.aspx

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    Review the following article to learn how knowledge processes associate with organizational knowledge
    culture.

    Intezari, A., Taskin, N., & Pauleen, D. J. (2017). Looking beyond knowledge sharing: An integrative approach

    to knowledge management culture. Journal of Knowledge Management, 21(2), 492–515.
    https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/1889365849?accountid=33337

    Review the following article to learn more about knowledge sharing by expatriates.

    Pervez, A, Lowman, G. H., & Mills, M. J. (2022, June). Mindfulness as facilitating expatriate development:

    advancing knowledge sharing and promoting cultural adjustment abroad.
    Management International Review (MIR), 62(3), 427–447.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=159054980&site=eds-live&scope=site

    **## UnitIIIStudyGuide.pdf**

    HRM 6303, Training and Development 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    3. Outline elements of effective sharing of knowledge among employees.
    3.1 Analyze why employees do not share knowledge.
    3.2 Develop solutions that will encourage knowledge sharing.
    3.3 Outline a plan for professional development and training related to your career.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Asrar-ul-Haq, M., Anwar, S., & Nisar, T. (2016). A systematic review of knowledge management and

    knowledge sharing: Trends, issues, and challenges. Cogent Business & Management, 3(1), 1–17.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=120794137&site=ehost-live&scope=site

    Zhang, X., & Jiang, J. Y. (2015). With whom shall I share my knowledge? A recipient perspective of

    knowledge sharing. Journal of Knowledge Management, 19(2), 277–295. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/2138080008?accountid=33337

    Nguyen, T-M, & Fry, M-L. (2022, June). Online knowledge sharing capability of young employees: An

    empirical study. Journal of Global Scholars of Marketing Science, 32(3), 415–433.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=157518425&site=eds-live&scope=site

    Ampersand (Producer). (2016). Sharing of knowledge: New world without strangers [Video]. Films on

    Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
    aylists.aspx?wID=273866&xtid=279012

    Unit Lesson

    Introduction

    In today’s business environment, the competitive advantage that many organizations rely on is the
    experience, skill, and knowledge that has been acquired over a certain period of time. The coined phrase
    knowledge is power may sound very much like a cliché, but in the context of business practices and
    processes, we can see some truth to this.

    Additionally, global knowledge sharing is more prevalent than it has ever been. As in recent years with all of
    the changes in organizations due to the COVID-19 pandemic, the way we share knowledge and transfer
    learning has certainly evolved; however, there are important factors that should be taken into consideration to
    ensure that global knowledge sharing will be sustainable based on any technical platforms utilized as well as
    having an awareness of the cross-cultural factors that come into play.

    In this unit, we will examine knowledge management, knowledge sharing, and learning transfer which are all
    essential to any organization that is committed to growing and being successful. This unit will take an in-depth
    look at how employees manage, share, and transfer knowledge.

    UNIT III STUDY GUIDE
    Knowledge Share and Learning Transfer

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE
    Title

    Knowledge Management

    Knowledge management (KM) is how an organization gathers information, receives information, and shares
    that information across its organization. The extent to which an organization practices KM can differentiate the
    competitive capabilities of that organization. There are a number of beneficial outcomes that KM brings to an
    organization. Some of the outcomes observed include better decision-making, increased innovation, improved
    efficiency, higher productivity, and increased revenue.

    By observing the benefits above, it is no secret as to why organizations would like to master the practice of
    KM. The two characteristics of KM we will explore during this lesson are knowledge sharing and learning
    transfer.

    Knowledge Sharing

    According to Serban and Luan (2002), in its simplest form, knowledge sharing is the activity of exchanging
    knowledge (experience, skill, and information) among people within an organization. For many organizations,
    it is important to store and retrieve knowledge that has been acquired over a long period of time. Much of this
    knowledge resides in the minds, skills, and experience of employees. Hence, when experienced employees
    leave an organization, they take with them their knowledge and, if not captured and appropriately stored for
    retrieval, this could be considered a heavy loss for any organization. However, technology has made it much
    easier to capture, store, and retrieve knowledge that has been obtained.

    One of the challenges that many organizations face in terms of knowledge share is the willingness of
    employees to share that knowledge (Desouza & Awazu, 2003). There are a couple of reasons as to why this
    happens. For one, obtaining the contribution of knowledge can be a time-consuming effort. Also, those who
    possess valuable knowledge may see the sharing of that knowledge as a threat to their competitive edge and
    employment viability (Serban & Luan, 2002). This is observed in highly competitive roles where employees
    compete with each other. For example, a sales associate decides not to share the name of a sales lead with a
    colleague because that lead can be considered as a big sale and can increase commission for the one who
    closes the sale. Furthermore, Desouza and Awazu (2003) espouse that the reason knowledge is not shared
    is because there is no incentive put in place to share knowledge. As a result, employees have less reason to
    share knowledge and will hoard knowledge and use it as a source of power to gain advantage within the
    organization. Lastly, the reason that knowledge is not shared is because information tends to lie in many
    different areas within the organization. The knowledge has not been arranged in an organized fashion, and
    employees are left to fend for themselves in gathering the information to leverage to their advantage. This is
    particularly observed in large organizations where information and data can sit in different pockets throughout
    the organization.

    Although there are some challenges to knowledge sharing, but there are a number of solutions to these
    challenges. Some of the solutions to the issues are:

    • Rewards program for sharing knowledge: Organizations incentivize employees who share knowledge
    with colleagues. This motivates employees to share information across the organization.

    • Collaboration: This includes groupware activities such as sharing calendars, sharing databases
    among departments, and hosting virtual meetings where information is shared among employees.

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE
    Title

    • Job rotation: An employee is assigned from one position to another within the same department or in
    a different one for a specified period of time, which is usually 6 months to 2 years. This allows the
    employee to acquire skills and knowledge from different areas across the organization.

    • Cross training: An employee will typically spend 1 day to a week in another role within the same
    department to learn the tasks and responsibilities of that role. For example, cross training may occur
    when a supervisor allows a subordinate to learn the tasks and responsibilities of being a supervisor
    so that when the supervisor is away, the employee has the appropriate knowledge of the supervisor.

    • Sharing sessions: This includes small group sessions among team members to discuss best
    practices or ideas about a given job, project, or situation. Information is allowed to flow freely, and
    participants are expected to share and learn from one another.

    Also, training professionals can play a vital role in ensuring that knowledge is appropriately shared throughout
    the organization by leveraging the organization’s knowledge-sharing strategy to strengthen their training
    programs. By using the resources the organization already has, and by relying on internal experts, the training
    professional can design training programs to promote knowledge share. For example, in the onboarding
    process, new employees are often reluctant to share their ideas and ask questions. To help these employees
    to benefit from the knowledge and experience of the current team, the training professional can match the
    employee with a mentor who has successfully demonstrated his or her efficiency and skill at implementing the
    company’s processes and practices. Additionally, some training programs have adopted a knowledge sharing
    platform that gives employees a central location to capture, store, and easily access knowledge. Through
    these platforms, knowledge can also easily be transferred between employees, and collaboration can be
    encouraged regarding the available knowledge.

    Learning Transfer

    The transfer of learning is the continuing and effective on-the-job application of the skills and knowledge
    gained through the training experience (Society for Human Resource Management [SHRM], n.d.). Here, the
    learner applies learning from one situation to another. The transfer of learning begins prior to the employee
    stepping into a training or learning scenario. Leaders build a culture where learning is incentivized and
    sharing is encouraged. This can help set the expectation that knowledge, when acquired, should be shared.
    The two types of learning transfer are near and far.

    Near learning transfer (NLT): NLT is where employees use the skills they are learning in one area and apply
    those skills to a situation they are currently experiencing. For example, the customer service representative
    can take the skills they have acquired in dealing with difficult customers to effectively handle difficult situations
    with internal employees during management training for their current department. The skills are transferable
    between both scenarios.

    Far learning transfer (FLT): FLT is where employees take the skills that they learn and apply them to an
    entirely different context. For example, an employee who has worked as a customer service representative in
    an organization now works in the human resources (HR) department for the same organization as an
    employee relations associate. The employee will be able to apply his or her skills of dealing with difficult
    people to now dealing with difficult employee relations cases. The skills are still transferable, but the context is
    entirely different.

    The challenge that many organizations face is how to get employees to effectively put into practice what they
    learn or know to a given scenario. Per SHRM (n.d.), there are four strategies that training professionals can
    implement to ensure proper knowledge transfer, which are listed below.

    • Explicit learning: This is where organizations train employees on what they need know and how to
    apply what they learn in a structured environment.

    • Group learning: This involves allowing employees to work in groups that mirror the type of work
    experiences they may encounter.

    • Reflective learning: After a task has been completed, the trainer can ask the employee to reflect on
    what was learned through that task. This can aid in improvement of the given skill or knowledge
    learned.

    • Learning through analogies and metaphors: The trainer can take what employees already know and
    apply it to the given learning situation to understand it better.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE
    Title

    While it is important that learning occurs as an outcome for employee development programs, it is equally
    important that the participant share the new skills and knowledge gained with their colleagues. One of the
    methods that organizations use to ensure the appropriate transfer of learning is the 30/60/90-day action plan.
    When formal learning has been completed, the 30/60/90-day action plan can aid in enhancing the transfer
    and retention of learning and connect the learning to enhanced job performance. The components of a good
    30/60/90-day plan have clearly defined objectives, have deliverables that are aligned with the objectives, have
    themes present for each stage of the plan, the plan includes a clear set of activities with due dates, and a
    scorecard is used to measure achievement of milestones and transfer of learning.

    Components of a good 30/60/90-day plan

    Additionally, requiring the trainee to discuss lessons learned with coworkers, mentors, and/or managers is
    important. Giving the trainee opportunities to directly apply the newly acquired knowledge or skill and
    coaching sessions are all activities included in a 30/60/90-day plan. The activities in the plan will vary
    depending on the factors below:

    • the type of learning intervention (e.g., competency development, new-hire onboarding, product
    knowledge);

    • the level of the trainee (e.g., executive, sales, technical); and
    • the organization’s culture and receptiveness to training.

    Knowledge share and learning transfer are important concepts in all organizations in order to stay competitive
    in today’s business environment to achieve a competitive advantage.

    Conclusion

    As mentioned during this unit, knowledge is power and, after reading this unit, hopefully, you understand why.
    For an organization or any business to be successful, we have learned that knowledge management,
    knowledge sharing, and learning transfer must be a priority. Global knowledge sharing is the next level of
    knowledge management; however, an awareness cross-cultural factors play a huge role in ensuring that it is
    successful. As you think about where you are in your career and what your career path looks like, make a
    commitment to being an advocate for effective knowledge sharing and management.

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE
    Title

    References

    Desouza, K., & Awazu, Y. (2003, November 1). Knowledge management. HR Magazine.

    https://www.shrm.org/hr-today/news/hr-magazine/pages/1103desouza.aspx

    Serban, A. M., & Luan, J. (2002). Overview of knowledge management. New Directions for Institutional

    Research, 2002(113), 5–16. http://www.uky.edu/~gmswan3/575/Serban_and_Luan_2002.pdf

    Society for Human Resource Management [SHRM]. (n.d.). Instructional design: How do we ensure that

    employees who attend training transfer their newfound skills to their job?
    https://www.shrm.org/resourcesandtools/tools-and-samples/hr-
    qa/pages/whatstepsshouldanorgtaketogetthemostfromfundssetasidefortraining.aspx

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    Review the following article to learn how knowledge processes associate with organizational knowledge
    culture.

    Intezari, A., Taskin, N., & Pauleen, D. J. (2017). Looking beyond knowledge sharing: An integrative approach

    to knowledge management culture. Journal of Knowledge Management, 21(2), 492–515.
    https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/1889365849?accountid=33337

    Review the following article to learn more about knowledge sharing by expatriates.

    Pervez, A, Lowman, G. H., & Mills, M. J. (2022, June). Mindfulness as facilitating expatriate development:

    advancing knowledge sharing and promoting cultural adjustment abroad.
    Management International Review (MIR), 62(3), 427–447.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=159054980&site=eds-live&scope=site

    **## TrainingandDevelopmentHRM6303UnitIIIPPP.docx**

    2

    Training and Development HRM 6303 Unit III PPP

    **Unit III PowerPoint Presentation**

    Imagine you are the lead trainer for a global organization, and you are ready for the next step in your career. Through data analytics and observations, you have noticed that employees across the organization do not share their knowledge with one another, whether it be from skills training they recently completed to general knowledge that could enhance the capabilities of the organization. This is a big issue for your organization. The chief executive officer (CEO) and the chief human resources officer (CHRO) have asked you to come up with solutions to address the issue. You see this as a potential opportunity for growth in your career. You have decided to come up with some solutions to address the issue. If the leadership is impressed with your presentation, it could mean a promotion for you.

    Create a PowerPoint presentation based on a fictitious company name and location (or use your current company). You will need to make your solutions specific to this company. In the introduction, give the company name and location and some brief background information about the company and industry. Feel free to choose any industry (e.g., technology, manufacturing, advertising, or your current industry) that interests you, and add any details that you think are necessary.

    Within your PowerPoint presentation, provide the information below.

    Give three reasons as to why employees do not share knowledge.

    Give three solutions that your organization can incorporate to encourage knowledge sharing among employees.

    Outline a plan for professional training and development related to your career and include how you plan to be committed and intentional about knowledge sharing (e.g., job rotation, cross training, mentoring, etc.).

    The PowerPoint presentation must be at least 10 slides in length, not counting the title and reference slides. Each slide must contain speaker notes. Each speaker note should be at least one paragraph containing 5-10 sentences.

    At least two images or graphics should be used in your presentation. You are required to use at least one academic or peer-reviewed source to support your presentation. All sources used must be cited and referenced according to APA guidelines.

