...1 * 2 * 3 * 4 * | 13-141516 | Introduction: In this assignment one will indicate how a training session should be planned, following the stages of the learning cycle. Training Needs Analysis: Training Needs Analysis (TNA) is a systematic gathering of data to find out the training needs of participants. There are many benefits to carrying out a TNA prior to the training programme design stage. One such benefit is to assess the existing knowledge, skills and attitudes of participants, as well as identifying the gaps that need to be filled in order for them to reach their desired knowledge, skills and attitudes. Another benefit is that this information will inform the trainer of the Aim & Objectives of the training programme. And finally, in doing a TNA ensures that the Trainer and the trainee are more likely to achieve positive results from carrying out the training. However, one must bare in mind that there are some challenges to carrying out a TNA. For instance, employees might be concerned that their supervisor might have access to what they write on their forms, so it is important to clarify on the TNA questionnaire that information obtained is private and confidential. Additionally, it can be difficult to ensure that the participant fill out the TNA honestly, as well as it being difficult to get the TNA’s back. Upon analysing the information collected on the TNA one may come up with various findings. For example, one might find that there are several...
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...THE TRAIN THE TRAINER PROCESS INVOLVES • Pre-training Evaluation ------------------------------ Session 1 Participatory Training Principles and Practices • Guidelines • Knowledge of learners (Interactive talk, followed by discussion) ------------------------------------------------- Session 2 Requirements, Qualities and Role of a Trainer ---------------------------------------------- Session 3 Facilitating an Effective Learning Environment (Interactive talk-cum-discussion) ---------------------------------------------------------- Session 4 Principles and Practices of Training an Adult Learner, (Illustrative talk, followed by discussion) ---------------------------------------------------------- Session 5 Proper use of Communication and Media for Effective Training • Qualities of a good communicator • Considerations for an effective message • Media use in training (Illustrative talk) ------------------------------------------------------ Day 2 Session 6 Training Methods – Their Importance and Use (Illustrative talk) ---------------------------------------------- Session 7 Introducing the training manual on -------------- ---------------------------------------------- Session 8 Introducing the Lecture method, followed by Practice Session on training ---------------------------------------------------------- Session 9 Presentation of the Interactive Talk method, followed by Practice Session on training ------------------------------------------------ ...
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...Title: Train your dog; it only has the ability to be as good as its trainer!! I have raised and had dogs all of my life! In my years of training dogs, I have found that a dog only behaves as good as its trainer! A dog is an animal, not a human! Yes, it is smart, however not as smart as a human! It has its advantages, like a sixth sense. But their intelligence is limited to what we teach them, they are subordinate to us humans! Many people think that they can abuse and hit a dog to submission! I however have learned that an animal learns what we teach them. For example, if an animal is abused, they learn to fear us! Not respect and love us! Dogs only react to our teachings. They do not understand what is right from wrong, or when to, or not to. The best training, takes place when they are still a puppy, the sooner and younger the better. It’s like training and raising a child. That is when they are ready to learn. Proper training, starts from day one. Put up a barricade; do not allow them to roam the entire house on the first day. That way you can see when they make a mistake, like urinating, or doing poop! That gives you the opportunity to watch them, and teach them how to become house trained, and let them out before they do it inside. When training, speak softly, when they do something wrong, change your tone of voice! That way, they will learn to listen and understand! When they do something that is not acceptable, just raise your tone of voice...
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...also provide training to IT staffs on the various aspects of the information technology hardware, wiring, programming languages, and various how-to classes about information technology. The company’s current organizational structure is made up of an executive committee, payroll and accounting, programmers, coding specialists, and a general IT section. Project Introduction The company has a need for trainers to train our entire staff in the use Microsoft (MS) Office 2013. The need arose out of after a general survey of employees about using MS office 2013 many express a desire that employees were not knowledgeable and the company did not have employees trained or certified in MS office to teach the company staff in-house. The purpose for the selected vendor is to train-the-trainers, made up of various staff members from advance to expert proficiency in the use of Word, Excel, and PowerPoint and Outlook of MS office 2013. Project goals The project goals are to train-the-trainers in the various uses of MS office 2013 so that the company have trained instructors on hand to train incoming employees during the company’s in-processing and training for new hires program. Training description and needs The company would like the training to be conducted over four weeks, preferably in the same month. The month we would like to begin is June, 2014. Each week of June be devoted to one program of MS office 2013. The first week training in Word, the second in Excel, the third in PowerPoint...
