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Brief description of your own Training and Development Consulting Company

A discussion of how you would conduct a Needs Analysis

Your recommendations for types of training programs you would conduct for hourly employees, professional employees, and managers

Explanation of how your recommended training programs support the company mission/key issues

Defense of your recommendations based on management theory/theories (such as social learning theory, reinforcement theory, etc.)

A discussion of how you would validate the training you recommend

Explanation of how you would evaluate the effectiveness of your training programs 

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Introduction

Training refers to provision action of teaching and learning that is given by trainer to trainee, for making them competent for certain skills. Through practical training approach, employees are able to raise their competency level and develop skills (Rozdolskaya, Ledovskaya, & Bolotova, 2018). Further, these skills can be absorbed into routine job responsibility that in turn will be effective to raise the standards and quality of outcomes. According to data, firms that invest in employee training and development gain 24% more profit margin as compared to others. Companies which provide training courses to their employees are found to gain a 37% more productivity rate. Overall, the purpose of training is to organize and facilitate the scope of teaching for certain competencies two employees (Pokharel & Ok Choi, 2015). The outcomes of such a program can be estimated on the basis of acquisition for system knowledge, competencies and skills, as well as abilities to perform effectively. In the present report, considering a case scenario, the discussion is based on proposing a training program, thereby identifying the advantages and limitations associated with the prospect.

Brief background

Our company ABC training consultancy provides development and training consulting services for various types of organizations. It aims for developing the employee's skill and thereby support them to accomplish the organization's mission. The company offers classroom training at its office as well as provide on-site training facility. The training classes offer courses for developing skills of employees and leaders. The company offers completely customized training programs and resources according to the organization's specific requirements and objectives. Our company is being engaged in helping employers to build a better workforce for the past 10 years. For the consultancy process, we prefer to understand and adapt the organizational culture first, and then heading towards determining their specific training needs. In the present report, our consulting firm will provide a training program for the employees of "Dynamic" for improving employee productivity. Dynamic is a computer-based company which was established in 1992 (Dynamic Computer Solution, 2019). During the initial phase of its establishment, the mission vision and culture of the company was mostly focused on "employees" and considered them as their greatest assets. The company also offers employee-friendly policies, work atmosphere and fosters professional growth opportunities through cross-training. However, with business expansion, the company's initial business strategy based on employees became extinct. They became more focused on increasing profit and Global expansion, which demoralized the employees and reduced production rate. Hence the CEO of the company requires a training proposal from ABC training and consultancy, so as to make the company unique and ahead of the competitors.

How to conduct Need Analysis

Need analysis is regarded as the vital and first stage of a successful training system as it helps to identify the person who needs training and the type of training required. In an effective training need analysis program, 'who', 'where', 'why', and 'what' needs to be trained can be easily identified. A proper need analysis can also answer to the procedure and cost of training, as well as its impact on the business. In the need analysis process, the training staff identifies the motive and requirement of the training program.

In order to conduct a need analysis, the training experts will evaluate three levels, (1) communication, (2) tasks, and (3) skills (Noe, Hollenbeck, Gerhart & Wright, 2017). Evaluation of need analysis on the basis of ‘communication' will be helpful in determining the existing and future requirements of the company. Here, a personal and group discussion will be conducted with the employees and their employers to gain a detailed knowledge of the company's work culture. According to a recent survey report, 68% of employees agreed that training and development program is the most vital workplace policy. In the ‘task' level, for the need analysis, the trainer visits the organization's workplace and conducts few workshops and task activities. The task analysis provides overall related to the strengths and weaknesses of each individual (Pokharel & Ok Choi, 2015). Finally, in the skill-oriented analysis, the practical skills to perform the job as well as the soft skill so this customer relationships and socialization is evaluated. In this methodology, a skill-based questionnaire is created by the trainer from the experience of task analysis. The completed questionnaire report will be further be evaluated by their respective supervisors or managers. In the end, the findings of the report will be submitted to the trainer, be used during assigning the type of training program to each employee. The training experts examine the focus of training to be delivered to render effectiveness in the result of the program. Identification of training needs of each individual can be accomplished through the external training program or by incorporating staff rotation process (Eby, Allen, Conley, Williamson & Mancini, 2019). This method of need analysis will help in finding four major aspects required in the training program.

At first, it facilitates to identify the lack within the organization. It is noteworthy to mention that the actual organizational situation and employee performance are known and the identified gap is tried to fill up. Next, it also helps in identifying the cause of the employee dissatisfaction and performance issue is recognized. The fanning personnel will use the cause to mitigate the issue ((Eby, et al., 2019). Further, identifying the reason for the organizational issue will also help in designing change management strategies. Similarly, the analysis is also helpful in estimating the significance and priorities involved in the training activities (Park, Lim, & Chang, 2017). However, for successful evaluation of this information, the major contributor is considered as employees themselves. After a successful evaluation of the need analysis, the actual training process will be executed. In addition to this, the identification of all possible solutions, there is an increased possibility for growth opportunities of employees as well as the entire organization (Phillips & Reynolds, 2017). This is considered as the most important aspect for any training program.