    **## UnitIIIStudyGuide.pdf**

    HRM 6303, Training and Development 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    3. Outline elements of effective sharing of knowledge among employees.
    3.1 Analyze why employees do not share knowledge.
    3.2 Develop solutions that will encourage knowledge sharing.
    3.3 Outline a plan for professional development and training related to your career.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Asrar-ul-Haq, M., Anwar, S., & Nisar, T. (2016). A systematic review of knowledge management and

    knowledge sharing: Trends, issues, and challenges. Cogent Business & Management, 3(1), 1–17.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=120794137&site=ehost-live&scope=site

    Zhang, X., & Jiang, J. Y. (2015). With whom shall I share my knowledge? A recipient perspective of

    knowledge sharing. Journal of Knowledge Management, 19(2), 277–295. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/2138080008?accountid=33337

    Nguyen, T-M, & Fry, M-L. (2022, June). Online knowledge sharing capability of young employees: An

    empirical study. Journal of Global Scholars of Marketing Science, 32(3), 415–433.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=157518425&site=eds-live&scope=site

    Ampersand (Producer). (2016). Sharing of knowledge: New world without strangers [Video]. Films on

    Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
    aylists.aspx?wID=273866&xtid=279012

    Unit Lesson

    Introduction

    In today’s business environment, the competitive advantage that many organizations rely on is the
    experience, skill, and knowledge that has been acquired over a certain period of time. The coined phrase
    knowledge is power may sound very much like a cliché, but in the context of business practices and
    processes, we can see some truth to this.

    Additionally, global knowledge sharing is more prevalent than it has ever been. As in recent years with all of
    the changes in organizations due to the COVID-19 pandemic, the way we share knowledge and transfer
    learning has certainly evolved; however, there are important factors that should be taken into consideration to
    ensure that global knowledge sharing will be sustainable based on any technical platforms utilized as well as
    having an awareness of the cross-cultural factors that come into play.

    In this unit, we will examine knowledge management, knowledge sharing, and learning transfer which are all
    essential to any organization that is committed to growing and being successful. This unit will take an in-depth
    look at how employees manage, share, and transfer knowledge.

    UNIT III STUDY GUIDE
    Knowledge Share and Learning Transfer

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE
    Title

    Knowledge Management

    Knowledge management (KM) is how an organization gathers information, receives information, and shares
    that information across its organization. The extent to which an organization practices KM can differentiate the
    competitive capabilities of that organization. There are a number of beneficial outcomes that KM brings to an
    organization. Some of the outcomes observed include better decision-making, increased innovation, improved
    efficiency, higher productivity, and increased revenue.

    By observing the benefits above, it is no secret as to why organizations would like to master the practice of
    KM. The two characteristics of KM we will explore during this lesson are knowledge sharing and learning
    transfer.

    Knowledge Sharing

    According to Serban and Luan (2002), in its simplest form, knowledge sharing is the activity of exchanging
    knowledge (experience, skill, and information) among people within an organization. For many organizations,
    it is important to store and retrieve knowledge that has been acquired over a long period of time. Much of this
    knowledge resides in the minds, skills, and experience of employees. Hence, when experienced employees
    leave an organization, they take with them their knowledge and, if not captured and appropriately stored for
    retrieval, this could be considered a heavy loss for any organization. However, technology has made it much
    easier to capture, store, and retrieve knowledge that has been obtained.

    One of the challenges that many organizations face in terms of knowledge share is the willingness of
    employees to share that knowledge (Desouza & Awazu, 2003). There are a couple of reasons as to why this
    happens. For one, obtaining the contribution of knowledge can be a time-consuming effort. Also, those who
    possess valuable knowledge may see the sharing of that knowledge as a threat to their competitive edge and
    employment viability (Serban & Luan, 2002). This is observed in highly competitive roles where employees
    compete with each other. For example, a sales associate decides not to share the name of a sales lead with a
    colleague because that lead can be considered as a big sale and can increase commission for the one who
    closes the sale. Furthermore, Desouza and Awazu (2003) espouse that the reason knowledge is not shared
    is because there is no incentive put in place to share knowledge. As a result, employees have less reason to
    share knowledge and will hoard knowledge and use it as a source of power to gain advantage within the
    organization. Lastly, the reason that knowledge is not shared is because information tends to lie in many
    different areas within the organization. The knowledge has not been arranged in an organized fashion, and
    employees are left to fend for themselves in gathering the information to leverage to their advantage. This is
    particularly observed in large organizations where information and data can sit in different pockets throughout
    the organization.

    Although there are some challenges to knowledge sharing, but there are a number of solutions to these
    challenges. Some of the solutions to the issues are:

    • Rewards program for sharing knowledge: Organizations incentivize employees who share knowledge
    with colleagues. This motivates employees to share information across the organization.

    • Collaboration: This includes groupware activities such as sharing calendars, sharing databases
    among departments, and hosting virtual meetings where information is shared among employees.

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE
    Title

    • Job rotation: An employee is assigned from one position to another within the same department or in
    a different one for a specified period of time, which is usually 6 months to 2 years. This allows the
    employee to acquire skills and knowledge from different areas across the organization.

    • Cross training: An employee will typically spend 1 day to a week in another role within the same
    department to learn the tasks and responsibilities of that role. For example, cross training may occur
    when a supervisor allows a subordinate to learn the tasks and responsibilities of being a supervisor
    so that when the supervisor is away, the employee has the appropriate knowledge of the supervisor.

    • Sharing sessions: This includes small group sessions among team members to discuss best
    practices or ideas about a given job, project, or situation. Information is allowed to flow freely, and
    participants are expected to share and learn from one another.

    Also, training professionals can play a vital role in ensuring that knowledge is appropriately shared throughout
    the organization by leveraging the organization’s knowledge-sharing strategy to strengthen their training
    programs. By using the resources the organization already has, and by relying on internal experts, the training
    professional can design training programs to promote knowledge share. For example, in the onboarding
    process, new employees are often reluctant to share their ideas and ask questions. To help these employees
    to benefit from the knowledge and experience of the current team, the training professional can match the
    employee with a mentor who has successfully demonstrated his or her efficiency and skill at implementing the
    company’s processes and practices. Additionally, some training programs have adopted a knowledge sharing
    platform that gives employees a central location to capture, store, and easily access knowledge. Through
    these platforms, knowledge can also easily be transferred between employees, and collaboration can be
    encouraged regarding the available knowledge.

    Learning Transfer

    The transfer of learning is the continuing and effective on-the-job application of the skills and knowledge
    gained through the training experience (Society for Human Resource Management [SHRM], n.d.). Here, the
    learner applies learning from one situation to another. The transfer of learning begins prior to the employee
    stepping into a training or learning scenario. Leaders build a culture where learning is incentivized and
    sharing is encouraged. This can help set the expectation that knowledge, when acquired, should be shared.
    The two types of learning transfer are near and far.

    Near learning transfer (NLT): NLT is where employees use the skills they are learning in one area and apply
    those skills to a situation they are currently experiencing. For example, the customer service representative
    can take the skills they have acquired in dealing with difficult customers to effectively handle difficult situations
    with internal employees during management training for their current department. The skills are transferable
    between both scenarios.

    Far learning transfer (FLT): FLT is where employees take the skills that they learn and apply them to an
    entirely different context. For example, an employee who has worked as a customer service representative in
    an organization now works in the human resources (HR) department for the same organization as an
    employee relations associate. The employee will be able to apply his or her skills of dealing with difficult
    people to now dealing with difficult employee relations cases. The skills are still transferable, but the context is
    entirely different.

    The challenge that many organizations face is how to get employees to effectively put into practice what they
    learn or know to a given scenario. Per SHRM (n.d.), there are four strategies that training professionals can
    implement to ensure proper knowledge transfer, which are listed below.

    • Explicit learning: This is where organizations train employees on what they need know and how to
    apply what they learn in a structured environment.

    • Group learning: This involves allowing employees to work in groups that mirror the type of work
    experiences they may encounter.

    • Reflective learning: After a task has been completed, the trainer can ask the employee to reflect on
    what was learned through that task. This can aid in improvement of the given skill or knowledge
    learned.

    • Learning through analogies and metaphors: The trainer can take what employees already know and
    apply it to the given learning situation to understand it better.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE
    Title

    While it is important that learning occurs as an outcome for employee development programs, it is equally
    important that the participant share the new skills and knowledge gained with their colleagues. One of the
    methods that organizations use to ensure the appropriate transfer of learning is the 30/60/90-day action plan.
    When formal learning has been completed, the 30/60/90-day action plan can aid in enhancing the transfer
    and retention of learning and connect the learning to enhanced job performance. The components of a good
    30/60/90-day plan have clearly defined objectives, have deliverables that are aligned with the objectives, have
    themes present for each stage of the plan, the plan includes a clear set of activities with due dates, and a
    scorecard is used to measure achievement of milestones and transfer of learning.

    Components of a good 30/60/90-day plan

    Additionally, requiring the trainee to discuss lessons learned with coworkers, mentors, and/or managers is
    important. Giving the trainee opportunities to directly apply the newly acquired knowledge or skill and
    coaching sessions are all activities included in a 30/60/90-day plan. The activities in the plan will vary
    depending on the factors below:

    • the type of learning intervention (e.g., competency development, new-hire onboarding, product
    knowledge);

    • the level of the trainee (e.g., executive, sales, technical); and
    • the organization’s culture and receptiveness to training.

    Knowledge share and learning transfer are important concepts in all organizations in order to stay competitive
    in today’s business environment to achieve a competitive advantage.

    Conclusion

    As mentioned during this unit, knowledge is power and, after reading this unit, hopefully, you understand why.
    For an organization or any business to be successful, we have learned that knowledge management,
    knowledge sharing, and learning transfer must be a priority. Global knowledge sharing is the next level of
    knowledge management; however, an awareness cross-cultural factors play a huge role in ensuring that it is
    successful. As you think about where you are in your career and what your career path looks like, make a
    commitment to being an advocate for effective knowledge sharing and management.

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE
    Title

    References

    Desouza, K., & Awazu, Y. (2003, November 1). Knowledge management. HR Magazine.

    https://www.shrm.org/hr-today/news/hr-magazine/pages/1103desouza.aspx

    Serban, A. M., & Luan, J. (2002). Overview of knowledge management. New Directions for Institutional

    Research, 2002(113), 5–16. http://www.uky.edu/~gmswan3/575/Serban_and_Luan_2002.pdf

    Society for Human Resource Management [SHRM]. (n.d.). Instructional design: How do we ensure that

    employees who attend training transfer their newfound skills to their job?
    https://www.shrm.org/resourcesandtools/tools-and-samples/hr-
    qa/pages/whatstepsshouldanorgtaketogetthemostfromfundssetasidefortraining.aspx

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    Review the following article to learn how knowledge processes associate with organizational knowledge
    culture.

    Intezari, A., Taskin, N., & Pauleen, D. J. (2017). Looking beyond knowledge sharing: An integrative approach

    to knowledge management culture. Journal of Knowledge Management, 21(2), 492–515.
    https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/1889365849?accountid=33337

    Review the following article to learn more about knowledge sharing by expatriates.

    Pervez, A, Lowman, G. H., & Mills, M. J. (2022, June). Mindfulness as facilitating expatriate development:

    advancing knowledge sharing and promoting cultural adjustment abroad.
    Management International Review (MIR), 62(3), 427–447.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=159054980&site=eds-live&scope=site

    **## TrainingandDevelopmentHRM6303UnitIIIPPP.docx**

    2

    Training and Development HRM 6303 Unit III PPP

    **Unit III PowerPoint Presentation**

    Imagine you are the lead trainer for a global organization, and you are ready for the next step in your career. Through data analytics and observations, you have noticed that employees across the organization do not share their knowledge with one another, whether it be from skills training they recently completed to general knowledge that could enhance the capabilities of the organization. This is a big issue for your organization. The chief executive officer (CEO) and the chief human resources officer (CHRO) have asked you to come up with solutions to address the issue. You see this as a potential opportunity for growth in your career. You have decided to come up with some solutions to address the issue. If the leadership is impressed with your presentation, it could mean a promotion for you.

    Create a PowerPoint presentation based on a fictitious company name and location (or use your current company). You will need to make your solutions specific to this company. In the introduction, give the company name and location and some brief background information about the company and industry. Feel free to choose any industry (e.g., technology, manufacturing, advertising, or your current industry) that interests you, and add any details that you think are necessary.

    Within your PowerPoint presentation, provide the information below.

    Give three reasons as to why employees do not share knowledge.

    Give three solutions that your organization can incorporate to encourage knowledge sharing among employees.

    Outline a plan for professional training and development related to your career and include how you plan to be committed and intentional about knowledge sharing (e.g., job rotation, cross training, mentoring, etc.).

    The PowerPoint presentation must be at least 10 slides in length, not counting the title and reference slides. Each slide must contain speaker notes. Each speaker note should be at least one paragraph containing 5-10 sentences.

    At least two images or graphics should be used in your presentation. You are required to use at least one academic or peer-reviewed source to support your presentation. All sources used must be cited and referenced according to APA guidelines.

    **## UnitIIIStudyGuide.pdf**

    HRM 6303, Training and Development 1

    Course Learning Outcomes for Unit III

    Upon completion of this unit, students should be able to:

    3. Outline elements of effective sharing of knowledge among employees.
    3.1 Analyze why employees do not share knowledge.
    3.2 Develop solutions that will encourage knowledge sharing.
    3.3 Outline a plan for professional development and training related to your career.

    Required Unit Resources

    In order to access the following resources, click the links below.

