Designing a Training Program - Example

Designing a training program AFFILIATION: Designing a Training Program Introduction of the program Every organization has realized the importance of training and development plans for its employees as the workforce has to be motivated for enhancing its efforts. Equally important is providing developmental opportunities to the staff so that people feel valued and become loyal to the entity (Kozlowski & Salas, 2009; Niazi, 2011). In order to make sure that each individual is offered training programs which are in alliance with the person’s job skill requirements, it is crucial to carry out an effective training system. The foremost aspect of a training process is the identification of the real needs of an employee so that the end result of the activities benefits both the individual and the organization. When designing a training program, there are various theories which are reviewed by the experts such as reinforcement theory, goal setting theory, expectancy theory, adult learning theory and etc. (Swanson & Hotlon, 2009). All of these concepts have stressed the importance of conducting a thorough Training Needs Analysis (TNA) exercise. TNA is vital element because it allows the businesses to allocate their resources in appropriate training and development options (Noe, 2012). Our company has business in the food and beverage industry as we are offering frozen food items and juices for our customers. Since majority of our employees are working in the stores, we have to make sure that they are trained in achieving the sales targets and are able to deal with all customers in an ethically responsible manner. Simultaneously, we have to give utmost value to the production processes to manufacture our products in healthy and hygienic way. Currently, all of our staff members possess the competent skills required for attaining our business objectives but there is a need of augmenting the competence of our workforce. Training Needs Analysis (TNA) The success of a training program is dependent on two crucial elements of the entire process i.e. TNA and post-training evaluation (Aguinis & Kraiger, 2009). Considering the scenario of our company, the two areas which need to be refined are communication skills of employees and health and safety procedures. As our salespeople are the chief employees of the entity, we have to upgrade their communication power and strengthen health and safety policies. For reinforcement of the health and safety measures, our HR department is modifying the respective policies so that the new laws are incorporated in the existing handbook of rules and regulations. Moreover, TNA was carried out on three levels i.e. Organizational, individual and task so that there is proper alignment with the company’s business goals and vision (Noe, 2012). Even the person’s performance will be evaluated after the training program so that the effectiveness of the entire set of activities can be determined. All those training procedures prove to be productive which have a feedback loop as it allows a company to make sure that the desired targets are successfully attained (Olaniyan & Ojo, 2011). During the TNA method, the employees were given an opportunity to carry out their self-analysis and recommend the career development opportunities for their self-motivation and enhancement of job. Majority of the employees suggested that the health and safety training should be performed at regular intervals such as twice or thrice per year so that there is consistent quality in their products and services. For developing the required skills in the employees, both E-learning and face-to-face training sessions will be conducted. As the curriculum comprises of two days training program, the first day will be on one-to-one basis so that there is clarity about the activities which will be carried out. While, the second day will be more interactive session as employees will be provided opportunity for demonstrating their learning in a creative way. Training Objectives Following are the training objectives of the complete training exercise: 1. The employees should be able to clearly communicate with the customers and they should have complete understanding about the company’s offerings. 2. Every employee should have 100% understanding about health and safety rules so that no compromise is made in the quality of final products. 3. All business activities should be undertaken within the legal and ethical boundaries so that the company follows all laws and there is no violence business code of conduct as developed by the concerned authorities. 4. At the end of training program, the number of complaints should reduce to 2% from 10%. 5. The overall profitability of the company should increase by 5% at the end of the year i.e. 2014. Cost of the program For enhancing the effectiveness of the organization, it is important that professional assistance is sought in vital matters of the business (Ongori & Nzonzo, 2011). Although our company has competent and highly experienced management team but at the present time it is suggested that external professionals are hired for ensuring that the desired objectives are achieved. We will make effective use of both on-the-job and off-the-job training methods. We have already contacted a well-known training company which will provide us the trainers for cultivating the desired attributes in our employees. On the first day, the training will be carried out at the training centre from 9 am till 5 pm and the experts will make sure that the industry professionals are invited to share their experiences with the trainees. On the second day, the trainees will be asked to demonstrate their learning in the form of role plays and they will have to recreate situations to show the applications of the techniques taught in the training session. The total cost of the entire program is calculated to be around $200,000 as the charges will have to be paid for the venue, trainers, meals, industry