Overall, the purpose of need analysis is to identify critical areas in which the need for development exist. Such needs are mainly linked with the organizational objectives and the competency which are required to execute such responsibilities. As a matter of fact, the information obtained from need analysis will help in preparing strategy framework for the training program (Müller, Schmiedel, Gorbacheva, & Vom Brocke, 2016). The objective here is to offer to learn for those areas in which development of competency level can help in executing organizational tasks. In other words, learning help in achieving organizational objectives and girls render effectiveness in routine work practices.

Recommendations for training types

According to the expert trainers of the company, the hourly employees, professional employees, and managers are likely to be provided the introduction regarding the general training program, technical or technology development training program, and managerial skill development training programs. A general form of training is provided for hourly employees, has it been helped them to assist the basic knowledge related to the job specification and company culture (Leonidou, Christodoulides, Kyrgidou, & Palihawadana, 2017). For these employees, the training provided will be in the form of group discussions or activities. This process not only helped to raise the general questions and queries of the mass hourly employees but also save their time as well. It is regarded as a collaborative approach towards solving the complex issues of hourly employees (Leonidou et al., 2017). Similarly, the professional employees are decided to be provided with technical or technological training, in context to the type of job in the organization. It is important to note that "Dynamic" is a computer-oriented company, so the majority of the employees require training related to programming, coding, and data analysis. The proposed training will be designed in conjunction with the three forms of training for these employees, instructor-led training, lecture-based training mechanism, and employee simulation training. These forms of the personalized training program are provided by assigning each professional employee (trainee) which one trainer. This type of training identifies the individual needs, strengths, and weaknesses, unlike the general need of hourly employees (Ramdhani, Ramdhani & Ainissyifa, 2017). Finally for the managerial skills of managers which requires development include the soft skills and leadership skill. The training session will specifically thank you for the soft skills such as delegation, decision-making, email etiquette, and motivation.in addition to this the managers will also be given training related to delegation, coaching, and feedback provides. These kids are highly important for managers to effectively manage the workforce and execute projects timely. For the managers, the trainers will provide training sessions related to management specific activities. These activities include team building exercises, simulations, e-learning practices, and brainstorming activities (Eby et al., 2019). This is important for the trainer to consider the additional needs of the manager. This is because a satisfied manager is capable of managing other employees effectively (Newcomer, Hatry, & Wholey, 2015). In addition to this, managers are also responsible for monitoring and reviewing the proposed strategies in the organization.

Training support for company' mission and issues

Training and development program affects the mission and vision of the company in any positive direction. It promotes the specific skill development any good fun expanding into new areas of business. The companies which know the technique to use these programs as a support of their business strategy can successfully establish a competitive advantage. Training and employee development facilitates a company to complete its business operation in most efficient as well as cost-effective way (Müller, Schmiedel, Gorbacheva, & Vom Brocke, 2016). The training is given to the hourly employees we had them to handle both specific as well as general tasks within the workplace. The cross-training helps hourly employees to fill the gap in the absence of another employee, including the strategies for delegation and negotiation. In addition to this, the training also makes them aware of the benefits, compensation policy, employee rights, and company culture. This, in turn, will increase the work efficiency and coordination of the employees. In a similar manner, training for professional employees also has to improve their technical skills (Leonidou et al., 2017). Technologically-advanced employees will become a valuable asset for the computer-based company. Instructor-led training involves a highly-skilled trainer who provides personal training to each employee. The training session motivates them to perform better in their respective fields. Managerial training is the most important training among all. According to the trainers, managers will be provided with both "in-house" as well as an "out-house" training session. The in-house training session constitutes of system scheduling whereas the "out-house" managerial activity includes leadership. The trainers are not only focused on providing them with skill-based training but also enhances their morale and motivation towards job responsibilities (Ramdhani et al., 2017). A training program is also arranged for the employers, to revive them with their old business strategy. The objective of the program is to transform the company into employee-oriented from profit-oriented. The strategy will motivate employees, eventually increase customer satisfaction and ultimately generate profit.

Recommendations on the basis of management theories

In the report by Noe, Hollenbeck, Gerhart & Wright (2017), it was explained that the social learning theory is basically a cognitive process that takes place in a social context, instead of being solely a behavioural process. The training program of ABC consultancy is based on social learning theory as it acknowledges that employee's thoughts, behaviour, and skill are influenced through observation as well as from direct experience. The theory states that structured classes and learning from experts mentoring are an integral part of learning and development (Frese, Hass & Friedrich, 2016). Instructor-led training and simulation employee training is considered as the most effective mode of transferring knowledge. According to the report of the National Statistical Institute, Instructor-led classroom training is used by most of the organizations (90%). The managerial training activity conducted by the trainers is based on reinforcement theory to reshape their behaviour and overcome the restraining forces of change (Cloutier, Felusiak, Hill, & Pemberton Jones, 2015). According to this theory, the environmental consequences are considered as a powerful tool, which can be used to reshape the behaviours of employees (Noe et al., 2017). Managerial specific activities are considered as experimental based learning where learning and development are done through challenges, tasks, and practices to increase their efficacy. Down the line, both the theories focus on employee motivation by rewarding them. Most importantly, management theories will be addressed by focusing on interpersonal, self-assessment, and communication skills.