    Asrar-ul-Haq, M., Anwar, S., & Nisar, T. (2016). A systematic review of knowledge management and

    knowledge sharing: Trends, issues, and challenges. Cogent Business & Management, 3(1), 1–17.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=120794137&site=ehost-live&scope=site

    Zhang, X., & Jiang, J. Y. (2015). With whom shall I share my knowledge? A recipient perspective of

    knowledge sharing. Journal of Knowledge Management, 19(2), 277–295. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/2138080008?accountid=33337

    Nguyen, T-M, & Fry, M-L. (2022, June). Online knowledge sharing capability of young employees: An

    empirical study. Journal of Global Scholars of Marketing Science, 32(3), 415–433.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=157518425&site=eds-live&scope=site

    Ampersand (Producer). (2016). Sharing of knowledge: New world without strangers [Video]. Films on

    Demand.
    https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
    aylists.aspx?wID=273866&xtid=279012

    Unit Lesson

    Introduction

    In today’s business environment, the competitive advantage that many organizations rely on is the
    experience, skill, and knowledge that has been acquired over a certain period of time. The coined phrase
    knowledge is power may sound very much like a cliché, but in the context of business practices and
    processes, we can see some truth to this.

    Additionally, global knowledge sharing is more prevalent than it has ever been. As in recent years with all of
    the changes in organizations due to the COVID-19 pandemic, the way we share knowledge and transfer
    learning has certainly evolved; however, there are important factors that should be taken into consideration to
    ensure that global knowledge sharing will be sustainable based on any technical platforms utilized as well as
    having an awareness of the cross-cultural factors that come into play.

    In this unit, we will examine knowledge management, knowledge sharing, and learning transfer which are all
    essential to any organization that is committed to growing and being successful. This unit will take an in-depth
    look at how employees manage, share, and transfer knowledge.

    UNIT III STUDY GUIDE
    Knowledge Share and Learning Transfer

    HRM 6303, Training and Development 2

    UNIT x STUDY GUIDE
    Title

    Knowledge Management

    Knowledge management (KM) is how an organization gathers information, receives information, and shares
    that information across its organization. The extent to which an organization practices KM can differentiate the
    competitive capabilities of that organization. There are a number of beneficial outcomes that KM brings to an
    organization. Some of the outcomes observed include better decision-making, increased innovation, improved
    efficiency, higher productivity, and increased revenue.

    By observing the benefits above, it is no secret as to why organizations would like to master the practice of
    KM. The two characteristics of KM we will explore during this lesson are knowledge sharing and learning
    transfer.

    Knowledge Sharing

    According to Serban and Luan (2002), in its simplest form, knowledge sharing is the activity of exchanging
    knowledge (experience, skill, and information) among people within an organization. For many organizations,
    it is important to store and retrieve knowledge that has been acquired over a long period of time. Much of this
    knowledge resides in the minds, skills, and experience of employees. Hence, when experienced employees
    leave an organization, they take with them their knowledge and, if not captured and appropriately stored for
    retrieval, this could be considered a heavy loss for any organization. However, technology has made it much
    easier to capture, store, and retrieve knowledge that has been obtained.

    One of the challenges that many organizations face in terms of knowledge share is the willingness of
    employees to share that knowledge (Desouza & Awazu, 2003). There are a couple of reasons as to why this
    happens. For one, obtaining the contribution of knowledge can be a time-consuming effort. Also, those who
    possess valuable knowledge may see the sharing of that knowledge as a threat to their competitive edge and
    employment viability (Serban & Luan, 2002). This is observed in highly competitive roles where employees
    compete with each other. For example, a sales associate decides not to share the name of a sales lead with a
    colleague because that lead can be considered as a big sale and can increase commission for the one who
    closes the sale. Furthermore, Desouza and Awazu (2003) espouse that the reason knowledge is not shared
    is because there is no incentive put in place to share knowledge. As a result, employees have less reason to
    share knowledge and will hoard knowledge and use it as a source of power to gain advantage within the
    organization. Lastly, the reason that knowledge is not shared is because information tends to lie in many
    different areas within the organization. The knowledge has not been arranged in an organized fashion, and
    employees are left to fend for themselves in gathering the information to leverage to their advantage. This is
    particularly observed in large organizations where information and data can sit in different pockets throughout
    the organization.

    Although there are some challenges to knowledge sharing, but there are a number of solutions to these
    challenges. Some of the solutions to the issues are:

    • Rewards program for sharing knowledge: Organizations incentivize employees who share knowledge
    with colleagues. This motivates employees to share information across the organization.

    • Collaboration: This includes groupware activities such as sharing calendars, sharing databases
    among departments, and hosting virtual meetings where information is shared among employees.

    HRM 6303, Training and Development 3

    UNIT x STUDY GUIDE
    Title

    • Job rotation: An employee is assigned from one position to another within the same department or in
    a different one for a specified period of time, which is usually 6 months to 2 years. This allows the
    employee to acquire skills and knowledge from different areas across the organization.

    • Cross training: An employee will typically spend 1 day to a week in another role within the same
    department to learn the tasks and responsibilities of that role. For example, cross training may occur
    when a supervisor allows a subordinate to learn the tasks and responsibilities of being a supervisor
    so that when the supervisor is away, the employee has the appropriate knowledge of the supervisor.

    • Sharing sessions: This includes small group sessions among team members to discuss best
    practices or ideas about a given job, project, or situation. Information is allowed to flow freely, and
    participants are expected to share and learn from one another.

    Also, training professionals can play a vital role in ensuring that knowledge is appropriately shared throughout
    the organization by leveraging the organization’s knowledge-sharing strategy to strengthen their training
    programs. By using the resources the organization already has, and by relying on internal experts, the training
    professional can design training programs to promote knowledge share. For example, in the onboarding
    process, new employees are often reluctant to share their ideas and ask questions. To help these employees
    to benefit from the knowledge and experience of the current team, the training professional can match the
    employee with a mentor who has successfully demonstrated his or her efficiency and skill at implementing the
    company’s processes and practices. Additionally, some training programs have adopted a knowledge sharing
    platform that gives employees a central location to capture, store, and easily access knowledge. Through
    these platforms, knowledge can also easily be transferred between employees, and collaboration can be
    encouraged regarding the available knowledge.

    Learning Transfer

    The transfer of learning is the continuing and effective on-the-job application of the skills and knowledge
    gained through the training experience (Society for Human Resource Management [SHRM], n.d.). Here, the
    learner applies learning from one situation to another. The transfer of learning begins prior to the employee
    stepping into a training or learning scenario. Leaders build a culture where learning is incentivized and
    sharing is encouraged. This can help set the expectation that knowledge, when acquired, should be shared.
    The two types of learning transfer are near and far.

    Near learning transfer (NLT): NLT is where employees use the skills they are learning in one area and apply
    those skills to a situation they are currently experiencing. For example, the customer service representative
    can take the skills they have acquired in dealing with difficult customers to effectively handle difficult situations
    with internal employees during management training for their current department. The skills are transferable
    between both scenarios.

    Far learning transfer (FLT): FLT is where employees take the skills that they learn and apply them to an
    entirely different context. For example, an employee who has worked as a customer service representative in
    an organization now works in the human resources (HR) department for the same organization as an
    employee relations associate. The employee will be able to apply his or her skills of dealing with difficult
    people to now dealing with difficult employee relations cases. The skills are still transferable, but the context is
    entirely different.

    The challenge that many organizations face is how to get employees to effectively put into practice what they
    learn or know to a given scenario. Per SHRM (n.d.), there are four strategies that training professionals can
    implement to ensure proper knowledge transfer, which are listed below.

    • Explicit learning: This is where organizations train employees on what they need know and how to
    apply what they learn in a structured environment.

    • Group learning: This involves allowing employees to work in groups that mirror the type of work
    experiences they may encounter.

    • Reflective learning: After a task has been completed, the trainer can ask the employee to reflect on
    what was learned through that task. This can aid in improvement of the given skill or knowledge
    learned.

    • Learning through analogies and metaphors: The trainer can take what employees already know and
    apply it to the given learning situation to understand it better.

    HRM 6303, Training and Development 4

    UNIT x STUDY GUIDE
    Title

    While it is important that learning occurs as an outcome for employee development programs, it is equally
    important that the participant share the new skills and knowledge gained with their colleagues. One of the
    methods that organizations use to ensure the appropriate transfer of learning is the 30/60/90-day action plan.
    When formal learning has been completed, the 30/60/90-day action plan can aid in enhancing the transfer
    and retention of learning and connect the learning to enhanced job performance. The components of a good
    30/60/90-day plan have clearly defined objectives, have deliverables that are aligned with the objectives, have
    themes present for each stage of the plan, the plan includes a clear set of activities with due dates, and a
    scorecard is used to measure achievement of milestones and transfer of learning.

    Components of a good 30/60/90-day plan

    Additionally, requiring the trainee to discuss lessons learned with coworkers, mentors, and/or managers is
    important. Giving the trainee opportunities to directly apply the newly acquired knowledge or skill and
    coaching sessions are all activities included in a 30/60/90-day plan. The activities in the plan will vary
    depending on the factors below:

    • the type of learning intervention (e.g., competency development, new-hire onboarding, product
    knowledge);

    • the level of the trainee (e.g., executive, sales, technical); and
    • the organization’s culture and receptiveness to training.

    Knowledge share and learning transfer are important concepts in all organizations in order to stay competitive
    in today’s business environment to achieve a competitive advantage.

    Conclusion

    As mentioned during this unit, knowledge is power and, after reading this unit, hopefully, you understand why.
    For an organization or any business to be successful, we have learned that knowledge management,
    knowledge sharing, and learning transfer must be a priority. Global knowledge sharing is the next level of
    knowledge management; however, an awareness cross-cultural factors play a huge role in ensuring that it is
    successful. As you think about where you are in your career and what your career path looks like, make a
    commitment to being an advocate for effective knowledge sharing and management.

    HRM 6303, Training and Development 5

    UNIT x STUDY GUIDE
    Title

    References

    Desouza, K., & Awazu, Y. (2003, November 1). Knowledge management. HR Magazine.

    https://www.shrm.org/hr-today/news/hr-magazine/pages/1103desouza.aspx

    Serban, A. M., & Luan, J. (2002). Overview of knowledge management. New Directions for Institutional

    Research, 2002(113), 5–16. http://www.uky.edu/~gmswan3/575/Serban_and_Luan_2002.pdf

    Society for Human Resource Management [SHRM]. (n.d.). Instructional design: How do we ensure that

    employees who attend training transfer their newfound skills to their job?
    https://www.shrm.org/resourcesandtools/tools-and-samples/hr-
    qa/pages/whatstepsshouldanorgtaketogetthemostfromfundssetasidefortraining.aspx

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    Review the following article to learn how knowledge processes associate with organizational knowledge
    culture.

    Intezari, A., Taskin, N., & Pauleen, D. J. (2017). Looking beyond knowledge sharing: An integrative approach

    to knowledge management culture. Journal of Knowledge Management, 21(2), 492–515.
    https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/1889365849?accountid=33337

    Review the following article to learn more about knowledge sharing by expatriates.

    Pervez, A, Lowman, G. H., & Mills, M. J. (2022, June). Mindfulness as facilitating expatriate development:

    advancing knowledge sharing and promoting cultural adjustment abroad.
    Management International Review (MIR), 62(3), 427–447.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=159054980&site=eds-live&scope=site

    – 1
    – 2

  • [Solved] Business Finance – Management Case Study Assignment

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    **Q1. Develop the management-research question hierarchy through investigative questions for this project.** **Q2. Using the research process model (Exhibit 4-1), describe and evaluate the research design of this project.** **Q3. Describe and evaluate the sampling design for this project.** \ Cases…

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    **Q1. Develop the management-research question hierarchy through investigative questions for this project.**
    **Q2. Using the research process model (Exhibit 4-1), describe and evaluate the research design of this project.**
    **Q3. Describe and evaluate the sampling design for this project.**
    \
    CasesNetConversionsInfluencesKelleyBlueBook.pdf](https://www.sweetstudy.com/files/casesnetconversionsinfluenceskelleybluebook-pdf-10447157 "CasesNetConversionsInfluencesKelleyBlueBook.pdf")

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    3. Internal Analysis The group should perform a thorough internal analysis to understand the strengths and weaknesses within the firm. 3.1 VRIN Analysis of Firm Resources Identify the four most important resources of the firm and explain why they are the four most important resources for this speci…

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    3. Internal Analysis
    The group should perform a thorough internal analysis to understand the strengths and weaknesses
    within the firm.
    3.1 VRIN Analysis of Firm Resources
    Identify the four most important resources of the firm and explain why they are the four most
    important resources for this specific firm. Provide an analysis of each selected resource using the
    VRIN framework. The resources can be tangible (e.g., financial assets, physical assets) or intangible
    (e.g., brand reputation, technological patents, skilled workforce). This analysis helps determine the
    firm's sustainable competitive advantage by assessing if its resources are Valuable, Rare, Inimitable,
    and Non-substitutable.
    Valuable: Explain how each resource adds value to the firm. Does it enable the firm to exploit
    opportunities or neutralize threats in the environment?
    Rare: Assess the rarity of each resource. Is it controlled by a small number of competing firms, or is it
    widely available?
    Inimitable: Determine the imitability of each resource. Is it difficult for competitors to duplicate or
    acquire?
    Non-substitutable: Evaluate the substitutability of each resource. Are there comparable resources that
    could be substituted by competitors with the same effect?
    3.2 Competitive Strategy Analysis
    Determine which of the five generic competitive strategies best describes the firm’s current strategic
    approach. Consider factors such as the firm’s target market scope (broad vs. narrow) and the type of
    competitive advantage it seeks (cost vs. differentiation). The five strategies are low-cost leadership,
    broad differentiation, best-cost provider, focused differentiation, and focused low-cost.
    In one paragraph, explain why the identified strategy is the most fitting for the firm. For this
    justification, the group can use evidence from the firm's operations, market positioning, and
    competitive actions to support your analysis.
    4. Metrics and Indicators
    Developing and monitoring key performance indicators (KPIs) is essential for tracking the firm's
    strategic performance and aligning its operations with its vision and mission. In this section, the group
    should identify and analyze specific metrics that will help gauge the firm's success.
    4.1 Identification of Metrics/KPIs: List five assessment metrics or KPIs that are critical for
    measuring the firm's overall performance. These can cover various areas, such as financial
    performance, customer satisfaction, internal processes, and learning and growth.
    Among these, identify two metrics that assess the firm's success in achieving its vision and mission.
    Explain how these metrics are aligned with the vision and mission statements.
    4.2 Baseline Comparison and Goal Setting: For each selected metric, compare its current value with
    the results from the previous year. This comparison will help identify trends, progress, or areas needing
    improvement. Also, establish specific, measurable goals for each metric for the next two years. These
    goals should be challenging yet achievable and support the firm's strategic objectives
    3 Internal Analysis
    3.1 VRIN Analysis of Firm Resources
    3.2 Competitive Strategy Analysis
    4. Metrics and Indicators
    4.1 Identification of Metrics/KPIs
    4.2 Baseline Comparison
    4.3 Goal setting for the next two years

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    – ## TrainingandDevelopmentHRM6303UnitIDBReply.docx **## TrainingandDevelopmentHRM6303UnitIDBReply.docx** 2 Training and Development HRM 6303 Unit I DB Reply A response post to at least one other student is due by end of day Tuesday. Posts to others should be a minimum of 250 words in length. Part I…

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    – ## TrainingandDevelopmentHRM6303UnitIDBReply.docx

    **## TrainingandDevelopmentHRM6303UnitIDBReply.docx**

    2

    Training and Development HRM 6303 Unit I DB Reply

    A response post to at least one other student is due by end of day Tuesday.

