Before beginning my needs assessments in courses ED 680, ED 684, and ED 688, I was familiar with a needs assessment plan

but had not completed a full needs assessment until I started developing the final project in ED 688. Working as a human resource specialist, I had prior knowledge of the needs of the facility and employees regarding payroll and insurance; therefore, I knew the best ways to collect information and to analyze my findings such as employee questionnaires and direct observation. As a review, I proposed to create a new hire benefit orientation packet and quarterly South Carolina Enterprise Information System (SCEIS) trainings. I recommended these changes because the benefit orientation materials that were presently being used did not reflect modern insurance and retirement information. I believed new employees would profit more from up-todate learning materials and hands on learning. In addition, current employees were not properly trained when the SCEIS mandates took effect; therefore, the optional quarterly SCEIS trainings for present employees offered instruction on basic SCEIS skills that are a requirement for the South Carolina Department of Mental Health (SCDMH). I conducted these trainings and encouraged the facility stakeholders to participate as well. Since the new orientations and SCEIS trainings have been inaugurated, both have been effective and well received by facility stakeholders and employees of the SCDMH. The new hire benefit orientations introduced available insurance options and mandatory employee responsibilities while the SCEIS trainings not only provided direction for current SCDMH employees but helped develop personal and professional relationships between staff members and the facility stakeholders. Since modernizing the benefit orientation packet, new employees have learned valuable insurance information and have grasped several aspects of the SCEIS system. The information referenced in the modernized new hire benefit orientations is a result of the needs assessment

plan that I conducted in ED 680. From collecting information from new employees and evaluating the gathered information, I gained knowledge on which areas need more attention and what topics needed clarification. To ensure I received adequate information, I requested that new employees complete an anonymous questionnaire that asked questions such as Do you feel you were adequately educated on the benefits offered by the South Carolina Department of Mental Health? Why or why not? and Was there any part of the benefit orientation you thought needed more instruction or detail? I believe requesting information from employees who are newly hired is the best way to receive efficient information, and I will continue to use questionnaires as future problems or needs arise. The modernization of the new hire benefit orientations and SCEIS training programs have succeeded in generating teamwork and self-assurance among employees. New employees have responded well to the benefit orientations because they have applied knowledge and have learned how to perform timekeeping duties before beginning employment. As a review, the updated new hire benefit orientation packet includes insurance plan comparisons, retirement options, deferred compensation, individual retirement accounts (IRA), and contact information for insurance providers. Also included are in-depth SCEIS instructions that offer direction on navigating the system and performing routine tasks such as entering daily working times and leave requests. By increasing the allotted time for new hire orientations, new employees have successfully mastered the components of insurance and retirement options as well as basic SCEIS timekeeping tasks. Additionally, current employees have profited from the new SCEIS trainings because there has been an increase in employee knowledge of the SCEIS system and a great decrease in confusion and error among employee timekeeping entries. I know this to be true because there

have been fewer errors on employee timesheets, and I have received fewer questions about basic timekeeping duties. During the SCEIS trainings for current employees, employees did utilize SCEIS imitation accounts and were not fearful of hindering their personal SCEIS accounts. During the optional SCEIS trainings, employees practiced entering working times, submitting leave requests, and deleting approved submissions. I utilized a PowerPoint presentation to demonstrate the necessary steps and explain any uncertainties employees had. To ensure I created a SCEIS training program that reflected current employee needs, I created a second anonymous questionnaire for current employees that asked questions such as What are your thoughts on the current timekeeping system?, Are you able to successfully enter working times and leave requests on a daily basis?, Do you feel your supervisor is knowledgeable of approving working times and leave requests?, Would additional timekeeping training be beneficial to your needs? Employees were asked to complete the questionnaire and return it to the human resource drop box within a two week period. Again, I believe employee questionnaires are a beneficial method to receive feedback because employees may complete them at their convenience and not worry about job interference. Additionally, after receiving completed questionnaires, I began to analyze my findings and construct the training program. I shared all of my findings with the facility stakeholders to gain their approval and encourage them to participate in all areas of the SCEIS trainings, such as answering questions and demonstrating tasks if needed. As previously mentioned in a prior course, there was not a separate training for supervisors thus I distributed additional instructions to supervisors and directed supervisors to contact me for further assistance. Since the trainings have begun, there have been little to no timekeeping errors among employees, no overpayments, and no underpayments. Hence, the

trainings have been well worth my time and effort because employees have spent more time on consumer and facility needs and less time worrying about possible time entry errors. The facility stakeholders have also benefited from the SCEIS trainings because they now interact with employees on a regular basis and hold friendlier conversations. Following the evaluation of the project, I learned of strengths and weaknesses in both of the training programs. Some strengths noted in the benefit orientations included collecting information directly from new employees, encouraging new employees to discuss benefit plans in detail and to allow as much time as needed, and offering employees the opportunity to train on the SCEIS system with the instructor where they can receive help as needed. The weaknesses in this plan consisted of employees not fully understanding available benefits and choosing a plan based on what is discussed during orientation and not based upon their needs. Also, the SCEIS system has many functions so I will not have sufficient time to review each portion of it during training. The strengths of the SCEIS trainings for current employees include reviewing and demonstrating exact employee tasks, the instructor being available to answer any questions or clarify a subject if needed, and peer support among employees. The weaknesses of the SCEIS trainings included being an optional training, staff cancellations or not showing up for training, and staff using the training for other purposes such as socializing. After conducting several new hire benefit orientations and several SCEIS trainings, stakeholders have agreed that both learning opportunities have been a constructive development for the facility. More employees have embraced the SCEIS system instead of detesting it because they have become familiar with the system and they know how to properly utilize it. Furthermore, the training programs have been cost effective as the approximate total for training supplies was $298.92 last year. I hope to soon educate all current employees and later propose

annual SCEIS trainings as a review although new hire benefit orientations will remain in effect for all new employees and will be updated as new materials are established. If the SCEIS program is modified, I will adjust the reference sheets to reflect current tasks as needed. In conclusion, the new hire benefit orientations and SCEIS timekeeping trainings have been efficient and advantageous to employees and the facility. Both programs were created based on direct employee concerns and frequently asked questions. The trainings were also conducive to employee needs and have been successful in helping employees of the facility learn and master mandatory SCEIS timekeeping tasks. The SCEIS trainings encouraged employees to work as a team and to support others within the facility regardless of position status. Furthermore, the benefit orientations and SCEIS training program have helped expand my skillset in relation to adult education and training because I had to collect information, analyze the gathered data, and design materials that adults could utilize to learn new abilities and skills. Because my workplace employs a variety of ages, the learning materials that I created had to be general enough that all employees could comprehend them but still teach and demonstrate skills efficiently. Following several benefit orientations and SCEIS trainings, I have learned that I enjoy helping my coworkers learn and assisting them in their daily job duties. I found satisfaction in guiding my colleagues and answering their questions. Although I was pleased with the outcomes of the trainings, I found it frustrating that several employees took advantage of the SCEIS trainings and used them for personal gain. I am aware that this behavior will be present in all trainings; however, I must learn to accept the behavior and focus on other employees who essentially need extra help. In addition, this project revealed that I am confident resolving workplace problems while putting the needs of employees and the facility first. I believe this project demonstrated my competence in training adult learners and validated my structured but

flexible manner. From completing this project I have learned that having an open mind and willingness to learn from others is the best way to effectively train adults. Adult learning will constantly vary depending on the situation and the needs of individual learners.