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...Chapter 7 Case Study Part 1: Cami Machado, Trainer One of Cami’s other tasks, in addition to implementing the black box technology, is to ensure that everyone affected by the system changes will be trained well in advance of the implementation. As such, she is responsible for “training the trainers” or “train-the-trainers” sessions as they are called. Being at the center of the change and having taught Information Technology courses at a local university in the past, she feels well prepared to lead the train-the-trainers courses on new data security procedures for Listo Systems. She is eager to conduct the first session and has spent two weeks preparing large, detailed manuals rich in statistics and flow charts. The professional trainers in her first class do not share her enthusiasm. Although it is obvious to them that she loves her job, their general evaluations of the course were poor. Comments from the trainers included “lots of smoke but no fire,” “talks down to us,” and “I still don’t have a clue what is expected of me and the people I will be training.” Although Cami expects these comments from the very first train-the-trainers course, her manager realizes that something needs to be done immediately. Cami routinely represents Listo Systems at an annual Computer Graphic Service Trade Show. This show is well attended by virtually all of their clients. Because of the changes they are making in the way that they will receive and send jobs to and from their clients...
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...“Creating Disciples: The Transformation of Employees into Trainers” By Harry J. Martin* and Mary W. Hrivnak Elena Rozkov Human Resources Training and Development April 12, 2012 MGMT 3060 CREATING DISCIPLES: THE TRANSFORMATION OF EMPLOYEES INTO TRAINERS 1 After our class discussion and reading article “Creating Disciples” again, I have a better understanding of the process and importance of the training program, which is designed for developing and supporting employee trainers, but I still cannot completely agree with the authors’ model. Martin & Hrivnak (pg.614) are talking about turning novice employees into trainers if this employee feels strongly enough about the idea to volunteer to teach other employees. But they are not talking about rewards, recognitions or promotions. According to Martin & Hrivnak (2009) an organization has to follow the “why” and “how” approach, and needs to understand the benefits and disadvantages between hiring an insider or an outsider to train others. Deciding which trainer to choose depends on the objectives of the program and how valuable they will be for an organization. By turning employees into disciple trainers will benefit the company in many ways. The insiders are cost-effective for the company. Also, training process can be easier because trainers will be accepted by their peers, which will lead to a comfortable work environment. Trainers can relate to other employees because they are already in the...
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...for two nights at the Marriott hotel and conference center • Meal stipend of 65 dollars per day to be reimbursed with receipts • Transportation from the airport to the hotel and conference center Training Facility • Training facility name and address o JW Marriott Los Angeles L.A. LIVE o 900 West Olympic Boulevard • Los Angeles, California 90015 USA o 1-213-765-8600 o Courtyard Orlando International Drive Convention Center o 8600 Austrian Court Orlando, FL 32819 o 1-407-351-2244 • Training dates o March 4-5 2013 o Time- 9:00 am – 5:00 pm Budget The train sessions prearranged budget has been set for 100,000.00. To meet the budget, the total cost has been broken down into quarterly expenditures. 1st Quarter Training Budget Line Item Description/Justification Qty. Unit Cost/Rate Total 1 Courseware development $0 2 Courseware purchase 0 3 Certification 0 4 Train-the-trainer 0 5 Hardware purchase 234 PC's, mice, keyboards purchased 200 $ 357.00 71400 6 Facility rental 0 7 Instructional materials 0 8 Technical equipment Tech tool kits 15 $ 75.00 1,125 9 Consulting fees Consultation 4 $ 99.00 396 10 Instructor fees Instructor 2 $ 150.00 300 11 Content acquisition 0 12 Travel 0 13 Per diem 0 14 0 15 0 Grand Total $73221 The first quarter shows the preliminary...
