Backwoods Training Plan

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Whatever the technology, learning is the important element. e-Learning is no longer simply associated with distance or remote learning, but can now form a choice of the best and most appropriate ways of promoting effective learning.

A needs investigation ought to be led toward the beginning of any development push to figure out if: training is required to fill a hole in expert knowledge and aptitudes, and e-learning is the best answer for conveying the training. The needs examination permits the

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with 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,

Backwoods Mail Order Company training should consist of no more than 15 employees at a time because normal business continues and some employees are need to ensure customer orders are taken and the training environment should not consist of large groups. The training should be 8 hours, consist of two parts, and should be conducted in a training room with computers and phones accessible. The first part of training should consist of customer service protocols, policies, guidelines, and handling of complaints. The second part of training should consist of the employees applying their learning and answering and assisting customers in the training room with the trainer observing, assisted and correcting as needed. The trainer should do an ice breaker

The running of businesses, organizations and firms are almost entirely dependent on the employees and workers therein. The business owners and the boards of the directors effect the decisions in an organization but the responsibility of execution of the decisions to come to a perfect result is the sole responsibility of the employees in the manner that they perform. Consequently, it is imperative to create an enabling environment to facilitate the performance of the employees and the, therefore, ensure that the business realizes its chief objective of profit maximization using the least possible input. It is imperative

Despite these problems, e-learning has already established a strong foothold, albeit as an adjunct to traditional, instructor-led teaching. The main success in e-learning, is the improved standard of support that students receive. [Sydney

Evaluation of employee training reinforces the development of training programs. Employees must answer a series of questions intended to query the individual’s current understanding of areas such as job responsibilities, departmental goals, and organizational goals. The preliminary feedback gathered through the questionnaire provides trainers with a qualitative basis from which to determine the extent of an individual’s

It also includes the delivery of content via Internet, intranet/extranet (LAN/WAN), audio- and videotape, satellite broadcast, podcast, interactive TV, CD-ROM, and more. E-learning programs are endowed with a training system, which employees can access, where face-to-face instruction is not possible because the very nature is that it is borderless and potentially global in scope. With e-learning methods, training can take place on-demand, and trainees can be given greater control over their learning than ever before (Rosenberg 2001). This increased control has the potential to improve training effectiveness. E-learning courses add value to traditional learning modes by offering self-paced or live, instructed training classes. Specifically, self-paced courses can be taken at the employee's leisure and are good for self-motivated persons. Typically these types of courses can be taken at convenience of the busy workers as well as for globally dispersed employees. Hence workplace training needs to be broadened and customized (Marc J. Rosenberg & Steven Foreman 2010). Live e-learning is capable of instant updating, storage/retrieval, distribution and sharing of instruction and information. Soft skills such as management, leadership, or team building can be tackled in this environment. However, this type of training works best if the class size is limited to 25

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.

Implementing a training and development program in a company could be quite a time consuming and costly task. It takes a great deal of planning and implementation. It might also be challenging in getting staff to support it and get onboard with the program. This might be countered by involving current management in the development of the training programs and giving them a say in the training classes offered since they should have a good idea where their opportunities lay.

The purpose of this case is to see and understand how e-learning tool contributed to an improvement in the processes of Cisco Systems by answering the following questions:

e-Learning is a catch-all term that covers a wide range of instructional material that can be delivered on a CD-ROM or DVD, over a local area network (LAN), or on the Internet. It includes Computer-Based Training (CBT), Web-Based Training (WBT), Electronic Performance Support Systems (EPSS), distance or online learning and online tutorials. The major advantage to students is its easy access. There