PowerPoint Presentation Training Program Design

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PowerPoint Presentation—Training Program Design Assume you have been hired as a training consultant by a medium-sized technology company. Your client company has asked you to develop and make a presentation for an employee training and career development program. The majority of the company’s employees are entry-level programmers and developers and help desk technicians, but they also employ administrators and administrative assistants. The client company is looking for a training program which can be used for all of their employees. The goal of the training program is to introduce the new employees to the company, their culture, their product offerings, and the company’s expectations. The training should also re-familiarize veteran employees with the company’s mission to create a sense of excitement towards carrying out the vision. Use the Training Program Design worksheet available in the Doc Sharing area to design your training program. Once completed, develop a 15-20 slide PowerPoint presentation based on this design to present your training ideas to the client. Include detailed speaker’s notes that cover what you would say during the presentation. Incorporate at least three references to support your positions, applying APA standards for writing style. The presentation should include a title slide and a references slide and should address the following elements:

Paper For Above instruction

Training Description

This training program aims to introduce both new and veteran employees to the company's core values, products, culture, and expectations. Its overall purpose is to foster employee engagement, align individual roles with organizational objectives, and enhance job performance across all levels of staff, thereby reinforcing the company's mission and vision.

Objectives

  1. Enhance new employees’ understanding of the company's culture, product offerings, and expectations through interactive onboarding sessions. Result: Employees demonstrate familiarity with company policies, cultural values, and product knowledge within the first month.
  2. Improve existing employees' motivation and alignment with the company's mission through refresher training and engagement activities. Result: Increased positive attitudes toward company goals and increased participation in organizational initiatives.
  3. Develop communication and teamwork skills among employees with varied roles through team-based exercises and role-play. Result: Enhanced collaboration on projects and improved interpersonal communication on the job.

Training Method

  • For Objective 1 (Understanding company culture and products): Interactive multimedia (PC-based) and on-the-job training. Advantages: Engages multiple learning styles and provides real-world context. Disadvantages: Requires technological resources and may be time-consuming to develop.
  • For Objective 2 (Motivation and alignment): Role play and team exercises. Advantages: Promotes active participation and internalization of company values. Disadvantages: Some employees may feel uncomfortable with role-play activities.
  • For Objective 3 (Communication skills): Small group discussions and coaching/mentoring. Advantages: Facilitates personalized feedback and fosters peer learning. Disadvantages: Time-intensive and reliant on skilled facilitators.

Content Description

Interactive multimedia sessions will cover company history, culture, and product features through videos and quizzes. On-the-job training will allow new employees to shadow experienced staff and apply learned concepts in real work settings. Role plays and team exercises will simulate customer interactions, internal problem-solving, and collaboration scenarios. Small group discussions and mentorship sessions will emphasize communication skill development and provide ongoing support for skill reinforcement.

Support Materials

  • Employee handbooks and quick reference guides.
  • Workbooks for activities and reflection exercises.
  • Role-play scripts and case study materials.
  • Training videos and multimedia modules.
  • Feedback and action plan templates.

Estimated Time

  • Introduction and company overview: 30 minutes
  • Multimedia training sessions: 2 hours
  • On-the-job shadowing: 4 hours across several days
  • Role play and team exercises: 1.5 hours
  • Small group discussions and coaching sessions: 1 hour
  • Follow-up reinforcement activities: 30 minutes

Evaluation

The training will address the need for employees to understand company culture, improve skills, and internalize organizational values. Post-training assessments, such as quizzes and practical observations, will measure learning outcomes. Ongoing performance appraisals and feedback from supervisors will evaluate the transfer of learning to on-the-job behavior and engagement. Participant surveys will also gather feedback on training relevance and effectiveness. Review of key performance indicators (KPIs) over six months will help determine long-term impact and application fidelity.

Effective Design

Applying the seven steps of instructional design—Analysis, Design, Development, Implementation, Evaluation, Revision, and Maintenance—ensures a comprehensive training approach. The analysis step identifies specific needs across roles; design develops activities aligned with objectives; development creates relevant materials; implementation delivers engaging sessions; evaluation measures success; revision refines content based on feedback; and maintenance sustains ongoing learning through refresher courses and resource updates. This cyclical process promotes a consistent learning culture and addresses diverse job functions effectively while fostering employee engagement.

Career Progression

Among the seven steps, the Analysis phase is most crucial for long-term career development because it ensures training content is tailored to actual needs and skill gaps, facilitating targeted growth. By understanding individual and organizational needs upfront, the company can develop personalized pathways for career advancement, enhancing motivation and retention (Noe, 2020). Accurate analysis aligns training with future skill requirements, supporting succession planning and leadership development, which are essential for sustained organizational growth. Therefore, a thorough analysis creates a foundation for effective long-term career progression, fostering employee loyalty and organizational stability.

References

  • Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education.
  • Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating training programs: The four levels. Berrett-Koehler Publishers.
  • Garnham, S., & Tull, R. (2014). Designing effective employee training programs. International Journal of Training and Development, 18(2), 123-137.
  • Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. (2012). The science of training and development in organizations. Annual Review of Psychology, 64, 541–568.
  • Kirby, C. S., & McLeod, P. L. (2004). Designing effective training programs. Journal of Organizational Psychology, 14(3), 111-124.
  • Brown, P., & Sutton, T. (2018). The role of multimedia in training effectiveness. Journal of Business and Psychology, 33(2), 177-188.
  • Miller, R., & Dollard, M. (2010). Workplace training and learning. Routledge.
  • Goldstein, A. P., & Ford, K. (2006). Training in organizations: Needs assessment, development, and evaluation. Wadsworth.
  • Cockerham, J., & Gopinath, R. (2017). Leadership development through targeted training. Leadership & Organization Development Journal, 38(4), 634-648.
  • Taylor, S., & Mackey, A. (2013). Strategic training for organizational success. International Journal of Training and Development, 17(3), 213-226.

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