    Posts to others should be a minimum of 250 words in length.

    Part I

    My name is Larry Taylor, and I live in Delaware. I am married with two thirteen-year-old daughters, one is a cheerleader and the other a travel softball player, so as you can imagine, my plate stays pretty full during the school year. I’m a retired U.S. Army First Sergeant, with over 25 years of service and I currently work at the Department of Veterans Affairs. As for my future goals, I would like to continue to work in the VA, because I enjoy working with and supporting our Veterans, both as clients and fellow employees. My plan is to use what I learn in this course, as well as my degree once I’ve completed it, to grow within the organization and eventually end up in a leadership position that will allow me to maximize my experiences.

    Part II

    The COVID-19 pandemic has had a profound and lasting impact on training and development (T&D) practices within organizations. In the initial emergency phase, companies scrambled to convert instructor-led and classroom programs into virtual offerings. That rapid shift normalized digital learning: self-paced online courses, instructor-led virtual sessions, and recorded micro-modules became central tools for delivering both mandatory compliance training and strategic reskilling initiatives. A 2022 SHRM study found online/self-paced courses became the most popular training format for employees, and e-learning adoption jumped dramatically during 2020–2021.

    Beyond format changes, the pandemic accelerated several deeper trends in organizational learning. First, there was a clear shift from episodic training to continuous skills development: organizations began to treat learning as an ongoing capability tied to career paths and internal mobility rather than one-off events. Second, investment in learning infrastructure, online learning platforms, content libraries, and analytics, grew because organizations needed scalable ways to deliver, track, and measure learning at distance. Third, employers increased emphasis on digital, data, and hybrid-work skills as automation and remote work changed job content and collaboration norms. McKinsey’s research documents that COVID-19 sped up remote work, e-commerce, and automation trends, which in turn raised demand for reskilling and upskilling.

    There have also been important pedagogical and design shifts. Learning designers moved toward shorter, more modular content (microlearning), more practical project-based learning, and blended experiences that combine asynchronous study with synchronous coaching or cohort work. Leadership and manager training evolved to focus on remote team management, psychological safety across dispersed teams, and inclusive hybrid leadership practices. At the same time, organizations discovered both the benefits and limitations of virtual delivery: virtual makes training more accessible and scalable, but it can reduce social bonding and experiential learning—factors that are driving a measured return to in-person and blended formats for certain types of development (for example, executive programs and intensive cohort learning). Recent reporting indicates an uptick in face-to-face executive education even as online and hybrid options remain important.

    On the challenge side, organizations wrestled with engagement, assessment, and equity. Not all employees had equal access to high-quality home workspaces or reliable internet; asynchronous formats helped, but the digital divide remained a concern. Measuring learning transfer and linking development to on-the-job performance also became a higher priority, pushing L&D teams to adopt more data-driven evaluation methods and stronger manager involvement in post-training coaching. Industry reports noted almost universal use of e-learning in 2020 but also highlighted the need to rethink how learning outcomes are achieved when face-to-face options are limited.

    At my current place of employment, our mission was driven on seeing Veteran clients face-to-face within our Vet Centers located nationwide. Previous to COVID-19, telehealth was not really an option, and most of our client population were from the Vietnam era so technology was not their strong suit. Once the pandemic hit and we had to not only limit the population that came through the door, but also still be able to reach our clients that could not travel, we had to change the way we delivered services by utilizing telehealth and virtual appointments. Even with great frustration from our clients, we were able to adapt and overcome most hurdles in order to continue to deliver timely and effective services to the Veteran population. The same can be said for our employee training over that time, we had to introduce a temporary culture change, where we began to conduct training and meetings virtually, due to travel restrictions.

    In summary, the pandemic didn’t simply force training online, it changed expectations about how learning is delivered, scaled, and measured. Organizations that treat learning as continuous, invest in accessible digital infrastructure, and blend virtual convenience with occasional in-person experiences are better positioned to meet evolving skills needs and to engage employees in meaningful development.

    References

    SHRM. (2022). 2022
    _Workplace Learning & Development Trends_.

    McKinsey & Company. (2021).
    _The future of work after COVID-19_.

    Harvard Business Review. (2021).
    _Our work-from-anywhere future / Hybrid_

    **## TrainingandDevelopmentHRM6303UnitIDBReply.docx**

    2

    Training and Development HRM 6303 Unit I DB Reply

    A response post to at least one other student is due by end of day Tuesday.

    Posts to others should be a minimum of 250 words in length.

    Part I

    My name is Larry Taylor, and I live in Delaware. I am married with two thirteen-year-old daughters, one is a cheerleader and the other a travel softball player, so as you can imagine, my plate stays pretty full during the school year. I’m a retired U.S. Army First Sergeant, with over 25 years of service and I currently work at the Department of Veterans Affairs. As for my future goals, I would like to continue to work in the VA, because I enjoy working with and supporting our Veterans, both as clients and fellow employees. My plan is to use what I learn in this course, as well as my degree once I’ve completed it, to grow within the organization and eventually end up in a leadership position that will allow me to maximize my experiences.

    Part II

    The COVID-19 pandemic has had a profound and lasting impact on training and development (T&D) practices within organizations. In the initial emergency phase, companies scrambled to convert instructor-led and classroom programs into virtual offerings. That rapid shift normalized digital learning: self-paced online courses, instructor-led virtual sessions, and recorded micro-modules became central tools for delivering both mandatory compliance training and strategic reskilling initiatives. A 2022 SHRM study found online/self-paced courses became the most popular training format for employees, and e-learning adoption jumped dramatically during 2020–2021.

    Beyond format changes, the pandemic accelerated several deeper trends in organizational learning. First, there was a clear shift from episodic training to continuous skills development: organizations began to treat learning as an ongoing capability tied to career paths and internal mobility rather than one-off events. Second, investment in learning infrastructure, online learning platforms, content libraries, and analytics, grew because organizations needed scalable ways to deliver, track, and measure learning at distance. Third, employers increased emphasis on digital, data, and hybrid-work skills as automation and remote work changed job content and collaboration norms. McKinsey’s research documents that COVID-19 sped up remote work, e-commerce, and automation trends, which in turn raised demand for reskilling and upskilling.

    There have also been important pedagogical and design shifts. Learning designers moved toward shorter, more modular content (microlearning), more practical project-based learning, and blended experiences that combine asynchronous study with synchronous coaching or cohort work. Leadership and manager training evolved to focus on remote team management, psychological safety across dispersed teams, and inclusive hybrid leadership practices. At the same time, organizations discovered both the benefits and limitations of virtual delivery: virtual makes training more accessible and scalable, but it can reduce social bonding and experiential learning—factors that are driving a measured return to in-person and blended formats for certain types of development (for example, executive programs and intensive cohort learning). Recent reporting indicates an uptick in face-to-face executive education even as online and hybrid options remain important.

    On the challenge side, organizations wrestled with engagement, assessment, and equity. Not all employees had equal access to high-quality home workspaces or reliable internet; asynchronous formats helped, but the digital divide remained a concern. Measuring learning transfer and linking development to on-the-job performance also became a higher priority, pushing L&D teams to adopt more data-driven evaluation methods and stronger manager involvement in post-training coaching. Industry reports noted almost universal use of e-learning in 2020 but also highlighted the need to rethink how learning outcomes are achieved when face-to-face options are limited.

    At my current place of employment, our mission was driven on seeing Veteran clients face-to-face within our Vet Centers located nationwide. Previous to COVID-19, telehealth was not really an option, and most of our client population were from the Vietnam era so technology was not their strong suit. Once the pandemic hit and we had to not only limit the population that came through the door, but also still be able to reach our clients that could not travel, we had to change the way we delivered services by utilizing telehealth and virtual appointments. Even with great frustration from our clients, we were able to adapt and overcome most hurdles in order to continue to deliver timely and effective services to the Veteran population. The same can be said for our employee training over that time, we had to introduce a temporary culture change, where we began to conduct training and meetings virtually, due to travel restrictions.

    In summary, the pandemic didn’t simply force training online, it changed expectations about how learning is delivered, scaled, and measured. Organizations that treat learning as continuous, invest in accessible digital infrastructure, and blend virtual convenience with occasional in-person experiences are better positioned to meet evolving skills needs and to engage employees in meaningful development.

    References

    SHRM. (2022). 2022
    _Workplace Learning & Development Trends_.

    McKinsey & Company. (2021).
    _The future of work after COVID-19_.

    Harvard Business Review. (2021).
    _Our work-from-anywhere future / Hybrid_

  • [Solved] ACC 5301 DB II R I

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    – ## ManagementApplicationsofAccountingACC5301UnitIIDBReplyI.docx **## ManagementApplicationsofAccountingACC5301UnitIIDBReplyI.docx** 2 Management Applications of Accounting ACC 5301 DB II Reply I Your response to a classmate should be at least 250 words in length. **The Importance of Financial and …

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    – ## ManagementApplicationsofAccountingACC5301UnitIIDBReplyI.docx

    **## ManagementApplicationsofAccountingACC5301UnitIIDBReplyI.docx**

    2

    Management Applications of Accounting ACC 5301 DB II Reply I

    Your response to a classmate should be at least 250 words in length.

    **The Importance of Financial and Managerial Accounting in Strategic Decision-Making**

    Every successful business relies on accurate financial information to survive and thrive in a competitive marketplace. Whether operating a large corporation or a small start-up, organizations of all sizes must maintain meticulous financial records to prepare for potential audits, secure bank financing, and provide reliable information to investors, stakeholders, and regulatory agencies such as the IRS.

    This is where financial accounting becomes essential, as it ensures standardized reporting, transparency, and compliance for external users. According to Besuspariene et al. (2018), financial accounting information allows companies to assess overall financial performance, monitor economic processes, evaluate internal funding capabilities, and manage cash flow effectively.

    However, simply maintaining accurate external records is not enough to operate a successful business or make informed strategic decisions. Day-to-day financial activities must also be closely monitored and analyzed. This is where managerial accounting comes into play. Managerial accounting focuses on the internal aspects of a company, providing managers and decision-makers with relevant, timely, and detailed information about operations. This includes the creation of budgets, cost analyses, performance reports, and financial projections, often displayed through charts, graphs, and internal statements.

    By keeping internal stakeholders informed, managerial accounting supports planning, resource allocation, and operational decision-making that drive the organization toward its strategic goals. According to Nugroho and Takaliwuhang (2022), as cited in Muhammad Ihsan Rangkuti (2024), managerial accounting allows companies to analyze costs and revenues across different markets and international operations, giving managers the information they need to make strategic decisions based on accurate, relevant, and timely data.

    Together, financial and managerial accounting provide a comprehensive picture of a company’s financial health. While financial accounting ensures external compliance and credibility, managerial accounting empowers internal leaders to make data-driven decisions that optimize performance, manage costs, and enhance efficiency. Therefore, both financial and managerial accounting are necessary to make strategic business decisions, as they provide complementary insights that ensure a company remains financially sound while pursuing long-term growth and strategic objectives.

    **References**

    Besuspariene, E., Vitunskaitė, E., & Butėnas, R. (2018). The importance of financial accounting information for business management.
    _Financial Studies_, 22(1), 75–81. https://doi.org/10.15308/finiz-2018-75-81

    Muhammad Ihsan Rangkuti. (2024). Improving decision making through management accounting: Practical and theoretical perspectives.
    _International Journal of Economics, Management and Accounting_, 1(2), 221–232. https://doi.org/10.61132/ijema.v1i2.405

    **## ManagementApplicationsofAccountingACC5301UnitIIDBReplyI.docx**

    2

    Management Applications of Accounting ACC 5301 DB II Reply I

    Your response to a classmate should be at least 250 words in length.

    **The Importance of Financial and Managerial Accounting in Strategic Decision-Making**

    Every successful business relies on accurate financial information to survive and thrive in a competitive marketplace. Whether operating a large corporation or a small start-up, organizations of all sizes must maintain meticulous financial records to prepare for potential audits, secure bank financing, and provide reliable information to investors, stakeholders, and regulatory agencies such as the IRS.

