Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff
Dawnita Blackmon-Mosely
Tiaunna Connelly
Elizabeth Davis
Jesus Elias
Jaimi Faux
Michael Morris
Rodney Ulibarri
Webster University
Abstract
The purpose of this project was to develop a training program for Wellbridge Clubs that focused on teaching sales staff to sell personal training (PT) packages to members, in order to increase Wellbridge sales. The training agenda was designed based on Silberman’s (2006) Active Training, in order to engage the participants in their learning process. The use of immediate learning exercises is intended to draw the participants into the process of guided note taking during the brain-friendly lectures. Through
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To ensure that the training is truly taught for its intended purpose requires conducting training needs analysis. BusinessDictionary.com defines a training needs analysis as an “assessment of the training requirements of a target group in terms of (1) number of trainees, (2) their educational and professional background, (3) their present level of competence, and (4) the desired behavior or skill level acquired at the completion of training” (Training needs analysis, 2014).
Wellbridge Analysis Given that our training had to be developed within eight weeks, our team referred to Silberman’s (2006) Advantages and Disadvantages of Nine Basic Needs Assessment Techniques in order to quickly gather information (pp. 32-34). Due to our time and cost restraints, we had to exclude several of the nine basic needs such as observation, questionnaires, and group discussion (Silberman, 2006). We conducted interviews and key consultations via teleconferences with the Wellbridge corporate office staff located in Denver, which included Steve Datte, Kelly Bartlett, and Amy Thompson. Additionally, we gathered data during lectures with Jerry Rose, our instructor, from October 21 through December 9, 2014, at Webster University. Mr. Rose is also a personal trainer for Wellbridge
The value of a needs assessment in an organization is important since they are used for the driving force behind staff member’s job abilities. When a needs assessment is done correctly, it will and can determine who needs trainings and what types of trainings and the length. “The identification of training needs is the first step in a uniform method of instructional design.” (Training needs analysis, 2010) There are costs associated with trainings so offering trainings to employees who do not need it is a waste of time and money to a company.
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
To end the stereotyping and doubt that police officers have toward African Americans, the participants of the event should incorporate Xavier students, personnel and staff, Xavier University Police Department, and randomly chosen African Americans and police officers in Cincinnati. The random selection will be done online, where African Americans who are interested in attending the event would sign up online. Afterward, they will be chosen at random and will be later informed that they have been selected. Similarly, the names of the Cincinnati police will be selected at random. The random selection will eliminate bias. It is also essential that Xavier students and Xavier Police be available in order to construct a bond between the two. Their presence is important in the dialogue so as to prevent incidents like that of Tamir Rice from happening at Xavier. Furthermore, in order to guarantee full participation, I recommend that the Xavier Administration make this event a no class day and make it mandatory. Students should likewise be given some sort of encouragement to attend the event. For example, Xavier can sponsor for every student who attends the event to have a free dinner at the
In this paper I will complete a needs assessment and explain how I used the assessment to help complete my course project. By doing so, I hope to help the reader understand the process involved in developing a training strategy to address the needs that will be identified.
The first paper is due by Monday, April 9, 11:59 p.m. You MAY use sources outside of the Liberty Search Engine (and are encouraged to do so). Also you may use scholarly books and not just journal articles. You should avoid using generic websites that do not appear scholarly in nature. A good rule of thumb is that if a website does not have an author, it is not a good source. Good online material has also usually been published in print at some point. Google Scholar and JSTOR are great places to search, as well as the online encyclopedias I've shown you. Always feel free to send me an email if you have questions about sources or formatting.
When you hire a professional cleaning company, especially Alta Clean, to maintain your floors and carpeting, you can be sure that they will keep both looking good every day and for as long as possible. Professionals not only know how to clean your carpeting gently to keep carpet fibers intact and to guard against discoloration, they also know how to keep your floors polished and gleaming. A professionally-cleaned floor or carpet will improve your employee morale and show your clients that you care about them and your business.
Responsiveness to Identified Needs: Standard is met when FPO assists in negotiating or clarifying appropriate performance and operational goals, as demonstrated in LMI grant activities such as, but not limited to, the following:
How many hours can you play each day? 4-5 hours per day - weekends all day
This research paper will evaluate the biological aspects of addictive substance or behavior and how it affects the brain and organs. Biological aspects include dopamine levels that are replaced in the brain due to the reward system being overtaken and the absorption rate of the drug once it is ingested will be discussed. The biological aspects are extensive and permanent if the individual does not get the help they need. Furthermore the clinical issues of addictive substance or behavior will be discussed along with medical treatments and ethical issues. This includes treatments such as counseling
The training development team will evaluate this and make any relevant training. The method of monitor effectiveness of the training will include testing of the trainee at the end of the course to see if the skills were mastered. The success of the mastered skills will be compared to the problems identified by the needs assessment to see if there were any reductions in the complaints. For example, The prior rate 78% of returns should be used as a baseline when making a comparison to monitoring for
The name of the company I will be using is Yakko’s Seafood which it will be assumed is involved in the fishing industry in Hammond, Oregon. The purpose statement I have created for Yakko’s human resources department is as follows:
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
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
Identify two to three (2-3) training needs through a Training Needs Analysis (TNA) and justify an approach for this training.
Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.