Designing A Successful Training Program

“An effective training program needs a high-quality program design to maximize trainee learning and transfer of training. Program design refers to the organization and coordination of the training program.” (Noe, p. 193) Doug Conant became CEO of Campbell’s Soup in 2001 in the midst of a tumultuous time for the company. Campbell’s Soup stock was hitting rock bottom and “in Conant’s words, the company had "a very toxic culture." Employees were disheartened, management systems were dysfunctional, trust was low, and a lot of people felt and behaved like victims” (Duncan, 2014). To change the culture, Conant implemented the CEO Institute to “create a meaningful

Reevaluation of Walmart’s training is necessary and is supported by current research which finds that there is a link between training and expect organizational and human resource outcomes. Research find that “that companies that conduct training are more likely to have more positive human resource outcomes and greater performance outcomes” (Noe, 2013, p. 234). By determining who needs training, the skills and knowledge that needs to be taught, and the timeframe the training needs to be completed in, the training can be tailored to meet the needs of the company as well as its employees.

techniques are and how they deal with their own challenges and insecurities, and ask other employees for feedback on their performance to see where they can improve. As stated in the book, by providing quality training to their employees, Macy’s is ensuring their employees will have the knowledge and abilities needed to meet the organization’s goals. Employees will be more confident in their abilities and provide better quality work. Through highly effective training, Macy’s is able to reduce turnovers, lower workplace anxiety, save money through online training, and build confidence by providing realistic expectations for their employees.

Data collection requires companies to perform various surveys, questionnaires, and use technical devices to determine the most effective approach to enhancing their top opportunity. Associated Wholesale Grocers uses all three of these data collecting tools to improve their training program. Apparently, the first action that should be taken to collect this data is to conduct surveys amongst the entire employee field within the company. Associated Wholesale Grocers should complete a systematic approach by surveying each individual department separately. Naturally, by surveying all departments independently, AWG can obtain a better understanding of how to enhance their departmental training programs.

Which of the following career paths best prepares a trainer for a supervisory or coordinator position? (moderate, p. 16)

We proposed to use the four levels of learning evaluation: Reaction, Learning, Behavior and Results for all training program. We plan to develop evaluation survey that trait to answer the following question: Reaction: How was the training overall? What did participants like and dislike?; Learning: What knowledge and abilities did participants learn at the training?; Behavior: How have participants applied the skills they learned? And Results: What was the effect on the agency or organization?. We plan to evaluate the Program Recruitment, Enrollment trainee, and Completion of training for feedback and identify weaknesses and provide suggestions for program improvements.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

The training objectives for the salespeople was to know their product line and customers so they could serve as trusted advisors. This required them to know and understand how their sales contribute to the profits of ConAgra. To measure the results of training, the managers set goals for the salespeople and monitored their performances during sales.

Here, we can see how the motivation (under the ‘Attitude’ component of KASOs) component plays an important role in performing a “Person Analysis” when identifying employees’ training needs.

As the number of customers decreased and the food sales experienced a significant drop at the second quarter of 2015, the HR Director believed that a new training program is needed not only to generate better income, but also to train employees in sales skills and increase motivation which can lead to a higher retention rate. The new CEO in collaboration with the director of the HR Judy Brown decided to develop a new training program.

Easy finance was made available for the purpose and all regulations were aligned with this policy. Today India has a largest population of trawlers both on east as well as west coast. Trawling is now recognized as a destructive method of fishing as it is indiscriminate. It kills large quantity of marine life which is not called for. Under pressure of larger fishing associations, the government is unable to bring about a change to a better method such as line or pole fishing. It is only a question of time though, when the international community will induce pressure over government to bring about the change. Training to fishermen in new methods of fishing will thus be identified due to national or international legislation.

When a trainer can recognize an organization weaknesses not only as a group but also on an individual bases, the trainer helps create a successful team through creating balance. A trainer who learns how to identify weakness within a team address the weakness in order to create a more comprehensive team and by doing this will also strengthen the team as well (Bright, 2005). Majority of offices have employees have weakness in daily workplace skills. Corporate training programs will allow organizations to strengthen employee’s daily skills that will improve everyday operations. The advantage of having a corporate trainer enhances knowledge and skills in the workplace (Brown, 1994). This will decrease employees who rely on coworkers to

Like employee development, employee training is a continuous process. When aligned with business objectives, the training provided becomes more relevant. Any training programs created by an organization should have a criteria that defines success to be able to ensure that the investments in training provides a return to the organization, to ensure this continues a re-evaluation of the training programs should be completed regularly (Thomas, 2012).

This capstone project literature review intends among others things, to refine the research ideas, demonstrate awareness of the current state of knowledge on training curriculum development, its limitations and how the research fits in the context of a learning organization.

In this globalized world, adapting to change is vital for accomplishment. Organizations are expected to compete in a ferocious market where strengthening their workforce is a key competitive advantage. On a yearly basis, companies invest time and economical resources into the training and developing of their most valuable asset: their employees. This core human resource function brings positive results on the organizations’ performance and represent an important intervention for the achievement of the organizational objectives (Gold, Rodgers and Smith, 2003; Nadler, 1984;Swanson, 2001, cited in Bunch, 2007, pg.143). The success of the training programs and the extent to which it will impact the organization relies on some internal elements like culture. As Alvesson (2013, pg.1) states, ‘how people think, feel, value and act is guided by ideas, meanings and beliefs of a cultural (socially shared) nature’ and can have a direct impact on the individuals and the organizations’ performance and goals. Noticeably, organizational culture can have an influence on the effectiveness or ineffectiveness of a training and development program. With a clear understanding of this interdependence, human resource professionals can receive an insight into the factors that should be considered prior and after the implementation of any training program.