    This is where financial accounting becomes essential, as it ensures standardized reporting, transparency, and compliance for external users. According to Besuspariene et al. (2018), financial accounting information allows companies to assess overall financial performance, monitor economic processes, evaluate internal funding capabilities, and manage cash flow effectively.

    However, simply maintaining accurate external records is not enough to operate a successful business or make informed strategic decisions. Day-to-day financial activities must also be closely monitored and analyzed. This is where managerial accounting comes into play. Managerial accounting focuses on the internal aspects of a company, providing managers and decision-makers with relevant, timely, and detailed information about operations. This includes the creation of budgets, cost analyses, performance reports, and financial projections, often displayed through charts, graphs, and internal statements.

    By keeping internal stakeholders informed, managerial accounting supports planning, resource allocation, and operational decision-making that drive the organization toward its strategic goals. According to Nugroho and Takaliwuhang (2022), as cited in Muhammad Ihsan Rangkuti (2024), managerial accounting allows companies to analyze costs and revenues across different markets and international operations, giving managers the information they need to make strategic decisions based on accurate, relevant, and timely data.

    Together, financial and managerial accounting provide a comprehensive picture of a company’s financial health. While financial accounting ensures external compliance and credibility, managerial accounting empowers internal leaders to make data-driven decisions that optimize performance, manage costs, and enhance efficiency. Therefore, both financial and managerial accounting are necessary to make strategic business decisions, as they provide complementary insights that ensure a company remains financially sound while pursuing long-term growth and strategic objectives.

    **References**

    Besuspariene, E., Vitunskaitė, E., & Butėnas, R. (2018). The importance of financial accounting information for business management.
    _Financial Studies_, 22(1), 75–81. https://doi.org/10.15308/finiz-2018-75-81

    Muhammad Ihsan Rangkuti. (2024). Improving decision making through management accounting: Practical and theoretical perspectives.
    _International Journal of Economics, Management and Accounting_, 1(2), 221–232. https://doi.org/10.61132/ijema.v1i2.405

  • [Solved] HUM 102 Module Three Short Answer

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    – ## ModuleThreeShortAnswerAssignmentGuidelinesandRubric.html.zip

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    **## ModuleThreeShortAnswerAssignmentGuidelinesandRubric.html.zip**

    ## Module Three Short Answer Assignment Guidelines and Rubric.html

    ## HUM 102 Module Three Short Answer Assignment Guidelines and Rubric

    ### Overview

    Many times, as we engage with a creative work, our own biases and assumptions creep into how we interpret the work. In many cases, this has to do with the topic the creative work portrays rather than the work itself. Everyone has biases and assumptions, which is not necessarily a bad thing. Our biases and assumptions come out of our experiences, perceptions, and observations. In this assignment, you will have a chance to analyze some of your own biases and assumptions regarding the topic you chose for your project.

    ### Directions

    In this short answer assignment, you will consider the topic you chose for your project (diversity, mental health, or activism) in the Module Two Project Proposal and the assumptions or biases that you may have regarding this topic. You are considering your own position and opinions in this assignment. In Module Four, you will expand on those ideas by looking at the biases and assumptions in your creative works. You are welcome to consider the creative works in this assignment if you wish, but the focus of this assignment is the topic you’ve chosen, not the creative works.

    Specifically, you must address the following:

    1. Perceptions and Observations: Describe some perceptions and observations present in your thinking regarding your chosen topic.

    1. What factors or experiences may have contributed to these perceptions?
    2. What is your prior knowledge about this particular topic?

    – Biases and Assumptions: Explain your own biases and assumptions regarding the topic you chose for your project.

    1. What biases and assumptions do you have about this topic?
    2. Where do you think those biases and assumptions influenced your perception?
    3. What are your stances on issues about the topic?

    ### What to Submit

    Use the
    [Module Three Short Answer Template](https://www.sweetstudy.com/questions/course_documents/HUM%20102%20Module%20Three%20Short%20Answer%20Template.docx?isCourseFile=true) to create your assignment and submit it for grading. Any sources used should be cited according to APA style both throughout and at the end of the template. While you won’t be graded on the quality of your citations in this assignment, you may receive guidance from your instructor on how to properly cite sources.

    Alternatively, Brightspace allows the use of video notes. You may optionally use the Video Note tool to complete this assignment, but if you use any sources, you must refer to your sources verbally throughout your video and submit a separate references page. If you use Video Note, your video should be 2‒5 minutes long. If you need assistance using Video Note, please refer to the resources in the Start Here module.

    ### Module Three Short Answer Assignment Rubric

    | Criteria | Meets Expectations (100%) | Partially Meets Expectations (75%) | Does Not Meet Expectations (0%) | Value |
    | — | — | — | — | — |
    | Perceptions and Observations | Describes some perceptions and observations present in thinking regarding the chosen topic | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying perceptions and observations present in thinking regarding the chosen topic or providing more details and examples about the perceptions and observations | Does not attempt criterion | 47.5 |
    | Biases and Assumptions | Explains biases and assumptions regarding the chosen topic for the project | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying biases and assumptions regarding the chosen topic or more information about the biases regarding the topic | Does not attempt criterion | 47.5 |
    | Clear Communication | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 5 |
    | Total: | 100% |

    ## course_documents/HUM 102 Module Three Short Answer Template.docx

    ![SNHU logo](https://www.sweetstudy.com/questions/hum-102-module-three-short-answer)

    ## HUM 102 Module Three Short Answer Template

    Complete this template by replacing the bracketed text with your responses.

    1. Describe some
    **perceptions and observations** present in your thinking regarding your chosen topic.

    [Insert text.]

    2. Explain your own
    **biases and assumptions** regarding the topic you chose for your project.

    [Insert text.]

    ## image1.png

    ## image2.svg

    **UnitResourcesInsertUnitTitle4.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitresourcesinsertunittitle4-html-zip)

    **UnitResourcesInsertUnitTitle4.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitresourcesinsertunittitle4-html-zip)

    **## ModuleThreeShortAnswerAssignmentGuidelinesandRubric.html.zip**

    ## Module Three Short Answer Assignment Guidelines and Rubric.html

    ## HUM 102 Module Three Short Answer Assignment Guidelines and Rubric

    ### Overview

    Many times, as we engage with a creative work, our own biases and assumptions creep into how we interpret the work. In many cases, this has to do with the topic the creative work portrays rather than the work itself. Everyone has biases and assumptions, which is not necessarily a bad thing. Our biases and assumptions come out of our experiences, perceptions, and observations. In this assignment, you will have a chance to analyze some of your own biases and assumptions regarding the topic you chose for your project.

    ### Directions

    In this short answer assignment, you will consider the topic you chose for your project (diversity, mental health, or activism) in the Module Two Project Proposal and the assumptions or biases that you may have regarding this topic. You are considering your own position and opinions in this assignment. In Module Four, you will expand on those ideas by looking at the biases and assumptions in your creative works. You are welcome to consider the creative works in this assignment if you wish, but the focus of this assignment is the topic you’ve chosen, not the creative works.

    Specifically, you must address the following:

    1. Perceptions and Observations: Describe some perceptions and observations present in your thinking regarding your chosen topic.

    1. What factors or experiences may have contributed to these perceptions?
    2. What is your prior knowledge about this particular topic?

    – Biases and Assumptions: Explain your own biases and assumptions regarding the topic you chose for your project.

    1. What biases and assumptions do you have about this topic?
    2. Where do you think those biases and assumptions influenced your perception?
    3. What are your stances on issues about the topic?

    ### What to Submit

    Use the
    [Module Three Short Answer Template](https://www.sweetstudy.com/questions/course_documents/HUM%20102%20Module%20Three%20Short%20Answer%20Template.docx?isCourseFile=true) to create your assignment and submit it for grading. Any sources used should be cited according to APA style both throughout and at the end of the template. While you won’t be graded on the quality of your citations in this assignment, you may receive guidance from your instructor on how to properly cite sources.

    Alternatively, Brightspace allows the use of video notes. You may optionally use the Video Note tool to complete this assignment, but if you use any sources, you must refer to your sources verbally throughout your video and submit a separate references page. If you use Video Note, your video should be 2‒5 minutes long. If you need assistance using Video Note, please refer to the resources in the Start Here module.

    ### Module Three Short Answer Assignment Rubric

    | Criteria | Meets Expectations (100%) | Partially Meets Expectations (75%) | Does Not Meet Expectations (0%) | Value |
    | — | — | — | — | — |
    | Perceptions and Observations | Describes some perceptions and observations present in thinking regarding the chosen topic | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying perceptions and observations present in thinking regarding the chosen topic or providing more details and examples about the perceptions and observations | Does not attempt criterion | 47.5 |
    | Biases and Assumptions | Explains biases and assumptions regarding the chosen topic for the project | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying biases and assumptions regarding the chosen topic or more information about the biases regarding the topic | Does not attempt criterion | 47.5 |
    | Clear Communication | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 5 |
    | Total: | 100% |

    ## course_documents/HUM 102 Module Three Short Answer Template.docx

    ![SNHU logo](https://www.sweetstudy.com/questions/hum-102-module-three-short-answer)

    ## HUM 102 Module Three Short Answer Template

    Complete this template by replacing the bracketed text with your responses.

    1. Describe some
    **perceptions and observations** present in your thinking regarding your chosen topic.

    [Insert text.]

    2. Explain your own
    **biases and assumptions** regarding the topic you chose for your project.

    [Insert text.]

    ## image1.png

    ## image2.svg

    **UnitResourcesInsertUnitTitle4.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitresourcesinsertunittitle4-html-zip)

    **## ModuleThreeShortAnswerAssignmentGuidelinesandRubric.html.zip**

    ## Module Three Short Answer Assignment Guidelines and Rubric.html

    ## HUM 102 Module Three Short Answer Assignment Guidelines and Rubric

    ### Overview

    Many times, as we engage with a creative work, our own biases and assumptions creep into how we interpret the work. In many cases, this has to do with the topic the creative work portrays rather than the work itself. Everyone has biases and assumptions, which is not necessarily a bad thing. Our biases and assumptions come out of our experiences, perceptions, and observations. In this assignment, you will have a chance to analyze some of your own biases and assumptions regarding the topic you chose for your project.

    ### Directions

    In this short answer assignment, you will consider the topic you chose for your project (diversity, mental health, or activism) in the Module Two Project Proposal and the assumptions or biases that you may have regarding this topic. You are considering your own position and opinions in this assignment. In Module Four, you will expand on those ideas by looking at the biases and assumptions in your creative works. You are welcome to consider the creative works in this assignment if you wish, but the focus of this assignment is the topic you’ve chosen, not the creative works.

    Specifically, you must address the following:

    1. Perceptions and Observations: Describe some perceptions and observations present in your thinking regarding your chosen topic.

    1. What factors or experiences may have contributed to these perceptions?
    2. What is your prior knowledge about this particular topic?

    – Biases and Assumptions: Explain your own biases and assumptions regarding the topic you chose for your project.

    1. What biases and assumptions do you have about this topic?
    2. Where do you think those biases and assumptions influenced your perception?
    3. What are your stances on issues about the topic?

    ### What to Submit

    Use the
    [Module Three Short Answer Template](https://www.sweetstudy.com/questions/course_documents/HUM%20102%20Module%20Three%20Short%20Answer%20Template.docx?isCourseFile=true) to create your assignment and submit it for grading. Any sources used should be cited according to APA style both throughout and at the end of the template. While you won’t be graded on the quality of your citations in this assignment, you may receive guidance from your instructor on how to properly cite sources.

    Alternatively, Brightspace allows the use of video notes. You may optionally use the Video Note tool to complete this assignment, but if you use any sources, you must refer to your sources verbally throughout your video and submit a separate references page. If you use Video Note, your video should be 2‒5 minutes long. If you need assistance using Video Note, please refer to the resources in the Start Here module.

    ### Module Three Short Answer Assignment Rubric

    | Criteria | Meets Expectations (100%) | Partially Meets Expectations (75%) | Does Not Meet Expectations (0%) | Value |
    | — | — | — | — | — |
    | Perceptions and Observations | Describes some perceptions and observations present in thinking regarding the chosen topic | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying perceptions and observations present in thinking regarding the chosen topic or providing more details and examples about the perceptions and observations | Does not attempt criterion | 47.5 |
    | Biases and Assumptions | Explains biases and assumptions regarding the chosen topic for the project | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying biases and assumptions regarding the chosen topic or more information about the biases regarding the topic | Does not attempt criterion | 47.5 |
    | Clear Communication | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 5 |
    | Total: | 100% |

    ## course_documents/HUM 102 Module Three Short Answer Template.docx

    ![SNHU logo](https://www.sweetstudy.com/questions/hum-102-module-three-short-answer)

    ## HUM 102 Module Three Short Answer Template

    Complete this template by replacing the bracketed text with your responses.

    1. Describe some
    **perceptions and observations** present in your thinking regarding your chosen topic.

    [Insert text.]

    2. Explain your own
    **biases and assumptions** regarding the topic you chose for your project.

    [Insert text.]

    ## image1.png

    ## image2.svg

    **UnitResourcesInsertUnitTitle4.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitresourcesinsertunittitle4-html-zip)

    – 1
    – 2

  • [Solved] IDS 104 Module Three

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Please see attachments – ## UnitResourcesInsertUnitTitle4.html1.zip – ## ModuleThreeGuide.html.zip – ModuleThreeProjectDraftGuidelinesandRubric.html.zip **## UnitResourcesInsertUnitTitle4.html1.zip** ## Unit Resources [Insert Unit Title]4.html ## Introduction These resources will help you learn ho…

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    Assignment Prompt & Instructions

    Please see attachments

    – ## UnitResourcesInsertUnitTitle4.html1.zip

    – ## ModuleThreeGuide.html.zip

    – ModuleThreeProjectDraftGuidelinesandRubric.html.zip

    **## UnitResourcesInsertUnitTitle4.html1.zip**

    ## Unit Resources [Insert Unit Title]4.html

    ## Introduction

    These resources will help you learn how to support meaningful participation in diverse digital communities and explain how a growth mindset and feedback supports personal and professional growth.

