Designing a Training Company Essay

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

However, in order to ensure that training needs are based on the organization's needs and current focus, a needs assessment or training analysis (TNA) must be undertaken. This process consist of organizational, person, and task analysis which provides

Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training.

When employees are first they will start with a two weeks of training in a classroom the first two days will be a human resources personnel that will discuss all of the benefits and incentives available to the employee, it will be the human resources personnel job to ensure that every employee understands their benefits package. After the two weeks in a classroom setting employees will be put on the floor to work side by side with employees that are already working the

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

In order to determine whether the training will be the solution; first it will be necessary to begin with a needs assessments, (the process of assessing the establishment, employees, and employees’ tasks to decide what kinds of training, if any, are required.) Before looking for the solution; it is logical to find the cause of why the employees are not working as a team, in order to find the efficient and effective solution. Starting with a needs assessments process as the first step in the instructional design process, which is the most important step in finding the solution; because training in some situations would not be the best solution, employees may have issues of low salaries, no reward system, or no motivations in the work place.

A training program should also evaluate the skill gap and incorporate it to the training program. A training strategy should then be developed with these objectives and skill gaps in mind. A training program would also need management and employee commitment in order for it to be successful (Kasperik&Herlevi, 2009).

Data should be used to drive training. Training courses and materials should be in accordance with job requirements and teaching online content. The outcomes of the training should be established based on discussion with departmental supervisors. The materials also need to be current and relevant to industry, job, and interesting. Providing guidance and assistance to solve job-related problems using knowledge and skills through training can help employees become more efficient and make fewer mistakes (Gegenfurtner, Festner, Gallenberger, Lehtinen, & Gruber, 2009). Trainees see the manager and trainer as a role model, coach, and reinforcement (Laker & Powell, 2011). If the manager or trainer is unfamiliar with the content of the training, the trainee will probably find the training ineffective. It is therefore inevitable for the trainer to be knowledgeable with the resources presented in the training to demonstrate technical, interpersonal, and intrapersonal skills to motivate the trainee to continue the learning process.

In early 2014 ABC corporation acquired XYZ corporation. As a result of the acquisition the corporation nearly doubled their assets and more than tripled their personnel. Furthermore the corporation acquired a West coast base of operations to complement their East coast headquarters. Executive management, under the guidance of the Human Resource Development Department, has authorized the creation of a new employee orientation program. This program will be inclusive to all current and future employees. The greater purpose of the

Effective employees and happy customers are the lifeblood of a successful business. This is why it is important to create a training plan that creates both effective employees and satisfied customers (Ganapathy, 2017). Currently, Motors and More has no formal training program and offers promotions based on seniority. Because Motor’s and More, Inc is a small privately owned organization, it is a good idea for us to take a decentralizing approach to assessing and training our employees. A decentralizing approach will allow individual trainers to take control of the training and the approaches they’d like to take (The Advantages, 2017). While this approach has both strengths and weaknesses it is the best way to allow managers to make the

The course will be utilizing Keller’s ARCS (Attention, Relevance, Confidence and Satisfaction) model to motivate learners throughout the training (Kellar, 2002). In order to maintain the learners attention training videos and powerpoints with voice over will be utilized. The blog and activity where employees must discuss their short strategic plan will assist employees to connect and realize they can support each other through sharing relevant experiences and ideas. Confidence will be gained throughout the course. The training objectives will be clearly defined and include self-assessments, peer interaction, and feedback from managers and peers. A survey will be given at the end of the training in order for

Team E will discuss all the different types of training tools and modules. In this paper team e will discuss the needs assessments, training methods, and training evaluation strategies. Mr. Stonefield will be able to effectively provide training materials and safe work practices for all employees.

The training should provide an understanding of people accountable for meeting the largest, the most positive changes to which they are capable, sum up to the idea that most people want to do their job well, be proud of their work, can share valuable ideas and not be afraid of the responsibility. People must be prepared for this new role, they should be given the opportunity to experience the success, and they should also be supported and encouraged. As a result of training the company should create a culture in which employees understand what behavior is expected of them and they do not need specific instructions about what to do in each situation.

Arguably, one of the most vital elements in the design of an effective training program is a thorough analysis of the training needs of an organization. With the amount of financial resources required to invest in a high quality training program, it is imperative that organizations do their due diligence in revealing the learning needs of their staff. A needs analysis can also differentiate between issues where training is an answer, and those challenges in which training is not a solution. All of these factors are addressed in a proper training needs analysis and all of them aid in the development of a highly effective and customized learning program.

Initially, training can be viewed as a prime opportunity to expand the knowledge based on all employees. The concept of training and development is described as ongoing efforts that are made within an organization to enhance performance and self-fulfillment of their employees through a variety of educational methods and programs. This can range from specific instructions in job skills to long-term professional development. More and more companies have embraced the ideology of continuous learning and other aspects of training and development as a way to promote employee growth and obtaining a highly skilled workforce. The quality and productivity of workers through training are now widely acceptable as a significant tool in guaranteeing the