Assignment 2: Designing A Training Program Due Week 8 943129

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: 1. Design a two (2) day training program for a group of twenty (20) employees. 2. Identify two to three (2-3) training needs through a Training Needs Analysis (TNA) and justify an approach for this training. 3. Develop the training objective for this program based on an analysis of the business. 4. Determine the training cost for the training program you are proposing, including a detailed breakdown of time allotted for each piece, the subsequent cost analysis, and the total cost for the project as a whole. 5. 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 session. 6. Create an agenda of activities for the training program. 7. 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.

Paper For Above instruction

Developing an effective employee training program is essential for enhancing organizational performance, increasing employee skills, and maintaining a competitive advantage in today’s dynamic business environment. This proposal outlines a comprehensive two-day training program designed for twenty employees, derived from a thorough Training Needs Analysis (TNA), aligned objectives, cost assessment, and a detailed agenda to ensure impactful learning outcomes.

Identifying Training Needs and Justification

The first step in designing the training program involves conducting a Training Needs Analysis (TNA) to identify specific areas where employees require development. For this proposal, three primary needs have been identified: leadership skills, customer service excellence, and technological proficiency. These needs are justified based on organizational goals of improving leadership capabilities, increasing customer satisfaction scores, and adapting to rapid technological changes.

Approach for this training hinges on combining a competency-based TNA with employee surveys and performance appraisals. This multipronged approach ensures a comprehensive understanding of skill gaps, aligns training with organizational objectives, and supports targeted learning interventions. According to Goldstein (2017), employing a mix of qualitative and quantitative methods yields a more accurate assessment of training needs.

Training Objectives

The primary objective of this training program is to upgrade employees' leadership, customer service, and technical skills, thereby contributing directly to organizational efficiency and customer satisfaction. Specific goals include enhancing leadership decision-making, improving communication and interpersonal skills for higher customer retention, and increasing familiarity with new technological tools. These objectives are grounded in the business analysis that highlights the need for a more agile, customer-centric, and technologically savvy workforce.

Cost Breakdown and Analysis

The overall training budget is estimated at $4,500, accounting for materials, facilitator fees, venue arrangements, and ancillary expenses. The detailed breakdown includes:

  • Facilitator fees: $2,000 (16 hours at $125/hour)
  • Training materials: $500
  • Venue and facilities: $1,000
  • Lunch and refreshments: $500
  • Miscellaneous expenses: $500

Time allocation spans 16 hours over two days, with each topic allocated approximately 5 hours, including interactive activities and break times. The cost analysis shows a per-participant expenditure of about $225, maximizing resource utilization while maintaining quality.

Training Delivery Methods

The choice of training delivery relies on blending face-to-face engagement with digital components to maximize flexibility and effectiveness. The core delivery method is a one-day in-person workshop focusing on leadership and customer service, supplemented by e-Learning modules covering technical skills. This hybrid approach allows for interactive discussions, role-plays, and immediate feedback, aligning with Branson and colleagues' (2019) findings that blended learning enhances retention and engagement.

Training Activity Agenda

Day 1:

  • 08:30 - 09:00: Registration and Welcome
  • 09:00 - 10:30: Leadership Skills Workshop - Part I
  • 10:30 - 10:45: Break
  • 10:45 - 12:15: Leadership Skills Workshop - Part II
  • 12:15 - 13:15: Lunch
  • 13:15 - 14:45: Customer Service Excellence - Techniques and Strategies
  • 14:45 - 15:00: Break
  • 15:00 - 16:30: Role-Playing Activities and Feedback

Day 2:

  • 08:30 - 10:00: Technical Skills e-Learning Module Access
  • 10:00 - 10:15: Break
  • 10:15 - 11:45: Group Discussions and Problem-Solving Scenarios
  • 11:45 - 12:45: Lunch
  • 12:45 - 14:15: Application of Skills with Case Studies
  • 14:15 - 14:30: Break
  • 14:30 - 16:00: Wrap-up, Feedback, and Future Planning

Academic Resources

Throughout this proposal, guidance is supported by scholarly sources such as Goldstein (2017), Branson et al. (2019), Noe (2017), Noonan (2018), and Bennett (2020), which collectively advocate for needs-based training, blended learning, and strategic alignment of training initiatives with organizational objectives.

Conclusion

This training program offers a structured yet flexible approach tailored to organizational needs and employee development. Its thorough needs analysis, clear objectives, budget-conscious planning, and engaging activities ensure that employees will acquire valuable skills that contribute to individual and organizational success. Implementation of this program will foster a culture of continuous improvement and learning, positioning the organization for sustained competitiveness.

References

  • Bennett, P. (2020). Learning and development strategies for organizational success. Journal of Training & Development, 35(2), 48-55.
  • Branson, R., et al. (2019). Blended learning in corporate training: A review. International Journal of Training & Development, 23(1), 30-45.
  • Goldstein, I. L. (2017). Training in organizations: Needs assessment, development, and evaluation. Wadsworth Publishing.
  • Noe, R. A. (2017). Employee training and development (7th ed.). McGraw-Hill Education.
  • Noonan, R. (2018). Strategic training and development: An organizational perspective. HRM Review, 22(4), 12-19.

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