    Note: You are not required to complete any quizzes or practice questions associated with LinkedIn Learning resources. You may choose to complete them, but they are optional; you will not be graded on your responses if you do choose to complete them.

    | | |
    | — | — |
    | ![](https://www.sweetstudy.com/shared/HTML-Template-Library/GC%20Core%20Paced/assets/img/icons_snhu/icon_required.png) | Required Resources |

    Reading: Digital Community, Digital Citizen, Chapter 3, Section "
    [Changing Minds: The Altered Self](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Fbook%2Fmono%2Fdigital-community-digital-citizen%2Fchpt%2Fgathering-digitally)"
    This Shapiro Library reading explores the ways in which communicating digitally can disinhibit users and cause them to act and interpret others differently than in face-to-face interactions. Use this resource to support your analysis of digital communities in your project draft. Consider the following as you read:

    – How does digital community participation feel different from real-life interaction?
    – What are some ways you can avoid misunderstandings in digital communities?
    – How can you balance sharing with safety in digital communities?

    Reading: Communication Essentials: Improve Your Digital Communication,
    [Chapter 14](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fwww.accessengineeringlibrary.com%2Fcontent%2Fbook%2F9781264278053%2Fchapter%2Fchapter14)
    This Shapiro Library reading discusses how to make a good impression online and encourages you to think carefully about your online communication. Use this resource to support your work in your project draft. Consider the following as you read:

    – What are some best practices for meaningful digital communications?
    – What are some things you can do to create and maintain a good online reputation?

    Video:
    [Managing Your Online Presence and Digital Etiquette](https://fod-infobase-com.eu1.proxy.openathens.net/p_ViewVideo.aspx?xtid=295990) (9:21)
    This Shapiro Library resource tackles the issues of “netiquette” and how a person’s online presence can affect how they are perceived by others both personally and professionally. Use this resource to support your explanation of communication strategies that encourage digital connections in your project draft. As you watch, consider the following:

    – What are some ways to manage your online presence and reputation?
    – How might you adjust your online activities in different digital communities?

    Reading:
    [Manufacturing Motivation](https://snhuacademicresourcecenter.screenstepslive.com/a/1870128-manufacturing-motivation)
    This article from the SNHU Academic Resource Center discusses how to get and stay motivated to complete your assignments. Use this resource to help you explain how a growth mindset supports personal and professional growth. As you read, consider the following:

    – What are some ways you can motivate yourself to keep making progress when you would rather do something else?
    – What questions can you ask yourself to understand the value of completing a difficult task?
    – How can completing one small step help motivate you to continue a project?

    Reading:
    [Overcoming Procrastination](https://snhuacademicresourcecenter.screenstepslive.com/a/1869347-overcoming-procrastination)
    This article from the SNHU Academic Resource Center discusses the types of procrastination and how to overcome them. Use this resource to help you explain how a growth mindset supports personal and professional growth. As you read, consider the following:

    – How do you tend to procrastinate?
    – What are some strategies you can use to overcome procrastination?

    Video:
    [Embrace Feedback as a Tool for Development](https://www.linkedin.com/learning/cultivating-a-growth-mindset-23792198/embrace-feedback-as-a-tool-for-development?u=2106393) (3:19)
    To access this resource, make sure that you’re logged in to LinkedIn Learning.

    In this video, the presenter explains how and why feedback is essential to learning and development. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you watch, consider the following:

    – What are some strategies you can use to see feedback as a learning tool and not as criticism?
    – How does following the “Sort, Strategize, Seek Clarification, and Synthesize” process help you use feedback constructively?

    Reading:
    [How to Accept Criticism With Class](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fresearch.ebsco.com%2Fc%2Fix3dnl%2Fviewer%2Fpdf%2Fxxjlwwse7f)
    This Shapiro Library article presents a brief overview of the research related to giving and receiving feedback. Although written for a nursing professional audience, the principles presented are broadly relevant. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you read, consider the following:

    – What are some skills that you can practice to learn from criticism?
    – How might the themes directly related to nursing apply to your future profession?

    Reading:
    [Developing Growth Mindsets: Principles and Practices for Maximizing Students’ Potential](https://research.ebsco.com/c/cyb354/search/details/jsh4y2vczz?db=nlebk&db=nlabk), Chapter 1, pp. 13-16
    This Shapiro Library reading examines Carol Dweck’s research and insights into the difference between a fixed mindset and a growth mindset. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you read, consider the following:

    – How might a fixed mindset prevent you from achieving your potential?
    – How does mindset affect one’s approach to challenges, obstacles, effort, criticism, and success of others? (See Figure 1.1)

    | | |
    | — | — |
    | ![](https://www.sweetstudy.com/shared/HTML-Template-Library/GC%20Core%20Paced/assets/img/icons_snhu/icon_optional.png) | Additional Support (Optional) |

    Resource:
    [IDS-104 Learning Community](https://inscribe.education/main/snhu/6754110229506859/ids-104-learning-community/all-content)
    Join the IDS-104 Learning Community on SNHUconnect to engage with your classmates, share insights, and get support throughout the course. It’s a great space to ask questions, access tips, and build connections.

    **## ModuleThreeGuide.html.zip**

    ## Module Three Guide.html

    #### Engagement: More Than Just Logging In

    Digital communities are powerful spaces where people learn with and from each other. Simply reading posts or observing a conversation can be a helpful first step—it allows you to get a sense of the group’s tone and rhythm. But the real value comes when you choose to participate. When you share your thoughts, ask questions, or respond to others, you help create a richer, more meaningful conversation. Your voice matters, and your perspective can help others see things in new ways—just as their experiences can help you grow. Engaging fully means being open to learning and contributing. Whether you're asking a thoughtful question, offering feedback, or sharing your own experiences, you're making the community stronger. The best part? You’re not only learning, but you’re helping others learn too. That’s what makes digital communities exciting, dynamic places to grow.

    #### How We Communicate in Digital Communities

    Digital communities offer many ways to connect, but how you communicate matters just as much as what you say. Each platform brings unique strengths and knowing how to use them helps you connect more effectively. Some platforms, like video conferences tools or social media messengers, let us talk in real time, using our voices and facial expressions, just like in a face-to-face conversation. Others, like discussion boards or social media groups, rely on written posts and comments. These allow us to take time to think about what we want to say before we respond. Then there are hybrid platforms that let us do both, like TikTok; these spaces combine different forms of communication. For example, you might watch someone speak in a video (oral communication) and then respond with a comment (written communication). Each platform has its own strengths. As a participant, it’s helpful to think about how the platform’s format shapes the way we connect, share, and understand one another.

    #### Speaking Up in Digital Communities

    Talking in real time, whether on a video call or voice chat, can feel fast and a little intimidating. You don’t always have time to polish every word. That’s okay. The key is to show up and speak with intention. Unlike writing, we don’t always have time to plan everything we want to say. That’s why it’s important to pay attention to our tone, body language (if video is on), and the words we choose. For many people, speaking in digital communities can feel a bit uncomfortable at first—and that’s completely normal. Like any skill, it gets easier with practice. Letting others know that you're new to this kind of communication can be helpful. Most communities are full of people who are happy to support and encourage you. Each time you speak up, you build your confidence and improve your communication skills. Every contribution is a chance to grow. Some helpful tips:

    – Focus on being clear and authentic, not perfect.
    – If you’re unsure what to say, asking a follow-up question is a great way to stay involved.
    – Write down a few key points before the session so you feel prepared to share.
    – Nerves can speed you up. Take a breath and pace yourself.
    – Refer to peers by name to create a more personal and respectful exchange.

    Each time you speak up, you grow. You gain confidence. You sharpen your communication skills. And you remind others that learning is a journey we take together.

    #### Writing With Intention: Connect in Digital Communities

    In digital spaces, your words are your presence. Written communication gives us time to think, reflect, and revise. We can choose our words carefully, review what we’ve written, and make edits until we’re confident in what we’re saying. This makes writing a great way to express ideas clearly and thoughtfully. At the same time, it’s important to remember that people might read things differently than we intended. Since they can’t hear our tone of voice or see our facial expressions, we need to write in a way that’s clear, respectful, and welcoming. Using a neutral and thoughtful tone can help avoid confusion and make others feel included. Here are a few helpful tips for strong written communication:

    – Start with a purpose: Know what you want to say and why it matters.
    – Be concise and clear: Keep your message focused—avoid long tangents or unclear phrasing.
    – Use inclusive language: Words like “we,” “us,” or “let’s” foster a sense of community.
    – Add structure: Use short paragraphs, bullets, or bolded phrases to make your message easier to read.
    – Read it out loud: If it sounds unclear or awkward, revise it.
    – Be mindful of tone: Tone can be easily misread online. Try to avoid sarcasm or too much negative language.
    – Close with an open door: End your message by inviting others to share their thoughts.

    The more you practice writing in digital communities, the stronger your communication skills will become, both online and in everyday life. Every post you write is a chance to build confidence and grow your voice.

    #### Understanding and Practicing a Growth Mindset

    A growth mindset is the belief that your abilities, intelligence, and skills aren’t fixed—they can improve over time with effort, learning, and persistence. This mindset helps you see challenges and mistakes not as failures, but as chances to grow and discover new strengths. When you have a growth mindset, you’re more willing to try new things, take on challenges, and keep going even when something is difficult. You also become more open to feedback, because you see it as helpful, not personal. These qualities support lifelong learning, which means continuing to grow and adapt long after a course or program ends. Some of the key skills that come with a growth mindset include:

    – Self-reflection: being able to look back on your experiences and learn from them
    – Adaptability: staying flexible when things change
    – Resilience: bouncing back after setbacks
    – Curiosity: asking questions and wanting to learn more
    – Perseverance: keeping at it, even when things get tough
    – Open-mindedness: being willing to hear new perspectives or change your mind

    In digital communities, these skills help you connect with others, learn from different viewpoints, and contribute in meaningful ways. Every post, question, and moment of learning is a step forward, not just for you, but for everyone in the community.

    #### Staying Open to Growth

    When we’re excited about a topic, it’s easy to feel like we know a lot—and sometimes we do! But it’s also natural to overestimate our understanding, especially when we’re just starting out. This happens to everyone, and it’s part of the learning process. What really matters is how we respond when we come across new ideas or realize there’s more to learn. A growth mindset means being open to learning, asking questions, and staying curious—even when we don’t have all the answers. It helps us grow stronger as learners and as contributors in our digital communities. On the other hand, a fixed mindset can make us feel like we always must be right or already know everything. This can make it harder to truly connect with others and learn from different perspectives. Digital communities thrive when people bring curiosity, humility, and willingness to grow together. Every post, reply, or question is a chance to learn, not just teach. A few tips to help guide a growth mindset when communicating in a digital space:

    – Start with “What if…” or “I wonder…” to stay curious.
    – Focus on learning, not winning. The goal isn’t to be right—it’s to grow.
    – Listen to understand, not just to reply.
    – Let gaps in knowledge guide your questions. Uncertainty = opportunity.
    – Reframe disagreement as dialogue. It’s a bridge, not a battle.

    #### Giving Feedback That Helps Others Grow

    Giving feedback in a digital community can feel tricky—especially when we want to share a different perspective or point out something that might need improvement. But feedback doesn’t have to feel uncomfortable or negative. When done with care, it can be one of the most powerful ways we help each other grow. Constructive feedback means offering thoughtful, specific suggestions that help someone improve. It focuses on ideas, actions, or content—not on the person. Instead of saying what’s wrong, we talk about what could be stronger and how. This kind of feedback shows respect, encourages learning, and builds trust. In a strong digital community, giving and receiving feedback helps everyone learn. It strengthens relationships, encourages collaboration, and creates a safe space for honest communication. Offering constructive feedback is also a skill—and like any skill, it improves with practice. It helps us become better communicators, more thoughtful listeners, and more supportive community members. Skills involved in giving and receiving respectful feedback include:

    – Empathy – considering how your words will be received
    – Clarity – focusing on specific points and examples
    – Positivity – encouraging growth, not just pointing out problems
    – Active listening – understanding the other person’s point of view
    – Emotional intelligence – staying respectful and professional, even when there’s disagreement

    Remember, good feedback isn’t about being “right;” it’s about helping each other grow.

    #### Welcome to the IDS-104 Learning Community

    Just like the topics we explore in this course, the IDS-104 learning community is designed to help you connect, grow, and learn with others. This is your space to share ideas, ask questions, and support one another along the way. You can access the IDS-104 learning community by visiting the Optional Resources section in this module. There, you’ll find spaces where your peers are engaging in thoughtful discussions, offering feedback, and supporting each other’s learning journeys.

    As you explore the posts and conversations, try to spot some of the communication skills we’ve talked about in this module. Ask yourself the following:

    – Can you see examples of a growth mindset—people staying curious, open to feedback, or learning from mistakes?
    – Can you find constructive feedback that’s thoughtful and helpful?
    – Does the tone feel welcoming and respectful?

    Once you’ve had a look around, don’t be shy—join in! Your voice matters here. Whether you're sharing your thoughts, responding to someone else, or asking a question, you're contributing to a community that grows through connection. This is a great place to practice your communication skills and be part of something meaningful.

    #### References

    Tromp, A. (2021, September 13). 5 1/2 things about growth mindset from Dr. Tromp. Boise State Student Life Blog. https://www.boisestate.edu/student-life/5-1-2-things-about-growth-mindset-from-dr-tromp/

    **ModuleThreeProjectDraftGuidelinesandRubric.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/modulethreeprojectdraftguidelinesandrubric-html-zip)

    **ModuleThreeProjectDraftGuidelinesandRubric.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/modulethreeprojectdraftguidelinesandrubric-html-zip)

    **## UnitResourcesInsertUnitTitle4.html1.zip**

    ## Unit Resources [Insert Unit Title]4.html

    ## Introduction

    These resources will help you learn how to support meaningful participation in diverse digital communities and explain how a growth mindset and feedback supports personal and professional growth.

