Designing A Successful Training Program

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.

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

“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

Companies who invested in training and development programs in the long run with show that their employees great assets to their company. “Employees may gain access to training they wouldn 't have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs (Frost, 2016).”

The decrease in the real GDP primarily reflects negative contributions from nonresidential and residential fixed investment, exports, private inventory investment, and personal consumption expenditures (PCE), equipment and software, investments that were partly off-set by a positive

Training plans need to support the goals and objectives of the company while also following established policy and procedures. Four guidelines are offered for training professionals on planning collaborative interventions that are more likely to affect business objectives are develop a theory of impact, reframe the point of evaluation from proof of evidence, isolate the effects of training, and establish accountability for training (Bernardin & Russell, 2013). Naturally, the training plan for customer service representatives will include the methods of how to perform the expectations of the position. Of course, the instructor should set the tone of training at the beginning for the importance of providing superior customer service while

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.

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.

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

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.

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).

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

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.

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.

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.