HRM481 CSU Adidas Training Plan Assessment The content of my paper only needs to be 1-2 pages long. I have written a whole page but I am not very happy wit

HRM481 CSU Adidas Training Plan Assessment The content of my paper only needs to be 1-2 pages long. I have written a whole page but I am not very happy with it as I hit a brick wall. Need someone to clean up what I have written and write the last paragraph or so. The paper needs to address the following:Provide a brief background of the organization and detail the general issues/problems that the training was intended to address (for example, the lack of motivation within the sales force).Present the general components of an effective training plan and assess whether the training program developed and implemented in your example followed general components of an effective training plan, explaining why it did or did not.Finally, evaluate whether the training plan may be effective or not, stating how you would modify the training plan to raise the chance that it may effectively modify the behavior/attitude of the organization’s employees and therefore lead to greater productivity and profitability. Running Head: TRAINING PLAN ASSESSMENT
Option 1: Training Assessment
Mari Johnson
(HRM481) – Capstone Human Resource Management
Colorado State University – Global Campus
Dr. Harold Shoemaker
March 01, 2019
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TRAINING PLAN ASSESSMENT
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Training Plan Assessment: Adidas
Adidas, a famous sports apparel company made popular by its signature ‘three stripes’,
has always focused their training programs on workforce development and skills training
(Meister, 2014). Matthias Malessa, the company’s Chief Human Resources Officer, believed that
there is more opportunity to learn when the delivery is ‘light, desirable, and fun’. With a young
workforce averaging 30 years and the realization that classroom setting is too narrow (Meister,
2014), Adidas redesigned their training program to evolve into a digital learning platform.
Components of an Effective Training Plan
An effective training plan must be aligned with the organization’s strategic goals. An
organization that has a definite strategic plan knows what they expect out of their employees’
performance, making it easier to draw out a training plan that will help them develop these types
of employees for the overall success of the organization. Adidas designed their training program
to be consistent and a captivating experience for their employees not only in their main locations
but across all their locations around the world.
With a workforce that is slowly transforming and moving away from the ‘baby boomers’
to the ‘millennials’, it is important to design a training program that caters to the younger minds.
Adidas has embraced the evolution of the workforce by implementing a digital way of learning,
the use of videos, infographics, and even involving the use of social media, therefore inciting
creativity (“culture,” n.d.). Another important component of an effective training program is a
communication plan that conveys to employers and key players at all levels of the company how
the program works, how it is expected to contribute to the company’s strategic plan (Shiplett,
2006).
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TRAINING PLAN ASSESSMENT
References
culture. (n.d.). Retrieved from https://www.adidas-group.com/en/group/culture/
Meister, J. (2014, July 21). A New Way Of Working And Learning: Adidas Style. Forbes.
Shiplett, M. H. (2006). Training Programs, Processes, Policies, and Practices. Washington, DC:
Transportation Research Board.

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