    Note: You are not required to complete any quizzes or practice questions associated with LinkedIn Learning resources. You may choose to complete them, but they are optional; you will not be graded on your responses if you do choose to complete them.

    | | |
    | — | — |
    | ![](https://www.sweetstudy.com/shared/HTML-Template-Library/GC%20Core%20Paced/assets/img/icons_snhu/icon_required.png) | Required Resources |

    Reading: Digital Community, Digital Citizen, Chapter 3, Section "
    [Changing Minds: The Altered Self](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Fbook%2Fmono%2Fdigital-community-digital-citizen%2Fchpt%2Fgathering-digitally)"
    This Shapiro Library reading explores the ways in which communicating digitally can disinhibit users and cause them to act and interpret others differently than in face-to-face interactions. Use this resource to support your analysis of digital communities in your project draft. Consider the following as you read:

    – How does digital community participation feel different from real-life interaction?
    – What are some ways you can avoid misunderstandings in digital communities?
    – How can you balance sharing with safety in digital communities?

    Reading: Communication Essentials: Improve Your Digital Communication,
    [Chapter 14](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fwww.accessengineeringlibrary.com%2Fcontent%2Fbook%2F9781264278053%2Fchapter%2Fchapter14)
    This Shapiro Library reading discusses how to make a good impression online and encourages you to think carefully about your online communication. Use this resource to support your work in your project draft. Consider the following as you read:

    – What are some best practices for meaningful digital communications?
    – What are some things you can do to create and maintain a good online reputation?

    Video:
    [Managing Your Online Presence and Digital Etiquette](https://fod-infobase-com.eu1.proxy.openathens.net/p_ViewVideo.aspx?xtid=295990) (9:21)
    This Shapiro Library resource tackles the issues of “netiquette” and how a person’s online presence can affect how they are perceived by others both personally and professionally. Use this resource to support your explanation of communication strategies that encourage digital connections in your project draft. As you watch, consider the following:

    – What are some ways to manage your online presence and reputation?
    – How might you adjust your online activities in different digital communities?

    Reading:
    [Manufacturing Motivation](https://snhuacademicresourcecenter.screenstepslive.com/a/1870128-manufacturing-motivation)
    This article from the SNHU Academic Resource Center discusses how to get and stay motivated to complete your assignments. Use this resource to help you explain how a growth mindset supports personal and professional growth. As you read, consider the following:

    – What are some ways you can motivate yourself to keep making progress when you would rather do something else?
    – What questions can you ask yourself to understand the value of completing a difficult task?
    – How can completing one small step help motivate you to continue a project?

    Reading:
    [Overcoming Procrastination](https://snhuacademicresourcecenter.screenstepslive.com/a/1869347-overcoming-procrastination)
    This article from the SNHU Academic Resource Center discusses the types of procrastination and how to overcome them. Use this resource to help you explain how a growth mindset supports personal and professional growth. As you read, consider the following:

    – How do you tend to procrastinate?
    – What are some strategies you can use to overcome procrastination?

    Video:
    [Embrace Feedback as a Tool for Development](https://www.linkedin.com/learning/cultivating-a-growth-mindset-23792198/embrace-feedback-as-a-tool-for-development?u=2106393) (3:19)
    To access this resource, make sure that you’re logged in to LinkedIn Learning.

    In this video, the presenter explains how and why feedback is essential to learning and development. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you watch, consider the following:

    – What are some strategies you can use to see feedback as a learning tool and not as criticism?
    – How does following the “Sort, Strategize, Seek Clarification, and Synthesize” process help you use feedback constructively?

    Reading:
    [How to Accept Criticism With Class](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fresearch.ebsco.com%2Fc%2Fix3dnl%2Fviewer%2Fpdf%2Fxxjlwwse7f)
    This Shapiro Library article presents a brief overview of the research related to giving and receiving feedback. Although written for a nursing professional audience, the principles presented are broadly relevant. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you read, consider the following:

    – What are some skills that you can practice to learn from criticism?
    – How might the themes directly related to nursing apply to your future profession?

    Reading:
    [Developing Growth Mindsets: Principles and Practices for Maximizing Students’ Potential](https://research.ebsco.com/c/cyb354/search/details/jsh4y2vczz?db=nlebk&db=nlabk), Chapter 1, pp. 13-16
    This Shapiro Library reading examines Carol Dweck’s research and insights into the difference between a fixed mindset and a growth mindset. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you read, consider the following:

    – How might a fixed mindset prevent you from achieving your potential?
    – How does mindset affect one’s approach to challenges, obstacles, effort, criticism, and success of others? (See Figure 1.1)

    | | |
    | — | — |
    | ![](https://www.sweetstudy.com/shared/HTML-Template-Library/GC%20Core%20Paced/assets/img/icons_snhu/icon_optional.png) | Additional Support (Optional) |

    Resource:
    [IDS-104 Learning Community](https://inscribe.education/main/snhu/6754110229506859/ids-104-learning-community/all-content)
    Join the IDS-104 Learning Community on SNHUconnect to engage with your classmates, share insights, and get support throughout the course. It’s a great space to ask questions, access tips, and build connections.

    **## ModuleThreeGuide.html.zip**

    ## Module Three Guide.html

    #### Engagement: More Than Just Logging In

    Digital communities are powerful spaces where people learn with and from each other. Simply reading posts or observing a conversation can be a helpful first step—it allows you to get a sense of the group’s tone and rhythm. But the real value comes when you choose to participate. When you share your thoughts, ask questions, or respond to others, you help create a richer, more meaningful conversation. Your voice matters, and your perspective can help others see things in new ways—just as their experiences can help you grow. Engaging fully means being open to learning and contributing. Whether you're asking a thoughtful question, offering feedback, or sharing your own experiences, you're making the community stronger. The best part? You’re not only learning, but you’re helping others learn too. That’s what makes digital communities exciting, dynamic places to grow.

    #### How We Communicate in Digital Communities

    Digital communities offer many ways to connect, but how you communicate matters just as much as what you say. Each platform brings unique strengths and knowing how to use them helps you connect more effectively. Some platforms, like video conferences tools or social media messengers, let us talk in real time, using our voices and facial expressions, just like in a face-to-face conversation. Others, like discussion boards or social media groups, rely on written posts and comments. These allow us to take time to think about what we want to say before we respond. Then there are hybrid platforms that let us do both, like TikTok; these spaces combine different forms of communication. For example, you might watch someone speak in a video (oral communication) and then respond with a comment (written communication). Each platform has its own strengths. As a participant, it’s helpful to think about how the platform’s format shapes the way we connect, share, and understand one another.

    #### Speaking Up in Digital Communities

    Talking in real time, whether on a video call or voice chat, can feel fast and a little intimidating. You don’t always have time to polish every word. That’s okay. The key is to show up and speak with intention. Unlike writing, we don’t always have time to plan everything we want to say. That’s why it’s important to pay attention to our tone, body language (if video is on), and the words we choose. For many people, speaking in digital communities can feel a bit uncomfortable at first—and that’s completely normal. Like any skill, it gets easier with practice. Letting others know that you're new to this kind of communication can be helpful. Most communities are full of people who are happy to support and encourage you. Each time you speak up, you build your confidence and improve your communication skills. Every contribution is a chance to grow. Some helpful tips:

    – Focus on being clear and authentic, not perfect.
    – If you’re unsure what to say, asking a follow-up question is a great way to stay involved.
    – Write down a few key points before the session so you feel prepared to share.
    – Nerves can speed you up. Take a breath and pace yourself.
    – Refer to peers by name to create a more personal and respectful exchange.

    Each time you speak up, you grow. You gain confidence. You sharpen your communication skills. And you remind others that learning is a journey we take together.

    #### Writing With Intention: Connect in Digital Communities

    In digital spaces, your words are your presence. Written communication gives us time to think, reflect, and revise. We can choose our words carefully, review what we’ve written, and make edits until we’re confident in what we’re saying. This makes writing a great way to express ideas clearly and thoughtfully. At the same time, it’s important to remember that people might read things differently than we intended. Since they can’t hear our tone of voice or see our facial expressions, we need to write in a way that’s clear, respectful, and welcoming. Using a neutral and thoughtful tone can help avoid confusion and make others feel included. Here are a few helpful tips for strong written communication:

    – Start with a purpose: Know what you want to say and why it matters.
    – Be concise and clear: Keep your message focused—avoid long tangents or unclear phrasing.
    – Use inclusive language: Words like “we,” “us,” or “let’s” foster a sense of community.
    – Add structure: Use short paragraphs, bullets, or bolded phrases to make your message easier to read.
    – Read it out loud: If it sounds unclear or awkward, revise it.
    – Be mindful of tone: Tone can be easily misread online. Try to avoid sarcasm or too much negative language.
    – Close with an open door: End your message by inviting others to share their thoughts.

    The more you practice writing in digital communities, the stronger your communication skills will become, both online and in everyday life. Every post you write is a chance to build confidence and grow your voice.

    #### Understanding and Practicing a Growth Mindset

    A growth mindset is the belief that your abilities, intelligence, and skills aren’t fixed—they can improve over time with effort, learning, and persistence. This mindset helps you see challenges and mistakes not as failures, but as chances to grow and discover new strengths. When you have a growth mindset, you’re more willing to try new things, take on challenges, and keep going even when something is difficult. You also become more open to feedback, because you see it as helpful, not personal. These qualities support lifelong learning, which means continuing to grow and adapt long after a course or program ends. Some of the key skills that come with a growth mindset include:

    – Self-reflection: being able to look back on your experiences and learn from them
    – Adaptability: staying flexible when things change
    – Resilience: bouncing back after setbacks
    – Curiosity: asking questions and wanting to learn more
    – Perseverance: keeping at it, even when things get tough
    – Open-mindedness: being willing to hear new perspectives or change your mind

    In digital communities, these skills help you connect with others, learn from different viewpoints, and contribute in meaningful ways. Every post, question, and moment of learning is a step forward, not just for you, but for everyone in the community.

    #### Staying Open to Growth

    When we’re excited about a topic, it’s easy to feel like we know a lot—and sometimes we do! But it’s also natural to overestimate our understanding, especially when we’re just starting out. This happens to everyone, and it’s part of the learning process. What really matters is how we respond when we come across new ideas or realize there’s more to learn. A growth mindset means being open to learning, asking questions, and staying curious—even when we don’t have all the answers. It helps us grow stronger as learners and as contributors in our digital communities. On the other hand, a fixed mindset can make us feel like we always must be right or already know everything. This can make it harder to truly connect with others and learn from different perspectives. Digital communities thrive when people bring curiosity, humility, and willingness to grow together. Every post, reply, or question is a chance to learn, not just teach. A few tips to help guide a growth mindset when communicating in a digital space:

    – Start with “What if…” or “I wonder…” to stay curious.
    – Focus on learning, not winning. The goal isn’t to be right—it’s to grow.
    – Listen to understand, not just to reply.
    – Let gaps in knowledge guide your questions. Uncertainty = opportunity.
    – Reframe disagreement as dialogue. It’s a bridge, not a battle.

    #### Giving Feedback That Helps Others Grow

    Giving feedback in a digital community can feel tricky—especially when we want to share a different perspective or point out something that might need improvement. But feedback doesn’t have to feel uncomfortable or negative. When done with care, it can be one of the most powerful ways we help each other grow. Constructive feedback means offering thoughtful, specific suggestions that help someone improve. It focuses on ideas, actions, or content—not on the person. Instead of saying what’s wrong, we talk about what could be stronger and how. This kind of feedback shows respect, encourages learning, and builds trust. In a strong digital community, giving and receiving feedback helps everyone learn. It strengthens relationships, encourages collaboration, and creates a safe space for honest communication. Offering constructive feedback is also a skill—and like any skill, it improves with practice. It helps us become better communicators, more thoughtful listeners, and more supportive community members. Skills involved in giving and receiving respectful feedback include:

    – Empathy – considering how your words will be received
    – Clarity – focusing on specific points and examples
    – Positivity – encouraging growth, not just pointing out problems
    – Active listening – understanding the other person’s point of view
    – Emotional intelligence – staying respectful and professional, even when there’s disagreement

    Remember, good feedback isn’t about being “right;” it’s about helping each other grow.

    #### Welcome to the IDS-104 Learning Community

    Just like the topics we explore in this course, the IDS-104 learning community is designed to help you connect, grow, and learn with others. This is your space to share ideas, ask questions, and support one another along the way. You can access the IDS-104 learning community by visiting the Optional Resources section in this module. There, you’ll find spaces where your peers are engaging in thoughtful discussions, offering feedback, and supporting each other’s learning journeys.

    As you explore the posts and conversations, try to spot some of the communication skills we’ve talked about in this module. Ask yourself the following:

    – Can you see examples of a growth mindset—people staying curious, open to feedback, or learning from mistakes?
    – Can you find constructive feedback that’s thoughtful and helpful?
    – Does the tone feel welcoming and respectful?

    Once you’ve had a look around, don’t be shy—join in! Your voice matters here. Whether you're sharing your thoughts, responding to someone else, or asking a question, you're contributing to a community that grows through connection. This is a great place to practice your communication skills and be part of something meaningful.

    #### References

    Tromp, A. (2021, September 13). 5 1/2 things about growth mindset from Dr. Tromp. Boise State Student Life Blog. https://www.boisestate.edu/student-life/5-1-2-things-about-growth-mindset-from-dr-tromp/

    **ModuleThreeProjectDraftGuidelinesandRubric.html.zip**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/modulethreeprojectdraftguidelinesandrubric-html-zip)

    **## UnitResourcesInsertUnitTitle4.html1.zip**

    ## Unit Resources [Insert Unit Title]4.html

    ## Introduction

    These resources will help you learn how to support meaningful participation in diverse digital communities and explain how a growth mindset and feedback supports personal and professional growth.

