Assignment 2: Determine The Cost For The Training Program
Assignment 2: Designing a Training Program
Due Week 8 and worth 300 points
Create a written proposal in which you detail the complete design of an employee training program.
Write a six to eight (6-8) page paper in which you:
Design a two (2) day training program for a group of twenty (20) employees.
Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training.
Develop the training objective for this program based on an analysis of the business.
Determine the training cost for the training program you are proposing. Include a detailed breakdown of time allotted for each piece, the subsequent cost analysis, and the total cost for the project as a whole.
Select key training method(s) to deliver the program to employees, such as an e-Learning module or a one-day face-to-face training program.
Create an agenda of activities for the training program.
Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources.
Format your assignment according to the following formatting requirements:
Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
Include a cover page containing the title of the assignment, the student's name, the professor's name, the course title, and the date. The cover page is not included in the required page length.
Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.
The specific course learning outcomes associated with this assignment are:
Identify when to conduct a Training Needs Analysis (TNA).
Analyze the various approaches to performing a Training Needs Analysis.
Develop strategies for training design.
Use technology and information resources to research issues in training and development.
Write clearly and concisely about training and development using proper writing mechanics.
Training Employees
Name:
Institution:
Course:
Date:
Introduction
As the world progresses into a more inclusive global market, there is need for companies to embrace what is coming. A global shift in the market dynamics, where the traditional markets are constantly going to be challenged. The digital age has also come with a revolution that is taking on the corporate world. Technology is everywhere and in every other process and companies need to embrace the changes that come with the same so that they are able to compete sustainably in a dynamic market. At the same time adaptability is a key component of the challenges that the firm is facing. With the dynamic nature of the market today, it is important for companies to stay ahead of the competition by making sure that they are able to adapt to the changes taking place in the market (Truitt, 2011).
Training needs
In light of the training needs analysis, there are some aspects of the company that need to be sharpened to make sure it is able to compete effectively now and more importantly in the future. One of the training needs is associated with the dynamic nature of the global market (Patel, 2017). As the traditional markets shift, there is need to embrace the new trends especially with the rate at which, business is going to the east. This means that employees have to ready to work with staff and customers on the Asian content. This is an aspect that will change almost everything that most of the staff understand about the traditional markets (Truitt, 2011). Understanding the cultural differences could mean the difference between losing all the business in the new market to becoming a market leader in the emerging economies.
The other training need is associated with the ability to communicate effectively in a market that is fairly different from the traditional markets in the western nations. Communication is at the backbone of the cultures and is one of the factors that signifies the complexities of the different nations and regions. The western and eastern countries have different ways of communicating from the body language, to the way they dress, gifting, decision making, presentations, close deals communicate mistrust and disappointment among others (Truitt, 2011). All these are complex elements that are not obvious to many of the staff. As such, there is need to start the training on some of the basic elements that the staff need to be aware of so that they are not caught off-guard.
The other need is associated with the current trend in the level of technological applications in the market. This is an aspect that affecting every other areas of the market and even the consumer behaviors and preferences (Patel, 2017). As such, there is need as a company to deliberate on the various ways that technology is likely to affect the market in the future and act accordingly. Like the other two needs for training that have been established above, this is a trend that is likely to put the company in a rather disadvantaged position if not handled effectively. The market is constantly changing from the way the customers can access their products to what products they prefer and they prefer the products are delivered to them. With the element of technology in the market, it affects everything from the way the products are designed to the way they are used by the customer across the globe. As such, this makes technology of most important aspects that the company has to look into going forward. Staff need to embrace technology as it also brings a vast array of opportunities to boost the company competitive edge in the market. This is a training that will be focusing on the employee experience to enhance the success rate and continuity of the learning objectives (Zahra, Iram & Naeem, 2018).
‘Consider the goal of learning and development from an employee's perspective – why do they want training? What skills do they need to be great at what they do? What skills do they need to prepare for the next step in their career? If your training is mainly focused on achieving regulatory compliance, then this is simply a business overhead. It does not in any way represent true development for your employees. In fact, employees tend to turn to Google first for on-the-job learning content. A quick search can pull up valuable content from blogs, videos, podcasts or free elearning material. Now, L&D professionals can use tools to help track and analyse informal and formal learning activity at the same time, providing key metrics on the types of content people like to consume, which can then help inform the curation of similar content for future use. This is important from a practical standpoint because, as HYPERLINK "http://marketing.bersin.com/predictions-for-2017.html" \t "_blank" Bersin by Deloitte’s predictions for 2017 report notes, it’s becoming more imperative to improve the employee experience overall, which includes how they interact with, share, and consume learning content.’ (Patel, 2017)
Training objectives
The training should increase the company adaptability to market changes by 20%
The training should improve the staff communication skills by more than 50%
The training should increase the staff readiness in reference to technology implementation by 70%
The training should increase the company’s competitive edge by at least 35%
The training should improve the company’s efficiency through the use of technology by 40%
Training Costs
The training is a three pronged program that is going to run for two weeks. Each of the topic will be covered in three days making it a nine day plan, the last day which will be on evaluation training, to help the staff understand how they are going to be assessed for progress on the three facets.
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