ARTIFACT DESCRIPTIONS: The following requirements and limitations that I would have addressed are: 1.

What method or methods would you use to train these individuals? Use these methods to explain why you chose a particular approach. For example, why would it be the most effective method, or most practical, or most likely to ensure timelines and project goals are achieved? If more than one method is appropriate, explain why. There are presentation methods and hands-on methods that can be used for training program. These methods are listed in chapter seven from the Employee Training & Development book. Lectures and audiovisual techniques are presentation methods. On-the-job training, simulation, case studies, business games, role plays, and behavior modeling are hands-on methods for training. 2. Describe your training in as much detail as you can. Address at least the following: A. Length of Training (I.e. days) B. Training Content - create an agenda or syllabus if you like (simple one) C. List - lecture topics, exercises, delivery timetable, objectives, cost, staff needed, etc. 3. How would you ensure that the Special Agents would actually be qualified to serve as interviewers when they complete their training (evaluation of knowledge)? That is, how would you maximize learning and transfer of training? Use the model of the transfer process to guide your answer, and address each of the key features of the model.

The FBI in West Virginia is planning to hire a large number of new Special Agents in the next 3 years. As a general trainer for the FBI with one month to develop a training program, I will prepare mid-level Special Agents to serve on interviewing panels. I have four months to make the mid-level Special Agents into interviewers. I am going to train Special Agents from across the country as the applicant interviews will be conducted in numerous field offices around the United States. I have to consider all of the requirements and limitations listed above while I am doing the training program for the FBI Special Agents. The FBI Special Agents are responsible for conducting complex national security investigations. So, that means they need a magnificent training program to make them qualified for this job. The most important step that anyone needs to go through before starting a new job is the interview because the interviewer tries to make sure how much the interviewee wants this job in short period of time. So, interviewing is one of the steps that the new Special Agents need to pass to be hired for this job. The FBI wants mid-level Special Agents to serve on interviewing panels. This means that the interviewing panel will be comprised of current mid-level Special Agents. In order for the mid-level Special Agents to serve on interviewing panels, they need a training program. I will start the training program by choosing methods and describing the training process in detail. Then, I will finish the training by evaluating the Special Agents that are trained to serve as interviewers. The methods that I will use to train the mid-level FBI Special Agents to be interviewers are audiovisual techniques and role play.

First, the audiovisual techniques are to show the trainees Slideees and videos about the training process. I chose this method because I need the trainees to see and hear at the same time. This will help the trainees to better understand the information being given. In my Slideee, I am going to have sample interviewing tips and discuss these tips with the trainees. For example, these tips are on how to be a good interviewer such as: being prepared for the interview. Also, trainees need to know some of the characteristics of a good interviewers personality, and then they should be able to find out how to apply these personalities to their own. After that, I will show them different interviewing videos for right and wrong examples. These examples will help the trainees discuss what they liked and did not like in these interviews. I think this method is effective because it can deliver to the trainees real-life experiences and examples from the Slideees and videos. Also, this method helps the trainees to see the good and bad examples of an interviewers performance. I believe that when trainees watch a video about something, it will help them remember and apply it. After a brief explanation about the topic, I think the audiovisual method is a good way to start the training session. The second method is role playing, which makes the trainees act out characters assigned to them. This method can be difficult for the trainer, especially when training adults, because adults do not feel comfortable playing a certain role. The trainer may have difficulty in convincing the trainees to play such a role. However, role playing is an effective method because it will require the trainees to act out real life situations and focus on their interpersonal responses. I will assign one trainee to be the interviewer and another to be the interviewee. Then, I will make the others watch and write comments about what is wrong with the interviewer. After they have an idea about the good personality that the interviewers should have, I will use this method. It is important to explain the purpose of this activity in order to motivate the trainees to perform.

This is because adults need to know the reason behind anything they are about to do. For example, the purpose of this activity is for the mid-level Special Agents to be able to perform as an interviewer in the real situation. In my opinion, these are the most appropriate methods to train the FBI Special Agents to be interviewers. This training will make the trainees utilize the right skills and experiences that will enable them to hire new Special Agents. The training program for the mid-level FBI Special Agents to be interviewers will be two hours a day for four days. It will be from 10 a.m. to 12 p.m. The training should be held in a convenient room with a projector. This will allow me to illustrate the process for the trainees using visual and audio aids. The purpose of the program is to provide training for the mid-level Special Agents to be interviewers who will hire new Special Agents to the field offices around the United States. On the first day of the training program, the mid-level Special Agents will have an introduction of the trainer, trainees, and an ice breaker. Then, they will be shown the learning objectives that they should be able to perform by the end of the program. After that, they will have an introduction to this training for becoming the Special Agents interviewers. Also, there will be a PowerPoint presentation which includes some of the bad personality characteristics that some interviewers have. I will then show them some interviewing videos as an example and have a discussion about it in order for them to avoid these bad characteristics in the workplace. By the end of the first day of training, they should fully understand the bad qualities interviewers should not have. After the first day, the participants will know the negative qualities that an interviewer may have. The FBI Special Agents will be given good tips for strong interviewing qualities. Also, I will show them a video as an example. Then, they will have a discussion about these

good qualities and what they can add to it. Also, there will be activities, like sharing some personal experiences during interviews that they have had in their lives. For the first two days I will be using the audiovisual techniques, by showing them Slideees and videos with audio explanations. On the third day, the participants should have a better understanding of the positive and negative attitudes that the interviewers may have and how it can affect their choice concerning new Special Agents. They will be trained by the role playing method with an explanation for the roles that each one will play. Some of the trainees will act out being interviewers in real-life and others will act as interviewees. Then the others will have to take notice and make comments. All of this process will be recorded while they are acting so they can watch it again and see what is right and wrong. After that, they should know the weaknesses and the strengths to be good interviewers. They should also be able to apply the strengths to themselves. On the last day, they will know the wrong and the right personalities that the interviewers should have. They will watch the recordings of their role playing sessions with discussion. Afterwards, they will be ready for this job as interviewers. There will be a conclusion and an evaluation about the training program they had. They should know that the interview is an important part to make sure that the interviewees are interested in the job and try to obtain more information in a short period of time.

The Training Content First day: Introduction of trainer and trainees by saying their name and their work experience Ice breaker Learning objective Introduction of topic PowerPoint Presentation. Examples of the bad personalities as special agents interviewers Session Break- 15 minutes. Video Review with discussion Summary Conclusion Second day: Review Learning objective PowerPoint Presentation Examples for the good personalities as special agents interviewers Session Break- 15 minutes video life experiences Summary Conclusion Third day: Review Explanation for the role plays Role plays with recording Weakness and strongest as interviewers Open discussion about the role play Summary

Last day: Review Watch the record role play Discussion Conclusion Evolutions After the training I will ensure that the Special Agents are qualified to serve as interviewers. That will be by the transfer of training, which refers to trainees effectively and continually applying what they learned in training such as: knowledge, skill, and strategies to their jobs. I will ensure that the Special Agents are qualified by evaluating them with a survey or personality test that have some qualitative questions about their personality and how they act in some situations. Once I have obtained the results, I will know who understood the training and who did not. Also, I can evaluate them through observation while they are conducting the real interview for new Special Agents, but this way will be time consuming. However, observation is a good way to make sure that the trainees are qualified for the job that they have been trained for.