Moderating Roles of Voluntary Participation and Evaluation

Training and Development

A two-day training program for a group of 20 employees might include instruction to address identified needs. These needs can be determined through a Training Needs Analysis (TNA). By considering factors such as previously completed training and future organizational requirements, it is possible to create an overview of the skills or knowledge required for effective job performance (Pappas, 2022). Having gathered this data, a trainer can then design a fitting training program that takes into account each employee’s needs while meeting the overall objectives of the organization. For example, an instruction session on proper communication techniques could be run within the given two days. This is necessary to ensure that employees have better understanding of proper etiquette when dealing with clients or customers, further aiding in the growth of the business.

Conducting a TNA for a group of 20 employees is a necessary step before beginning any training program. Such an assessment can identify what skills and competencies are lacking among the employees that could be addressed through further training. Specifically, two or three identified needs could be used to develop an appropriate approach to training. For a virtual team, these needs would be: using virtual communication tools, and conducting artificial intelligence-driven assessments (Hawkins, 2022). Once these needs have been determined, various approaches can be considered depending on the desired outcome; for example, utilizing self-paced eLearning modules may focus more on individual skill development while classroom learning focused on collaboration may foster better teamwork amongst the group of 20. Ultimately, by conducting an appropriate TNA beforehand and taking into account actions that would best meet the identified needs, it is possible to provide an effective approach to employee training.


The objective of this training program is to prepare the group of 20 employees so they can effectively and efficiently utilize virtual communication tools while conducting artificial intelligence-driven assessments. This training needs to focus on teaching the employees relevant skills that give them both a basic understanding of the technology, as well as more detailed knowledge in order to properly implement solutions. The program should support the employees’ ability to navigate connecting through various digital platforms and coordinate with multiple individuals simultaneously. Furthermore, the program must provide employees with adequate instruction on how to conduct artificial intelligence-driven assessments and interpret their results for improved customer relations and business performance. Ultimately, these modules should equip the team with up-to-date knowledge and aid in building proficiency in using virtual communication tools to deliver increased customer satisfaction.


Training on virtual communication tools and AI-driven assessments is an invaluable investment for the long-term success of any organization. Our recommended two-day program provides an intensive training period that is sure to equip your employees with the skills they need to confidently use these technologies in their daily work. To ensure that this training experience meets the needs of all learners, we will provide customizable course options and engaging activities for each participant. We have also carefully considered the cost associated with offering this program; our comprehensive cost estimate comes in at a total of $2000, making it an affordable option for any group of twenty employees.

Such a program will require proper scheduling, including hour-long sessions to cover each task with proper explanation. An approximately 2-hour break between modules should also be allotted. Once divided into modular units, the topics can be broken down further into the required cost analysis per segment (totaling 2 ten-hour days); such details should include the instructor’s compensation rate ($50 per hour), learning materials (assuming any are necessary) ($50 per participant), and other resources used in implementing each module (none).

Learning Module

An e-learning module will be used, as this would provide individualized materials that can be accessed at any time (Sandberg et al., 2022). Alternatively, a one-day face-to-face training program could be preferred as it could offer more collaborative activities to help the employees engage in learning (Latif et al., 2013). With the right approach, any of these methods may adequately equip the participants with the skills and knowledge they need to succeed (Sung & Choi, 2018). For this group, the best approach would be a face-to-face training program, where in-person support could be given to guide participants through the process.

Agenda of Activities

The training program for a group of 20 employees learning skills for working with virtual communication tools and conducting artificial intelligence-driven assessment will start by having an introductory session that outlines the importance of the course and its goal. This will begin with these words: All employees at our organization can benefit from becoming familiar with today’s virtual communication tools and AI-driven assessments. They can help to improve the way we interact with each other and make our daily work more efficient. With this course, we aim to empower our workforce with the knowledge needed to master these modern technologies, thus boosting productivity and efficiency for the whole organization.

This will be followed by team building activities to help develop rapport among the participating members. Through shared experiences and problem solving tasks, participants have the opportunity to learn more about each other and establish relationships built on trust.

Specific sessions will then focus on teaching the participants about different virtual communication tools, as well as introducing them to conducting AI-driven assessments.

Each module will end with a review of what was taught and subsequently provide feedback from the instructor so that participants receive confirmation that they have acquired the knowledge required.

Finally, concluding activities will tie together all components of the training program and give learners an opportunity to reflect on what they have learnt.


Group activities can be an effective way for twenty employees to become familiar with virtual communication tools and artificial intelligence-driven assessments. In particular, team building activities can help these individuals develop rapport by encouraging them to interact in a non-threatening environment. Building relationships through in-person training creates an atmosphere of cooperation that enables everyone to contribute their best efforts as they pursue shared learning goals. By cultivating team cohesion through engaging in activities specifically designed for this purpose, these twenty employees can begin the process of forming unified teams characterized by respect and understanding with regard to the tasks at hand.


Hawkins, M. (2022). Virtual Employee Training and Skill Development, Workplace

Technologies, and Deep Learning Computer Vision Algorithms in the Immersive Metaverse Environment.Psychosociological Issues in Human Resource Management,10(1).

Latif, K. F., Jan, S., & Shaheen, N. (2013). Association of Training Satisfaction with

Employee Development aspect of Job Satisfaction.Journal of managerial sciences,7(1).

Pappas, C. (2022). 7 Ways To Choose A Training Needs Analysis Company In Your


Sandberg, B., Stasewitsch, E., & Prmper, J. (2022). Skills Development through Virtual

Art-Based Learning: Learning Outcomes of an Advanced Training Program for Project Managers.Education Sciences,12(7), 455.

Sung, S. Y., & Choi, J. N. (2018). Effects of training and development on employee

outcomes and firm innovative performance: Modrating roles of voluntary participation and evaluation.Human resource management,57(6), 1339-1353.

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