TRAINING PROGRAM

Training Program
Shamara Kallie
AET/570
November 14, 2016
Dr. Gale Cossette

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Training Program Description

The Training program that will be put together for this organization is for new employees. The
scope of the training program will cover policy, procedure, effective customer service, and the
use of the Human Capital management system. This will be a great way to introduce all new
employees to this organizations style of training. It is important that the all employees see how
important education and training is to this organization. Also we want employees to see the
benefit of training and how it can prepare them for advancement within the organization.
The intended audience will be all new employees who are recently hired. They will be required
to complete this training class before starting their designated position. This will include all ages
18 and older that have meet the qualifications for employment
The goals for this taring session is to help new employees gain knowledge of the organization
and the expectation of their position. Employees will improve on customer service skills and be
able to navigate through the Human Capital Management System.
The objective is to create employees with great work accuracy, reliability, and with the tools
needed to move up within the organization. New employees will be prepared for the intense
training programs provided by the organization to integrate employees into a management
program.
Needs Analysis
At its core, training is about effecting change (Brown & Green, 2011). A need or gap
analysis is the term used by instructional designers to describe the analytical process of critically
examining the current state of the organizations employees knowledge, skills, or behaviors and
comparing that to the organizations desired state (2011). We will conduct an analysis to insure

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that this training class is effective with new employees and creates a positive learning
environment that will prepare them to be successful employees with potential for growth.
Data Gathering Techniques
It can easily be argued that all new hires will need training it is still appropriate to
conduct a needs analysis to help clarify and quantify the specific knowledge, skills, and abilities
they may be lacking (Brown & Green, 2011). This organization will use two techniques to
gather data about the need for the proposed training program Questionnaires and Job and Task
Analysis.
Questionnaires
Questionnaires will be prepared and sent to every current employee to help identify
what knowledge, skills, and abilities they believed were necessary to properly perform their job.
Questionnaires will also be given to all new employees to help determine what knowledge, skills,
and abilities they already possessed and to help provide trainers with an analysis of their target
audience
Job and task analysis
Once training outcomes are identified, it is important to identify and isolate all of the steps a
learner needs to accomplish in order to achieve those desired outcomes (Brown & Green, 2011).
The job and task analysis will provided a roadmap for the design of the training program aimed
at preparing new employees for their positions and into exemplary performers within the
organization.
Budget

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It is important when starting any new program to examine the budget. This is one of the most
important parts of any planning process. Before beginning any type of program, you need to
create a budget. Because this in a nonprofit organization we want to be sure we are mindful of
the budget at all times.
Staffing Plan
The goal for staff is to conduct a successful new employee training program. Because employees
will not be able to report to their actual job until this training has been completed it is important
that we offer the class as often as possible. I propose twice a week. I would suggest Tuesday and
Friday to give all an opportunity throughout the week to hire and start working Monday or
Wednesday of every week. . The program will take place in one of the large conference areas.
Also, there will be a need to implement some internal and external resources to best support a
positive impact on adult learning and also for the success of this training program. Staff on time
management and develop expertise in lesson planning excellent strategies training adults
enhancing different learning methods to measure program objectives
There will also be a need for Technical support staff to set up presentations, organize seating and
light arrangements, Knowledgeable of identifying technical issues, and use different planning
applications.
The trainer is already familiar with the program policies and most important, understands the
programs culture. The trainer is fully knowledgeable on topics about time management and the
responsibilities of preschool tutors.

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Stakeholders and Goals

Other out puts we want to consider are out stakeholders. The first group stakeholders in this
program are those that are going through the training. These are the ones that the information
affects the most, and with proper feedback can help future trainees as well as the instructors. The
second group of stakeholders is the instructors/trainers, because they need to assess their role in
instruction versus the online training. They will determine if they need to re-teach or should just
teach it without the online session. The new employee training program will start with new hire
orientation to get a complete understanding of this organizations policy. This is a course all
employees will participate in. It is important for managers to see how and what information their
team is being trained on. This starts from when they are first hired with the organization. This
training will also verify the skills they have obtained with the necessary training, and this is
where the assessment is beneficial to the instructors. This will allow them to fine tune the
program and determine is it needs to change, stay the same, or something needs to be thrown out
completely. The third group this information will be profitable to will be Goodwill Industries
Human resource department who controls all the training documents for all managers and retail
employees, and anyone involved with training program.

Communication Plan
The communication plan will the launched in four stages.

Stage One Pre Change Approval

Presenting to upper management/executive and getting their buy in.

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Get ideas on how best ways to implement change.

Stage two Creating need for Change
Rationale
Clear expectations
Training

Stage Three Midstream Change

Communicate change to all employees
Identify road blocks and address issues
Gather feedback
Stage four Confirming Change
Evaluate and work on incomplete task
Reward/celebrate successfully implementation of changes

It is very important when you are starting any new program that it is properly communicated will
all in the organization. We also want to be sure it is well marketed so all employees understand
what the new changes are and what benefit it will bring to the organization.
Marketing
Marketing of the new training classes would consist of showing what the classes would offer,
benefits, and include incentives for current employee who would like to take the training class a
refresher. The goal is to promote the class through email and flyers as informational but also
show the benefits it could give to current employees if they wish to take the class. I would also
give instructors a base line to start from. Emails and text blast could also be a great way to
notify new employees and current of training class dates and times.

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Program Evaluation
Some of the evaluation metrics will determinate the success of the training. This measurement
source consists of gathering an overall feedback to help oversee the value of the organization and
its employees. Including individuals such as the Human Resource team, trainers, managers and
supervisors, and the participants. Furthermore, the purpose of the evaluation rubric will consist in
determining whether all the employees were able to learn and retain new information about time
management. All new employees will complete evaluation sheets to assess the quality of the
instructions including the trainers performance and the resources used throughout the training
program. With this in mind, managers will be able to compare results and employees reaction
before and after the training program. The information gathered throughout these assessments
will facilitate a better understanding of best strategies to the trainers and human resource team.
The human resource team will evaluate the program benefits ensuring support and material
relevancy to the best of their abilities.
The metrics system that will be evaluated to assess if time management is presently efficient and
properly utilize are the following:

Training SuccessManagers and Supervisor will assess their new hires if policy and
procedure are being properly implement after a couple of observations. Reaching out to
their staff can be a good indicator if the training received was a successful content

retention.
Instructor Performanceemployees are going to ask through questionnaires sheets about
their personal reactions about the whole training program layout. These questionnaires
would include timing and the facilitation of the instructions approximately one month

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after the training completion. Instructors will be giving these questionnaires as well as a

way to evaluate feedback about the effectives of the training and how it could be better.
Participant Satisfactionmanagers and supervisors will be conducting individual
evaluations about how practical and helpful was the training program. Also to measure
employees happiness about practicing what they were learned.

Conclusion
This New employee training program will be an overall benefit to the organization. It will help to
grow our staff and prepare them for our culture and work ethic. It can also create a higher
retention rate as we have now prepared our new employees the tools they need for growth within
the organization.

References

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Brown, A. and Green, T. (2011). The essentials of instructional design (2nd ed.).
Boston, MA: Allyn & Bacon
Tracy, B. (n.d.). 14 Proven Strategies To Increase Sales Of Your Product
Sisakhti, R. (2016). 12 Key Trends Shaping the Sales Industry