Assignment 2: Designing A Training Program Due Week 8

Assignment 2 Designing A Training Programdue Week 8 And Worth 300 Poi

Create a written proposal in which you detail the complete design of an employee training program. Write a six to eight (6-8) page paper in which you: Design a two (2) day training program for a group of twenty (20) employees. Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training. Develop the training objective for this program based on an analysis of the business. Determine the training cost for the training program you are proposing.

Include a detailed breakdown of time allotted for each piece, the subsequent cost analysis, and the total cost for the project as a whole. Select key training method(s) to deliver the program to employees, such as an e-Learning module or a one-day face-to-face training program. Create an agenda of activities for the training program. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Sample Paper For Above instruction

Introduction

Effective employee training programs are vital for enhancing organizational performance, adapting to industry changes, and fostering employee growth. Designing a comprehensive training program requires careful analysis of business needs, resource planning, and strategic execution. This paper details a structured approach to developing a two-day training program for twenty employees, focusing on identifying training needs, establishing objectives, budgeting, and selecting delivery methods.

Training Needs Analysis (TNA)

The first step in designing an effective training program is conducting a Training Needs Analysis (TNA) to identify gaps in employee skills and knowledge. For this program, three primary training needs have been identified:

1. Technical Skill Enhancement: Given the evolving technological landscape, employees require updated skills in using new software tools relevant to their roles.
2. Customer Service Improvement: As the company emphasizes superior client interactions, training on customer service best practices becomes essential.
3. Compliance and Safety Procedures: Ensuring employees understand and adhere to safety protocols and regulatory standards is critical for legal and operational reasons.

The TNA approach involved surveys, performance reviews, and direct interviews with team managers to determine these gaps. This approach ensures targeted training that directly addresses specific organizational deficiencies and employee development areas.

Business Analysis and Training Objectives

Aligning training objectives with business goals ensures that the program contributes positively to organizational performance. Based on the analysis, the primary objectives of this training include:

• Enhance employee proficiency in new software applications to increase productivity.
• Improve customer interaction skills to elevate client satisfaction scores.
• Ensure compliance with safety regulations to reduce workplace accidents and legal risks.

Training Program Design and Methodology

Program Structure and Agenda

The training will be held over two days, with structured activities designed to maximize engagement and learning retention. An example agenda includes:

Day 2

Training Methods

The primary delivery methods for this program include a combination of instructor-led classroom sessions, hands-on workshops, and scenario-based role playing. Given the nature of the content, face-to-face training will facilitate real-time interaction, immediate feedback, and engagement. Supplementary e-learning modules will be available post-training to reinforce learning and provide refresher content.

Cost Analysis and Budgeting

The total estimated cost for the training program includes venue rental, trainer fees, training materials, equipment, and refreshments. An itemized breakdown is as follows:

• Venue rental: $1,000
• Trainer fees: $2,000
• Training materials: $500
• Equipment and technology: $500
• Refreshments and catering: $300

Thus, the total estimated cost for delivering this two-day training to twenty employees is approximately $4,300. This budget ensures high-quality delivery while maintaining cost-effectiveness.

Conclusion

Designing a successful training program requires meticulous planning, alignment with business goals, and appropriate resource allocation. By conducting a thorough TNA, establishing clear objectives, selecting engaging delivery methods, and developing a detailed budget, organizations can enhance employee skills and improve overall performance. Implementation of this structured approach will foster ongoing employee development and contribute to organizational success.

References

• Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
• Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: a review and direction for future research. Personnel Psychology, 41(1), 63-105.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs. Berrett-Koehler Publishers.
• Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13(2), 74-101.
• Guskey, T. R. (2000). Evaluating Professional Development. Corwin Press.
• Fernandez, S., & Moldovan, A. (2018). Designing Effective Employee Training Programs. Journal of Organizational Psychology, 18(4), 45-59.
• Mager, R. F. (1995). Preparing Instructional Objectives: A Critical Tool in the Design of Effective Instruction. Immediate Technology.
• Phillips, J. J., & Phillips, P. P. (2016). The Employee Training & Development Handbook. McGraw-Hill Education.
• Brinkerhoff, R. O. (2006). Telling Training's Story: Evaluation Made Simple, Credible, and Effective. Berrett-Koehler Publishers.
• Tharenou, P., Saks, A. M., & Moore, C. (2007). A Review and Research Agenda for Training and Organizational Development. Journal of Management, 33(6), 946-985.