experts’ fees and trainees’ transportation. It is estimated that further $30,000 will be spent on the E-learning session of the second day as new software will be required for the demonstration of the lessons learnt from the training. Training methods employed The success of the training and development program lies on the appropriate identification of the training needs and evaluation of the employee’s performance after the training program. Likewise, it is imperative that the management team supports the staff members in identifying the training requirements by themselves and provide them access to relevant sources for enhancing their skills. However, the employees have to give evidence of the significance of the training requirements for their job and overall organization’s effectiveness (Olaniyan & Ojo, 2011). In the training program being considered by the company, the two methods will be used i.e. coaching and professional training. As the company has experienced pool of individuals, it is expecting that they will support their subordinates in polishing their talent and make them proficient within their respective fields. On the same level, help will be sought from industry experts and professional trainers who can give hands-on knowledge about the business world. Since the company wants to be assured that it has information about the latest laws, the trainers will make sure that sufficient knowledge is disseminated. At the end of the training program, the trainees will have the aptitude of handling the customers efficiently and provide them accurate information about the company’s offerings. The staff involved in the production process will be involved in the sessions so that they can understand the importance of safety measures and make sure that the goods are produced in highly hygienic manner. Thus, the employees will be well aware about the company’s purpose and they will be able to relate their job and contribution in the organization’s objectives. Once the training will be conducted, the employees will be asked to give their feedback about the entire set of activities. Even the trainees’ supervisors will have to review the performance of the employees and provide them guidance about enhancing their abilities. In order to motivate the employees, the management team has linked various performance rewards with certain targets so that they are engaged in productive activities. Additionally, the supervisors will have to act as mentors of their subordinates so that they can assist them in proficiently carrying out their business activities. Outline of the training plan activities Day Activities Timing Day 1 Opening speech by company’s Managing Director Communication skill presentation by trainer Guest Speaker 1 – CEO of Sony Tea Break Health and safety laws briefing by FSA expert Guest Speaker 2 – Health and safety head of K&Ns Lunch Break Video on communication with customers Practical demonstration of following health and safety guidelines Role playing exercise Question and Answer session 9.00am – 9.15 am 9.20 am – 10.00 am 10.05 am – 10.40 am 10.45 am – 11.15 am 11.20 am – 12.00 pm 12.05 pm – 12.45 pm 12.50 pm – 2.00 pm 2.05 pm – 2.45 pm 2.50 pm – 3.30 pm 3.35 pm – 4.15 pm 4.20 pm – 5.00 pm Day 2 Brief review of Day 1 Training session Follow-up exercise to revise techniques taught Making four teams of five people each to do role playing Tea Break Working in team to implement the skills learnt Lunch Break Teams developing models for enhancing organization’s performance Presentation of recommended areas of improvement Feedback to trainees about their performance 9.00 am – 9.30 am 9.35 am – 10.15 am 10.20 am – 10.45 am 10.50 am – 11.15 am 11.20 am – 12.40 pm 12.45 pm - 2.00 pm 2.05 pm – 3.30 pm 3.35 pm – 4.15 pm 4.20 pm – 5.00 pm Conclusion In today’s competitive and ever changing business environment, only those organizations can remain competent who continuously train and develop their human capital. Presently, employees are the main drivers of organization’s continued success as they are the vital assets of the company. When the staff members will feel that the company considers them to be valuable and provides them opportunity for growth, they will develop a feeling of prestige and will also become loyal to the entity. Since the business demands also modify at a fast pace, it is crucial for the organization to gather information about the latest market requirements. Our company is operating in the food and beverage industry and our competence is in the consistent and superior quality of our offerings. Whereas, our staff members are the imperative asset of our company and we have to make sure that they are proficient in every aspect of their job so that they can give a tough competition to our rivals. With the help of this training program, our employees will capitalize on communication skills and will be well-informed about the new health and safety laws. References Aguinis, H. & Kraiger, K. (2009). Benefits of training and development for individuals, and teams, organizations and society. Annual Review of Psychology, 60, 451-474. Kozlowski, S.W.J., & Salas, E. (2009). Learning, training and development in organizations. London: Taylor & Francis. Niazi, A.S. (2011). Training and development strategy and its role in organizational performance. Journal of Public Administration and Governance, 1(2), 42-57. Noe, R. (2012). Employee Training and Development. 6th ed. USA: McGraw-Hill. Olaniyan, D.A. & Ojo, L.B. (2011). Staff training and development: A vital tool for organizational effectiveness. European Journal of Scientific Research, 24(3), 326-331. Ongori, H. & Nzonzo, J.C. (2011). Training and development practices in an organization: An intervention to enhance organizational effectiveness. International Journal of Engineering and Management Sciences, 2(4), 187-198. Swanson, R.A., & Holton, E.F. (2009). Foundations of Human Resource Development. 2nd ed. San Francisco, California: Berrett-Koehler Publishers. Read More