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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.

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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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    – 5
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  • [Solved] HRM 6303 VIII

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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 h…

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    **## 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

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    Overview

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    Create your discussion post, which should include a block quote of the passage you chose, with the APA citation. In your post, do the following:

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    · Discuss simple and complex considerations. For example:

    · Simple: The author uses strong active verbs.

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    · Develop the outline of a literature review.

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    Overview

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    Action Items

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    [Literature Review: Introduction and Outline – Peer Review](https://franklin.instructure.com/courses/23269/assignments/597297) assignment.

    · See this article for more information:
    [Where can I find my peers’ feedback for peer reviewed assignments?Links to an external site.](https://community.canvaslms.com/t5/Student-Guide/Where-can-I-find-my-peers-feedback-for-peer-reviewed-assignments/ta-p/320)

    2. Complete your introduction and outline.

    3. Compose 1-2 paragraphs explaining how you integrated feedback from your peer and reflecting on the feedback process.

    **## Discussionweek4.docx**

    Discussion: Breaking Down Style Due Nov 13

    Purpose

    This assignment is intended to help you learn to reflect on writing habits and the writing process.

    Overview

    In this assignment, you will select a well-written passage from a literature review that you have read during this class. You will break down its style and the elements that make you believe it is well written.

    Create your discussion post, which should include a block quote of the passage you chose, with the APA citation. In your post, do the following:

    · Describe the style elements that make it a good passage for a literature review.

    · Discuss simple and complex considerations. For example:

    · Simple: The author uses strong active verbs.

    · Complex: The author balances short and long sentences based on the complexity of the ideas.

    · Revise the passage to make it worse. Try to break down, reverse, and reduce the quality of the stylistic strengths you identified.

    Literature Review: Introduction and Outline Due November 16

    Purpose

    This assignment is intended to help you learn to do the following:

    · Develop the introduction of a literature review.

    · Develop the outline of a literature review.

    · Use peer feedback to revise academic writing.

    Overview

    In this assignment, you will review the peer feedback you received in the
    [Literature Review: Introduction and Outline – Peer Review](https://franklin.instructure.com/courses/23269/assignments/597297) assignment. You will use this feedback to improve your introduction and outline.

    You will also discuss how you integrated the feedback and in what ways it was helpful. You should provide specific examples of changes you made based on the feedback.

    Finally, you will reflect on the feedback process, considering the impact the feedback made on your work.

    Action Items

    1. Review the peer feedback you received in the
    [Literature Review: Introduction and Outline – Peer Review](https://franklin.instructure.com/courses/23269/assignments/597297) assignment.

    · See this article for more information:
    [Where can I find my peers’ feedback for peer reviewed assignments?Links to an external site.](https://community.canvaslms.com/t5/Student-Guide/Where-can-I-find-my-peers-feedback-for-peer-reviewed-assignments/ta-p/320)

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    3. Compose 1-2 paragraphs explaining how you integrated feedback from your peer and reflecting on the feedback process.

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    **Project Assignment**
    By the end of Week 3, you are required to submit:
    **Public Health Writing Project**
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