Assignment 2: SWOT Analysis And Presentation

Quick tips from Dr. Johnican regarding assignment two!

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Assignment 2 Submit Here

Assignment 2: SWOT Analysis and Presentation

Due Week 4 and worth 150 points

Based on the feedback from your professor for the first assignment, you will continue working on your recommendations for an LMS for your organization. You must compare and contrast two (2) different LMSs using a SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis on each system that you have identified as two (2) potential solutions. One of the LMS will be Moodle and you can Pick the Open LMS.

Once you have completed the SWOT analysis, you will create a presentation for the organization so that they are able to make the best choice possible.

You must submit the SWOT analysis and your recommendation as two (2) separate files for the completion of this assignment. Label each file name according to the section of the assignment it is written for.

The following resources may help you with this assignment:

· Article titled “SWOT Analysis”, located at http://www.washington.edu/research/rapid/resources/toolsTemplates/SWOT_analysis.pdf

· Article titled “SWOT Analysis”, located at http://www.mcafee.cc/Classes/BEM116/PDF/SWOT.pdf.

Note: You may also use Internet or Strayer Resource Center for articles on SWOT analysis.

Write a two to four (2-4) page paper in which you:

1. Select one (1) proprietary LMS (Moodle) and one (1) open-access LMS (Pick One) that provide viable solutions for your organization. Provide a rationale for your selections.

2. Compare and contrast the two (2) selected systems using a SWOT analysis on each system and summarize the main findings from your analysis.

3. Based on your SWOT analysis, recommend the LMS that you believe will best support the organization’s needs. Justify your response.

4. Create a five to ten (5-10) minute presentation for your organization explaining your recommendation for an LMS. Note: The presentation may be completed in PowerPoint, Prezi, video, other presentation software, or as a written script. The presentation file is not included in the required assignment page length. You can record the audio for your presentation or include a written script. Typically, you should allocate about one (1) minute per slide.

5. Provide at least three (3) reliable, relevant, peer-reviewed references (no more than one [1] used previously), published within the last five (5) years that support the paper’s claims.

6. Format your assignment according to the following formatting requirements:

a. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

b. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.

c. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

The specific course learning outcomes associated with this assignment are:

· Analyze an organization’s learning needs and rationale for selecting a Learning Management System (LMS).

· Differentiate between proprietary and open-access LMS.

· Describe the components of a typical LMS.

· Recognize strengths and constraints of an LMS.

· Evaluate assessment tools and capabilities of an LMS.

· Use technology and information resources to research issues in technology tools to manage learning.

· Write clearly and concisely about issues in technology tools to manage learning using proper writing mechanics.

I will attach the 1st assignment. The company I’m creating my LMS is for the FRTIB (Federal Retirement Thrift Investment Beau)

Running Head; ACQUIRING A LEARNING MANAGEMENT SYSTEM 1

ACQUIRING A LEARNING MANAGEMENT SYSTEM 8

 

 

 

 

 

 

 

 

 

Acquiring a Learning Management System

Larry Ratliff

Strayer University

EDU 541

October 19, 2018

Dr. Johnican

 

Acquiring a Learning Management System

The Organization and Departmental Training Provided

The Federal Retirement Thrift Investment Board is an American independent institution, based on the ideology of social security, with the mandate of managing the thrift saving plan that was developed to help federal employees and even members of the uniformed services save money to spend in retirement ages (Birdthistle, 2017). The organizational has a workforce of 270 employees who are distributed in the various departments of the organization and are responsible for the positive reputation the organization has earned over time (Birdthistle, 2017).

To maintain institutional efficiency, the Federal Retirement Thrift Investment board has within its organizational structure a department of corporate training. The department, where I work in, has professionals with the ability to assess skill and knowledge gap among the staff and recommend to the human resource department training programs based on the specific individual skill needs by each employee (Birdthistle, 2017). The analysis of employee skill capacities is done after every six months although emergency cases warrant quick plans for training. Usually, our training is customer service, information technology and finance disciplines.

The Current Systems and Processes Used for Education and Training

As currently set, the establishment has developed an elaborate and comprehensive system of corporate training. Usually, the corporate training department gathers insights on skill gaps in the organization through employee feedback and suggestions where workers suggest training on specific areas, customer feedback where served customers suggest areas they were not properly served while seeking our services and constant research where our department assess current best practices and the same is referred to our employees. Upon identification of areas where our staff skill capacity does not meet the demands of the daily tasks in the industry, our departments develop a report detailing recommendations to the human resource department and to the management.

Internal training presents organizations with the opportunity to accurately determine training needs and provide employees with friendly trainers with whom they can exchange with and refer from in case they need individualized training (Sung & Choi, 2014). cognizant of this, our department provides for internal training where our professionals have the skill capacity. In case of specialized training our department contracts outside trainers who either train them on our premises or offsite the employee’s preferred venues. Our department further recommends scheduled training programs for our employees to the human resource department.

