Training program design Student name Course Professor Date Training description This training is for the new entry level employees, the administrative staff with their deputies as well as the veteran employees of the firm. This training will be conducted for all these levels of employees in a manner that aligns their personal character with the requirements of the firm. The alignment is meant to ensure the firm achieves its mission and excites the employees towards the vision of the firm Objectives The main objective of this training schedule is : 1. to introduce new employees to the firms, its culture, expectation and products clearly describe the mission and vision of the firm Understand the products offered by the firm A clear descriptions of the organizational culture Understand the structure of the firm Objectives 2. to re-familiarize the veteran employees with the firm’s mission clearly describe the mission and vision of the firm Understand the products offered by the firm A clear descriptions of the organizational culture Understand the structure of the firm 3. to equip employees with conflict management and team work the communication channels of the firm Develop employee management skills Team work skills Training methods: objective one Will include the use of large group discussion This reduce the cost and time of making employees aware of products Participants will easily share information Ensure all the employees have the same information Demerits include large crowd control Not attending to all the needs of the employees Objectives Training Content Support Method Description Materials Large group method to introduce new employees to the firms, its culture, expectation and products Description of firm’s vision, mission and goals. Explain the product offered by firm and its aspects Introduce the structure of the firm with the communication channels in the firm Lecture Estimate d Time 1 hour Lecture, 1 hour video tapes Lecture, videotapes 1.5 hours Objective 2: veterans Veteran require re- excitement into the mission of the firm . Are focused and know some work relate issues On job training on technology issues and team exercise is essential This will achieve team cohesion, develop respect and appreciation of each other It is however time consuming and costly. Objectives re-familiarize the veteran employees with the firm’s mission Training Content Support Method Description Materials Team exercise On job training To seek Role play clarification from Tutorial the veterans on the mission, vision Coaching and products of the firm. To introduce veterans to the technologies, communication skills and structures in the firm Estimate d Time 1 week 1 week Objective three The issues of team work is necessary to achieve organizational goals Role playing, team work exercise and simulation will be used Will ensure real life examples of conflict are solved will ensure cohesion and team work among team members It is however expensive Objectives to equip employees with conflict management and team work Training Content Support Method Description Materials Team exercises To train Video tapes employees on team Role formation and playing team Simulation dynamic crucial to achievement of firm’s mission Estimat ed Time 2 hours Evaluation: needs being addressed This training is aimed at gauging the : Skills Knowledge Attitudes These are in relation to the task assigned to them and the peer education in the technology field Both the what is and what ought to be are considered Evaluation: needs being addressed The what is: Is the current skills, abilities, knowledge and skills This has to be included in the assessment The what ought to be : The knowledge , skills and attitudes expected of the Peer educators Transfer of knowledge It is essential to evaluate whether trainees are transferring their knowledge and skills in their work place Will use the Kirkpatrick Model for training evaluation In level 1(reactions): Informal comments of participants Focus group sessions Participants feedback questionnaires Level 2(learning) Done by measuring the pre and post test scores Assessment on jobs Reports from supervisors Evaluation of knowledge transfer Level 3(behaviors): Behavior will be assessed using Self assessment questionnaires On-job observation Peer reports Manager reports Customer reports Level 4(results): Will be assed on based on Financial reports Quality inspection reports Sales managers EFFECTIVE DESIGN The design captures the interest of the firm Ensures the training needs of the employees are met in an objective way Training methods captures the best alternatives to transfer the skills by describing the contents , support methods and time frames Effectiveness of the training identifies the additional training needs and applicability of the methods used Career progression For long term progression in the firm, there is need for constant evaluation Evaluating employee performance to identify customer satisfaction Will identify the training needs for the firm Effective training will asist a right employeeorganization fit Firm will achieve its goals easily It is an employee development procedure References Boxall, P. (2014, April 22). The future of employment relations from the perspective of human resource management. Journal of Industrial Relations, 56(4), 578-593. doi:10.1177/0022185614527980 Quast, L. (2012, may 14). Want Your Company To Succeed in the Future? Invest in Employee Skills Training Like Deloitte LLP. Retrieved from www.forbes.com/sites/lisaquast/2012/05/14/want-yourcompany-to-succeed-in-the-future-invest-in-employee-skillstraining-like-deloitte-llp/ Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.