1 Strategic Planning, Learning Theory, and Training Needs Analysis

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

As part of the training process, each employee will take an examination to verify that they have learned what the training program intended to convey. Routine training will continue to assess employee knowledge and communicate new information, policies, or procedures. New employees will undergo this training as part of the new hire orientation program.

What is a training program? A training program are programs created for teaching employees in particular skills. Employee training is an essential in maintaining a great staff and keeping everyone communicating. Having a training program that is well created to establish and achieve maximum results. The requirements of the training program are recognized during a training needs analysis (TNA). When a training program is executed properly, it would increase total production and provide the understanding, skills and approaches the employee would need to have a successful performance. The paper would reflect the creation of a two-part training program for twenty employees which would cover the training necessity to push the

Training methods can be classified in three ways: information presentation, simulation methods, or on-the-job training (Cascio, 2006). The method of choice for our training will be a

A core competency of any T&D department is designing effective training. The foundational principle of this competency is a thorough understanding of the training design process. The training design process refers to a systematic approach for developing training programs (Noe, 2013, p.7).” There are varying schools of thought on the training design process. In fact,

“Training refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees,”

In essence, every training and development cycle needs to consist of certain stages. It needs to be noted that this process is a recursive one, with a continuous effort being put in to revise the cycle as the

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The conventional or traditional approach models utilize the stepwise progression that allows logical movement through the planning process; henceforth, this model is grounded in technical rational tradition (Caffarella & Daffron, 2013). The four-level model of training evaluation is considered to be a conventional model; subsequently, the four-levels are: (1) reaction, (2) learning, (3) behavior, and (4) results (Kirkpatrick, 1996). The pragmatic or practical approach differs from the traditional approach, it expects change to occur throughout the program planning process; therefore, it takes into consideration the continuing changing conditions and the complexity of practice (Caffarella & Daffron, 2013). Program planning models embedded in the radical approach revolves around social activism, democratic principles, and transformation (Caffarella & Daffron,

With this in mind, the training program should start with manager training followed by total team training in a group setting. Allowing a facilitator to lead training that engages the team in discussion-based

Secondly, the organized training program should include some important parts such as plant operations, communication between managers and the union workers, teamwork, and management education. All the employees from foremen to managers should join the training program. After the organized training program, there must be a refresher training course every half or one year to make sure employees’ knowledge is the latest. In the process of training program, Ashley needs to collect feedback from the foremen and supervisors so that she

Structured and programmed training venues are designed to equip the employee, supervisor, and manager with the knowledge, skills, and abilities needed to startup, maintain, and improve services and products provided to general public on a global scale. Formal training is generally the focus of most organizations when discussing the return on investment in the form of revenue generation or in the case of governments, efficiency in utilizing citizens taxes in a responsible manner.

Training – The Company offers training solutions to maximize our client’s teams potential by offering and managing custom built training IT specific educational needs.

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.