Internal Administrative and Educational Stakeholders That Will Access and / Or Maintain the Lms. Specify Each Stakeholder’s Role for The Lms.

The adoption of the learning management system is a step forward towards building an internal capacity to frequently improve the knowledge of institutions (Arkorful & Abaidoo, 2015). Its acquisition, access and maintenance will be subject to the contributions of the following departments as key stakeholders (a) The training department. This department will be the custodian of the system by nature of its functionality. The department has, therefore, administrative access to the system setting its goals and constantly review the frequency of training of employees internally through the system. The department will, however, make the training decisions through the guidance of the other key stakeholder departments, (b) the management department. All administrative duties are reserved for the management department in that even the training department can only make recommendations and seek support from the management. However, this stakeholder department will purely manage the system through delegation of its management functions to the training department and to the other three stakeholders, (c) The human resource department. This stakeholder department serves to provide the training department with employee details, developing employee motivation towards the training activities and even hiring more specialized skills to train our employees and, (d) the public relations department. The learning management system will be programmed based on data gathered from employees and from served customers. The public relations department will provide the training department with data on who needs what training for the department to engage the specific individual, team or even department in a training program.

Needs of The Organization That You Foresee Will Benefit from an Lms Based Upon the Stakeholders’ Roles.

The new system of corporate training, the learning management system will meet the following specific needs to our organization. First, the learning management system provides for individual employees with education feedback as it comes with a tests package where employees can test their skills (Kerzner & Kerzner, 2017). This will provide the training department with more accurate training needs analysis to ensure that only necessary training is carried out. Secondly, the system provides orderly management of training sessions and provides the training department with rich data to guide their decision making concerning who to train and when to train them on (Kerzner & Kerzner, 2017).

Thirdly, the learning management system allows online training of employees and facilitates guided research by employees providing them with more opportunities and experiences to learn from (Kerzner & Kerzner, 2017). This attribute of the system allows employees to seek customized training and avoid a situation where they have to embark on learning content. Fourth, the learning management system provides for personalized learning an aspect that motivates them to learn better and acquire helpful skills in executing their tasks. Finally, the online studying opportunity provides for diverse knowledge where employees can learn without relying on the long processes of organizing training and scheduling which is not convenient for adult training. The above five contributions of the learning systems will make the training department more efficient in its staff training endeavors.

Prioritization and Classification of the Needs in Order to Select the Right Lms for Your Organization.

While acquiring the new learning management system for our department in a bid to facilitate efficient corporate training our choice of the systems will be influenced by the following priorities. First, the department will consider a system that will provide diverse knowledge for employees. This is because the service industry which our organization fits is dynamic and requires frequent updating of skills by employees to efficiently meet customer needs (Chowdhury & Quaddus, 2016). Our second priority will be on a system that keeps individual employee training records to facilitate decision making with regards to training. This will eliminate instances of unwarranted training and cases of long periods without employee training. Thirdly, we will prioritize on a learning system that allows personalized training where employees will promptly get to improve their skills without having to wait for organized schedules, an arrangement that will motivate the employee to self-improve themselves (Chowdhury & Quaddus, 2016). Our next priority will be a system that generates personal employee feedback to inform them on areas they need improvement and others where that are already trained to avoid wastage of resources on unproductive courses. Our last priority will be on a system that will be able to utilize information from research and from data give by our customers to guide on the specific aspects that the worker needs to improve on.

Strategy for Assessing Proprietary and Open-Access LMSS to Correspond with the Needs of the Organization.

To ensure that the acquisition process succeeds in providing the department with an effective learning management system, the department should embark on the following strategy. Departmental managers in the training department should assess the uniqueness of our training needs and come up with a system that specifically meets the staff education requirements such as the need for personal training and the incorporation of a customer feedback and the job market research to guide the training needed. Secondly, the department heads should involve employees before purchasing the systems to ensure that the system will be positively perceived by the employers who join as beneficiaries of the system. Additionally, stakeholders should make sure the system’s expertise requirements match those of the internal staff capacities for easy implementation and operationalization (Kuratko et al 2014).

 

 

 

 

 

 

 

 

 

References

Arkorful, V., & Abaidoo, N. (2015). The role of e-learning, advantages and disadvantages of its adoption in higher education. International Journal of Instructional Technology and Distance Learning, 12(1), 29-42.

Birdthistle, W. A. (2017). Federalism of Personal Finance: State & Federal Retirement Plans. Seattle UL Rev., 41, 367.

Chowdhury, M. M. H., & Quaddus, M. A. (2016). A multi-phased QFD based optimization approach to sustainable service design. International Journal of Production Economics, 171, 165-178.

Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Kuratko, D. F., Covin, J. G., & Hornsby, J. S. (2014). Why implementing corporate innovation is so difficult. Business Horizons, 57(5), 647-655.

Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412.