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.