Program Supervisor/Human Resource Traing Program - Essay Example

1. Needs Assessment: What types of issues might indicate a need for training? From what sources would these issues be identified? If you were a training manager, how would you prioritize training needs from these sources? a. A supervisor request training on a specialized technology required by five of his employees?b. The customer services manager reports a sudden increase in calls about poor handling of repeat complaint calls.c. The CEO request team efficiency training to address the declining number of employees attending pep ralliesTraining employees is the responsibility of the human resource department.

Management at any level can start a training initiative, but any effort must be coordinated with the human resource department. Training occurs within an organization to improve the skills or competencies of the staff, to educate employees in particular subject or technology, to guide a talented employee on a path for managerial positions or to evaluate the staff on particular area. The issues for which employees are trained can be identified from areas such as communications, computer skills, customer service, diversity, ethics, human relations, quality initiatives, safety and sexual harassment (McNamara, 2007).

The three scenarios required a different strategic approach from the training program supervisor. The first scenario is a supervisor request for training to provide knowledge for five employees in a new technology. If this new technology is essential for the productivity of the employees the HR training supervisor should make this request a priority since the overall budget to allocate for this initiative is low due to the small group in need for the training. The second request involves customer service.

Customer service is a value added proposition which builds value for a company. The manager’s claim should be taken very seriously and the training to resolve the problem should be classified as a top priority. The third request involves team spirit and extra curricular activities. The request comes from a very powerful player within the organization, the CEO, but regardless of that this request should not be classified as a priority. There are ways to attend the request after more important matters are dealt with. 2. Delivery: Identify the best method to conduct this training.

Will the training be instructor led, self paced or a combination? Explain your answer. Focusing on delivery considerations, would you use the same methods and requirements for the positions directly above these jobs and the position directly subordinate to this job? Explain your answer.The three different requests for training will be dealt in different manners. The new technology training request can be attended utilizing external sources. The training will be instructor based and led by either a physical instructor performing seminars on the subject or through an online course or seminar on the technology subject.

The online option can be considered a self-paced learning experience. The online course can be more comprehensive and detailed and can possibly be accomplished at a lower cost in comparison with seminars or consultant based short course on the technology for the group of employees. The second request is a productivity matter that should be handled internally by the human resource department. The first step is to investigate and evaluate the severity of the problem. Then the training supervisor has to develop a specific training program to deal with the issue by delegating the responsibility to a HR specialist and to the customer service manager.

This training initiative will be instruction based, but it requires a continuous self-improvement process from the customer service employees. The 3rd request deals with the attitudes of the employees toward the company and its overall spirits. This request can be handled through informal channels to improve the general attitudes and commitments of the employees towards the company. A major social activity to show appreciation to the employees is good initiative to show the employees they are valued assets of the company.

Other more subtle ways to increase attendance to the pep rallies is improving advertising of the activities by sending emails of the activity and increasing the number of flyers promoting the activity in corporate billboards. The overall delivery of the training should not vary that much regardless of the position it is geared towards. Company expects more of its executives, thus training for them can be more comprehensive, extensive and detailed due to the level of responsibility of the positions. 3. Evaluation: How will you evaluate the effectiveness of the training in terms of objectives and limitations?

The effectiveness of the initiatives can be evaluated in different ways. The technology training can be evaluated by submitting the five employees to written test to learn if they learn the basics on the subject. The customer service training can be evaluated by performing customer surveys prior and after the training sessions to receive feedback from the customers. It can also be evaluated through quantitative methods by determining if the total of weekly complaints lowered after the training.

The effectiveness of employee attitudes and spirits initiatives can be evaluated by the levels of attendance to the company pep-rallies.ReferencesMcNamara, C. (2007). Employee Training and Development: Reasons and Benefits. Authenticity Consulting. Retrieved September 8, 2007 from http://www.managementhelp.org/trng_dev/basics/reasons.htm