    Note: You are not required to complete any quizzes or practice questions associated with LinkedIn Learning resources. You may choose to complete them, but they are optional; you will not be graded on your responses if you do choose to complete them.

    | | |
    | — | — |
    | ![](https://www.sweetstudy.com/shared/HTML-Template-Library/GC%20Core%20Paced/assets/img/icons_snhu/icon_required.png) | Required Resources |

    Reading: Digital Community, Digital Citizen, Chapter 3, Section "
    [Changing Minds: The Altered Self](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Fbook%2Fmono%2Fdigital-community-digital-citizen%2Fchpt%2Fgathering-digitally)"
    This Shapiro Library reading explores the ways in which communicating digitally can disinhibit users and cause them to act and interpret others differently than in face-to-face interactions. Use this resource to support your analysis of digital communities in your project draft. Consider the following as you read:

    – How does digital community participation feel different from real-life interaction?
    – What are some ways you can avoid misunderstandings in digital communities?
    – How can you balance sharing with safety in digital communities?

    Reading: Communication Essentials: Improve Your Digital Communication,
    [Chapter 14](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fwww.accessengineeringlibrary.com%2Fcontent%2Fbook%2F9781264278053%2Fchapter%2Fchapter14)
    This Shapiro Library reading discusses how to make a good impression online and encourages you to think carefully about your online communication. Use this resource to support your work in your project draft. Consider the following as you read:

    – What are some best practices for meaningful digital communications?
    – What are some things you can do to create and maintain a good online reputation?

    Video:
    [Managing Your Online Presence and Digital Etiquette](https://fod-infobase-com.eu1.proxy.openathens.net/p_ViewVideo.aspx?xtid=295990) (9:21)
    This Shapiro Library resource tackles the issues of “netiquette” and how a person’s online presence can affect how they are perceived by others both personally and professionally. Use this resource to support your explanation of communication strategies that encourage digital connections in your project draft. As you watch, consider the following:

    – What are some ways to manage your online presence and reputation?
    – How might you adjust your online activities in different digital communities?

    Reading:
    [Manufacturing Motivation](https://snhuacademicresourcecenter.screenstepslive.com/a/1870128-manufacturing-motivation)
    This article from the SNHU Academic Resource Center discusses how to get and stay motivated to complete your assignments. Use this resource to help you explain how a growth mindset supports personal and professional growth. As you read, consider the following:

    – What are some ways you can motivate yourself to keep making progress when you would rather do something else?
    – What questions can you ask yourself to understand the value of completing a difficult task?
    – How can completing one small step help motivate you to continue a project?

    Reading:
    [Overcoming Procrastination](https://snhuacademicresourcecenter.screenstepslive.com/a/1869347-overcoming-procrastination)
    This article from the SNHU Academic Resource Center discusses the types of procrastination and how to overcome them. Use this resource to help you explain how a growth mindset supports personal and professional growth. As you read, consider the following:

    – How do you tend to procrastinate?
    – What are some strategies you can use to overcome procrastination?

    Video:
    [Embrace Feedback as a Tool for Development](https://www.linkedin.com/learning/cultivating-a-growth-mindset-23792198/embrace-feedback-as-a-tool-for-development?u=2106393) (3:19)
    To access this resource, make sure that you’re logged in to LinkedIn Learning.

    In this video, the presenter explains how and why feedback is essential to learning and development. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you watch, consider the following:

    – What are some strategies you can use to see feedback as a learning tool and not as criticism?
    – How does following the “Sort, Strategize, Seek Clarification, and Synthesize” process help you use feedback constructively?

    Reading:
    [How to Accept Criticism With Class](https://go.openathens.net/redirector/snhu.edu?url=https%3A%2F%2Fresearch.ebsco.com%2Fc%2Fix3dnl%2Fviewer%2Fpdf%2Fxxjlwwse7f)
    This Shapiro Library article presents a brief overview of the research related to giving and receiving feedback. Although written for a nursing professional audience, the principles presented are broadly relevant. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you read, consider the following:

    – What are some skills that you can practice to learn from criticism?
    – How might the themes directly related to nursing apply to your future profession?

    Reading:
    [Developing Growth Mindsets: Principles and Practices for Maximizing Students’ Potential](https://research.ebsco.com/c/cyb354/search/details/jsh4y2vczz?db=nlebk&db=nlabk), Chapter 1, pp. 13-16
    This Shapiro Library reading examines Carol Dweck’s research and insights into the difference between a fixed mindset and a growth mindset. Use this resource to support your explanation of how a growth mindset supports personal and professional growth in your project draft. As you read, consider the following:

    – How might a fixed mindset prevent you from achieving your potential?
    – How does mindset affect one’s approach to challenges, obstacles, effort, criticism, and success of others? (See Figure 1.1)

    | | |
    | — | — |
    | ![](https://www.sweetstudy.com/shared/HTML-Template-Library/GC%20Core%20Paced/assets/img/icons_snhu/icon_optional.png) | Additional Support (Optional) |

    Resource:
    [IDS-104 Learning Community](https://inscribe.education/main/snhu/6754110229506859/ids-104-learning-community/all-content)
    Join the IDS-104 Learning Community on SNHUconnect to engage with your classmates, share insights, and get support throughout the course. It’s a great space to ask questions, access tips, and build connections.

    **## ModuleThreeGuide.html.zip**

    ## Module Three Guide.html

    #### Engagement: More Than Just Logging In

    Digital communities are powerful spaces where people learn with and from each other. Simply reading posts or observing a conversation can be a helpful first step—it allows you to get a sense of the group’s tone and rhythm. But the real value comes when you choose to participate. When you share your thoughts, ask questions, or respond to others, you help create a richer, more meaningful conversation. Your voice matters, and your perspective can help others see things in new ways—just as their experiences can help you grow. Engaging fully means being open to learning and contributing. Whether you're asking a thoughtful question, offering feedback, or sharing your own experiences, you're making the community stronger. The best part? You’re not only learning, but you’re helping others learn too. That’s what makes digital communities exciting, dynamic places to grow.

    #### How We Communicate in Digital Communities

    Digital communities offer many ways to connect, but how you communicate matters just as much as what you say. Each platform brings unique strengths and knowing how to use them helps you connect more effectively. Some platforms, like video conferences tools or social media messengers, let us talk in real time, using our voices and facial expressions, just like in a face-to-face conversation. Others, like discussion boards or social media groups, rely on written posts and comments. These allow us to take time to think about what we want to say before we respond. Then there are hybrid platforms that let us do both, like TikTok; these spaces combine different forms of communication. For example, you might watch someone speak in a video (oral communication) and then respond with a comment (written communication). Each platform has its own strengths. As a participant, it’s helpful to think about how the platform’s format shapes the way we connect, share, and understand one another.

    #### Speaking Up in Digital Communities

    Talking in real time, whether on a video call or voice chat, can feel fast and a little intimidating. You don’t always have time to polish every word. That’s okay. The key is to show up and speak with intention. Unlike writing, we don’t always have time to plan everything we want to say. That’s why it’s important to pay attention to our tone, body language (if video is on), and the words we choose. For many people, speaking in digital communities can feel a bit uncomfortable at first—and that’s completely normal. Like any skill, it gets easier with practice. Letting others know that you're new to this kind of communication can be helpful. Most communities are full of people who are happy to support and encourage you. Each time you speak up, you build your confidence and improve your communication skills. Every contribution is a chance to grow. Some helpful tips:

    – Focus on being clear and authentic, not perfect.
    – If you’re unsure what to say, asking a follow-up question is a great way to stay involved.
    – Write down a few key points before the session so you feel prepared to share.
    – Nerves can speed you up. Take a breath and pace yourself.
    – Refer to peers by name to create a more personal and respectful exchange.

    Each time you speak up, you grow. You gain confidence. You sharpen your communication skills. And you remind others that learning is a journey we take together.

    #### Writing With Intention: Connect in Digital Communities

    In digital spaces, your words are your presence. Written communication gives us time to think, reflect, and revise. We can choose our words carefully, review what we’ve written, and make edits until we’re confident in what we’re saying. This makes writing a great way to express ideas clearly and thoughtfully. At the same time, it’s important to remember that people might read things differently than we intended. Since they can’t hear our tone of voice or see our facial expressions, we need to write in a way that’s clear, respectful, and welcoming. Using a neutral and thoughtful tone can help avoid confusion and make others feel included. Here are a few helpful tips for strong written communication:

    – Start with a purpose: Know what you want to say and why it matters.
    – Be concise and clear: Keep your message focused—avoid long tangents or unclear phrasing.
    – Use inclusive language: Words like “we,” “us,” or “let’s” foster a sense of community.
    – Add structure: Use short paragraphs, bullets, or bolded phrases to make your message easier to read.
    – Read it out loud: If it sounds unclear or awkward, revise it.
    – Be mindful of tone: Tone can be easily misread online. Try to avoid sarcasm or too much negative language.
    – Close with an open door: End your message by inviting others to share their thoughts.

    The more you practice writing in digital communities, the stronger your communication skills will become, both online and in everyday life. Every post you write is a chance to build confidence and grow your voice.

    #### Understanding and Practicing a Growth Mindset

    A growth mindset is the belief that your abilities, intelligence, and skills aren’t fixed—they can improve over time with effort, learning, and persistence. This mindset helps you see challenges and mistakes not as failures, but as chances to grow and discover new strengths. When you have a growth mindset, you’re more willing to try new things, take on challenges, and keep going even when something is difficult. You also become more open to feedback, because you see it as helpful, not personal. These qualities support lifelong learning, which means continuing to grow and adapt long after a course or program ends. Some of the key skills that come with a growth mindset include:

    – Self-reflection: being able to look back on your experiences and learn from them
    – Adaptability: staying flexible when things change
    – Resilience: bouncing back after setbacks
    – Curiosity: asking questions and wanting to learn more
    – Perseverance: keeping at it, even when things get tough
    – Open-mindedness: being willing to hear new perspectives or change your mind

    In digital communities, these skills help you connect with others, learn from different viewpoints, and contribute in meaningful ways. Every post, question, and moment of learning is a step forward, not just for you, but for everyone in the community.

    #### Staying Open to Growth

    When we’re excited about a topic, it’s easy to feel like we know a lot—and sometimes we do! But it’s also natural to overestimate our understanding, especially when we’re just starting out. This happens to everyone, and it’s part of the learning process. What really matters is how we respond when we come across new ideas or realize there’s more to learn. A growth mindset means being open to learning, asking questions, and staying curious—even when we don’t have all the answers. It helps us grow stronger as learners and as contributors in our digital communities. On the other hand, a fixed mindset can make us feel like we always must be right or already know everything. This can make it harder to truly connect with others and learn from different perspectives. Digital communities thrive when people bring curiosity, humility, and willingness to grow together. Every post, reply, or question is a chance to learn, not just teach. A few tips to help guide a growth mindset when communicating in a digital space:

    – Start with “What if…” or “I wonder…” to stay curious.
    – Focus on learning, not winning. The goal isn’t to be right—it’s to grow.
    – Listen to understand, not just to reply.
    – Let gaps in knowledge guide your questions. Uncertainty = opportunity.
    – Reframe disagreement as dialogue. It’s a bridge, not a battle.

    #### Giving Feedback That Helps Others Grow

    Giving feedback in a digital community can feel tricky—especially when we want to share a different perspective or point out something that might need improvement. But feedback doesn’t have to feel uncomfortable or negative. When done with care, it can be one of the most powerful ways we help each other grow. Constructive feedback means offering thoughtful, specific suggestions that help someone improve. It focuses on ideas, actions, or content—not on the person. Instead of saying what’s wrong, we talk about what could be stronger and how. This kind of feedback shows respect, encourages learning, and builds trust. In a strong digital community, giving and receiving feedback helps everyone learn. It strengthens relationships, encourages collaboration, and creates a safe space for honest communication. Offering constructive feedback is also a skill—and like any skill, it improves with practice. It helps us become better communicators, more thoughtful listeners, and more supportive community members. Skills involved in giving and receiving respectful feedback include:

    – Empathy – considering how your words will be received
    – Clarity – focusing on specific points and examples
    – Positivity – encouraging growth, not just pointing out problems
    – Active listening – understanding the other person’s point of view
    – Emotional intelligence – staying respectful and professional, even when there’s disagreement

    Remember, good feedback isn’t about being “right;” it’s about helping each other grow.

    #### Welcome to the IDS-104 Learning Community

    Just like the topics we explore in this course, the IDS-104 learning community is designed to help you connect, grow, and learn with others. This is your space to share ideas, ask questions, and support one another along the way. You can access the IDS-104 learning community by visiting the Optional Resources section in this module. There, you’ll find spaces where your peers are engaging in thoughtful discussions, offering feedback, and supporting each other’s learning journeys.

    As you explore the posts and conversations, try to spot some of the communication skills we’ve talked about in this module. Ask yourself the following:

    – Can you see examples of a growth mindset—people staying curious, open to feedback, or learning from mistakes?
    – Can you find constructive feedback that’s thoughtful and helpful?
    – Does the tone feel welcoming and respectful?

    Once you’ve had a look around, don’t be shy—join in! Your voice matters here. Whether you're sharing your thoughts, responding to someone else, or asking a question, you're contributing to a community that grows through connection. This is a great place to practice your communication skills and be part of something meaningful.

    #### References

    Tromp, A. (2021, September 13). 5 1/2 things about growth mindset from Dr. Tromp. Boise State Student Life Blog. https://www.boisestate.edu/student-life/5-1-2-things-about-growth-mindset-from-dr-tromp/

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