Validation of the training program

For validating the recommended training, it is important for the trainees to achieve the skills and knowledge for which the training was intended to provide. Validation is a method of pre- or post-test and assessment essential for competency-based training. Validation of the training program is a process that certifies that the training provided by the trainer (facilitator) to the participants (employees) meets the expected standard. Validation is basically concerned with the learning outcome, where certification describes the measurable performance (Lumsden, Edwards, Lawrence, Coyle & Munafò, 2016). It not only certifies the end result of training but also validates if the entire training program is framed correctly. Prior to training validation, standards should be described to the employees. The validators and evaluators really explain the employees regarding when and how they have met the specified standards. In the present scenario, various forms of activities will be conducted on the different types of employees to validate their respective training programs (Frese, Hass & Friedrich, 2016). A group validation of the training is provided to hourly employees can be done by "activity in training" to evaluate their knowledge, skills, and attitude. A skill evaluation test will be conducted on these employees in their workplace to examine their skill efficiency and learning ability. An individual validation of training provided to professional employees would be done through the "Exit interview" method for analysing their knowledge and skills (Lumsden et al., 2016). The Exit interview will be based on technical knowledge, both in terms of practical as well as theoretical. Similarly, an individual validation of managerial training is conducted through "Site visit and monitoring" method to identify the managerial and leadership skill (Asfaw, Argaw, & Bayissa, 2015). Above all, performance appraisal standards will also be implemented such that the employees and managers will be encouraged to apply the learned skills in their routine tasks. Hence, the validation method helps in measuring the change within the employees related to behaviour over time, knowledge, skills and attitude.

Evaluation for the effectiveness of the training program

Training evaluation is a method that measures the effectiveness of the training program. Training evaluators have already defined the evaluation protocol for ensuring the objectivity. Evaluation protocols are defined as step-by-step checklists which is required to follow by the training evaluators. Furthermore, consonant training evaluation drives improvement in the training process, as it identifies its inconsistencies and discrepancies. For evaluating the effectiveness of the given training program, Kirkpatrick's four-level training evaluation model is the most effective one. It has four levels, Reaction, Learning, Behaviour, and Results (Gönenç, & Sezer, 2019). Kirkpatrick's four-level training evaluation model helps the trainer to identify and analyse the outcome of the training programs and identify ways for future improvement. The four levels of the model include, "Reaction", in which the degree of reaction of the participants towards the training is measured by addressing them with few questions. This evaluation can be conducted immediately after the training program ends. The feedback in this evaluation is very easy to obtain and is not expensive (Kirkpatrick & Kirkpatrick, 2016). Likewise, the "Learning" aspect will analyse the degree of acquired knowledge, intellectual capability, attitude, skills, commitment, and confidence on the basis of participation in training events. The before to after learning experience can be gathered in a highly relevant manner for analysing technical skills. It requires more investment and thought processes as compared to level one. "Behaviour" aspect will be determined on the basis of behavioural acquisition and its implementation by the employees in their respective job (Kashirin, Semenov, Ostrovskaya, & Strenaluk, 2016). Application of learning and things to behaviour in the workplace can be either seen immediately after several months off training, depending upon the situation. It is considered that the measurement of behaviour change is slightly complex as compared to the reaction and learning evaluation. Finally, "Results" will include analysis of the extent of occurrence in the targeted outcome in conjunction with the training event and its subsequent reinforcement is evaluated. That result evaluation is the effect of employee training on the business key performances such as return on investment (ROI), organizational performance, accreditations, and employee retention. Individual results evaluation is easier as compared to the evaluation for the entire organization (Wehrmeyer & Vickerstaff, 2017). Evaluation of the result for the entire organization is difficult because it is primarily dependent on the line management, and changing organizational structures. The evaluation of training outcome will always be started with level one and then it is proceeded to other levels as per the availability of time and budget. The level one evaluation is the most important part of the proposed model and is cost effective.

Conclusion

In summary, the purpose of the training program is to reshape the organization's business strategy. With reference to the given case scenario, the training proposal is aimed to improve the competency skills of employees at Dynamic organisation. Importantly, the training proposal is framed on the basis of need analysis for the company. The program was framed to resolve the employee dissatisfaction issue. For this purpose, the training is given to three basic types of employees, hourly workers, professional employees, and managers. Different types of the training program are employed to these employees on the basis of their work practices. The implementation of several management theories are framed according to achieve success in the training modules of the case organization. However, it is learned that the training proposal must be validated and evaluation in terms of internal processes as well as the effectiveness.

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