Designing A Training Program 816881

Designing A Training Program

Designing a Training Program Assignment 2: Designing a training program. Create a written proposal detailing the complete design of an employee training program. Write a 6–8 page paper in which you: design a two-day training program for a group of 20 employees. Identify 2–3 training needs through a training needs analysis (TNA) and justify an approach for this training. Develop the training objectives based on an analysis of the business. Determine the training cost, including a detailed breakdown of time and costs, and the total project cost. Select key training methods such as e-learning modules or face-to-face training. Create an agenda of activities for the training program. Use at least five academic resources from the Strayer University Online Library, excluding Wikipedia and similar sites. Format the assignment according to Strayer Writing Standards (SWS), including a cover page with assignment title, student’s name, professor’s name, course title, and date, and a separate reference page.

Paper For Above instruction

Introduction

Developing an effective employee training program is a fundamental aspect of organizational growth and success. It ensures that employees acquire necessary skills and knowledge to perform their roles efficiently, align with organizational goals, and adapt to changing market demands. This paper provides a comprehensive proposal for a two-day training program tailored for 20 employees, encompassing needs analysis, training objectives development, cost estimation, training methods, and a detailed agenda. The proposal adheres to best practices supported by current academic research and conforms to Strayer University's formatting standards.

Training Needs Analysis (TNA)

A foundational step in designing an effective training program is identifying specific needs within the organization. For this proposal, a Training Needs Analysis was conducted by combining employee surveys, supervisory interviews, and performance assessments. The analysis identified three key areas for development: communication skills, leadership capabilities, and technical proficiency in the use of organizational software.

Communication skills are vital as they impact team collaboration and client interactions. Supervisory feedback highlighted a gap in effective communication, particularly in conveying complex information clearly. Leadership capabilities were identified as deficient among mid-level managers, affecting decision-making processes and team motivation. Technical proficiency, especially in utilizing new enterprise resource planning (ERP) software, was also found lacking, resulting in inefficient workflows.

Justification for these focus areas rests on their direct impact on organizational productivity and employee engagement. Enhancing communication and leadership skills aligns with the company's strategic goal of fostering a high-performance culture, while improving technical competence ensures operational efficiency. The approach for the training centers on interactive workshops for communication and leadership, coupled with hands-on practice sessions for software proficiency.

Development of Training Objectives

Grounded in the business analysis, clear training objectives guide the program's focus. These objectives include:

  • Improve communication skills, including clarity, active listening, and effective presentation, by 25% as measured by pre- and post-training assessments.
  • Enhance leadership capabilities among mid-level managers, focusing on decision-making, motivational techniques, and conflict resolution, with measurable improvements demonstrated through scenario-based evaluations.
  • Increase technical proficiency in ERP software usage, aiming for 90% accuracy in task completion within the training period.

These objectives are specific, measurable, achievable, relevant, and time-bound (SMART), ensuring that the training delivers tangible organizational benefits.

Cost Analysis and Budget

The total cost of the proposed two-day training program is estimated based on detailed calculations of time, resources, and materials. The primary cost components are:

- Trainer Fees: Engaging experienced trainers for both days, at a rate of $1,200 per day, totaling $2,400.

- Training Materials: Development and printing of manuals, handouts, and digital resources, estimated at $300.

- Venue/Facilities: Renting training rooms and necessary equipment, approximately $500.

- Employee Time: Paid work hours for employees attending training, calculated at 8 hours per day for 20 employees, with an average hourly wage of $30, totaling $9,600.

- Technology & Software: Development or licensing of e-learning modules and software licenses, estimated at $1,000.

- Miscellaneous: Breaks, refreshments, and contingency expenses, estimated at $300.

The total estimated cost is approximately $14,100. Breakdowns:

- Trainer Fees: $2,400

- Materials: $300

- Venue: $500

- Employee Compensation: $9,600

- Technology: $1,000

- Miscellaneous: $300

Effective budget management ensures the program is financially feasible and provides value relative to expected organizational benefits.

Training Methods and Delivery

The instructional approach incorporates blended learning methods to maximize engagement and effectiveness. Given the diverse learning preferences and content complexity, a combination of face-to-face sessions and e-learning modules is recommended:

- Face-to-Face Workshops: Intensive two-day interactive sessions focusing on communication, leadership, and software skills. These allow real-time feedback and collaborative exercises.

- E-Learning Modules: Supplementary self-paced online modules enable reinforcement of key concepts, accessible outside of formal training hours.

This hybrid approach leverages the strengths of direct instructor-led training—increased interaction and immediate clarification—and flexible online learning, which accommodates different schedules and learning paces (Allen & Seaman, 2014).

Agenda of Activities

Day 1

- 9:00 AM – 9:30 AM: Welcome and Introduction

- 9:30 AM – 10:45 AM: Communication Skills Workshop (Active Listening and Presentation)

- 10:45 AM – 11:00 AM: Morning Break

- 11:00 AM – 12:30 PM: Role-Playing Exercises in Communication

- 12:30 PM – 1:30 PM: Lunch

- 1:30 PM – 3:00 PM: Leadership Development Session (Decision-Making and Motivational Techniques)

- 3:00 PM – 3:15 PM: Afternoon Break

- 3:15 PM – 4:30 PM: Scenario-Based Leadership Practice

- 4:30 PM – 5:00 PM: Day 1 Wrap-up and Reflection

Day 2

- 9:00 AM – 10:30 AM: Hands-on ERP Software Training (Basic Functions)

- 10:30 AM – 10:45 AM: Morning Break

- 10:45 AM – 12:30 PM: Advanced ERP Tasks Practice

- 12:30 PM – 1:30 PM: Lunch

- 1:30 PM – 2:30 PM: Integration Activities (Combining Communication, Leadership, and Software Skills)

- 2:30 PM – 3:30 PM: Assessment and Feedback Session

- 3:30 PM – 4:00 PM: Wrap-up, Q&A, and Next Steps

This detailed agenda ensures comprehensive coverage of critical skills, interactive participation, and assessment of learning outcomes.

Conclusion

Designing a structured, cost-effective, and targeted employee training program requires a thorough analysis of organizational needs, clear objectives, an effective delivery method, and a well-organized schedule. The proposed two-day program, emphasizing critical skills in communication, leadership, and technical proficiency, aligns with strategic organizational goals and promotes continuous development. Proper budgeting and mixed instructional methods enhance the program's overall effectiveness, thereby contributing to improved employee performance and organizational success.

References

  • Allen, I. E., & Seaman, J. (2014). Digital Learning Compass: Distance Education Enrollment Report 2017. Babson Survey Research Group.
  • García-Sánchez, J. N., & Guillen, M. (2018). Strategic Talent Management. Journal of Business Research, 85, 290–296.
  • Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
  • Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
  • Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The Science of Training and Development in Organizations. Annual Review of Psychology, 64, 541–568.
  • Swanson, R. A., & Holton, E. F. (2009). Foundations of Human Resource Development. Berrett-Koehler Publishers.
  • Tharenou, P., Saks, A. M., & Moore, C. (2007). A Review and Synthesis of Conditions Under Which Training with Benefit Performance. Journal of Management, 33(3), 390–418.
  • Wexley, K., & Latham, G. P. (2002). Developing and Training Human Resources. Prentice Hall.
  • Yun, S., & Trumbo, D. (2015). Strategic Planning for Training and Development. Journal of Organizational Culture, Communications, and Conflict, 19(2), 45–68.
  • Zhang, W., & Noe, R. A. (2017). Cross-Training and Multiskilling: Enhancing Organizational Flexibility. Human Resource Management, 56(4), 687–701.

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