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...career development to improve individual, group, and organizational effectiveness” (Noe, 2010, pg. 41). Trainers are responsible for the training and development of employees and managers in a corporate organization. Training is an important part of any organizations human resources department and is essential to the growth and development an organization (Kraiger, McLinden, & Casper, 2004, pg. 339). Corporate organizations usually have their own HRD departments within their company. HRD provides in-house consultants, mangers, trainers, and employee experts to help assess, guide and develop employees within the organization. Trainers work with employees and managers on what is needed to improve and increase their effectiveness within the organization (Noe, 2010, pg. 40). Outsourcing training is an alternative option for corporate organization to bring in trainers to train employees or have employees go outside of the organization and receive training. Some examples of organizations providing out outsourced training are trade and professional organizations, and consulting firms (Noe, 2010, pg. 40-41). New trainers gain knowledge and experience through on the job experience and academic courses. There are five concepts that are important for new trainers to learn in order increase their effectiveness in a corporate organization. One concept that is important for new trainers to learn is the roles of employees and managers in an organization and how it affects training. Development...
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...they offer the best products and services to their customers at the best premium possible. State Farm is shifting towards a 24 hour operation so that customers can receive service around the clock. State Farm has done extensive hiring of employees to fulfill the roles for the new 24 hour operation but is in need of classroom claim trainers to train the new employees to be productive and thorough in their claim handling. Position Details The classroom claim trainers will be responsible for training all new hires. The trainers will provide the new hires with all of the claim information and tools needed to be successful at State Farm. They will assist in developing, administering, conducting, and evaluating claim education and training in the zone. They will coordinate with corporate to come up the most efficient way to train new employees. The classroom trainer will plan, conduct, and facilitate training of claim associates in a classroom and field environment. They will also conduct Agency training on claims matters to include development and presentation of materials. Duties and performance requirements The classroom claim trainer will coordinate with other departments for expertise relating to specialized claim areas. They will be the experts in claims and other areas so they must be knowledgeable of the entire enterprise. They will use training materials given to them by the zone and assist in developing new training materials as necessary. They must possess...
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...2014 Traditional Training Methods There are many different training methods available today for organizations to train their employees. With the advancement of technology many organizations are starting to use more of a computer-based training to train their employees and it is beginning to change training in today’s workplace. However, many companies still prefer to use traditional training methods for employee training. Today, these traditional training methods are thought of to be obsolete and a thing of the past, because they are training methods that do not require the use of new technology, but if presented correctly, traditional training methods can be just as an effective learning tool as the newer technological methods. Traditional training methods have been found successful, and for many years is a useful method used by many organizations. This method requires an experiences trainer to conduct the training and make it effective for the trainees. According to Noe (2010), “Needs assessment, a positive learning environment, and transfer of training are critical for training program effectiveness” (p.259). Traditional training help trainees learn by watching the trainer and then showing the trainer what they have learned. The trainer then gives feedback to the trainee and any questions that the trainees may have at that time can be answered by the trainer. There are many traditional methods organizations can choose from, it is critical that they choose one that closely...
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...To determine the cost of the two-day training system, many factors must be considered. A work breakdown and budget report should first be develop to determine any needed cost for the budget. Markway budget plan will justify the needed cost for the two-day training session, to effectively measure the company’s investment in training employees. Phrase 1 Budget Plan A step-by-step budget plan must be configured before Markway can train employees that is needed to make the new system rollout successful. In order for the two-day training program to succeed, the budget plan must be redeem effective, efficient, and productive. To propose a budget to Markway Inc., calculating the individuals that needs to be hire, should be calculated. The number of trainers needed for the training session is calculated by the employees that are attending. Researching the company logs, the number of employees attending training is approximately 90. Calculating the number employees attending, the needed number of trainers that should be hire is 6. That will give each trainer an equal number of 15 employees in their care. An approximately of 2 technicians should also attend the two-day training session for setup and technical support. The technicians should be in attendance to ready the company’s database for ready access by the training offsite location. Each personnel attending training is an important factor, when calculating the training budget to successfully plan out the...
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...The Importance of Training Competency I chose to write this essay over training competency. If an organization has chosen to design or run its own training program, then a trainer must be selected. Selecting a trainer can be a simple or difficult task depending on whether or not an organization has a large training staff with the ability to train staff in high demand areas. Either way, selecting a trainer should be a very important one for an organization. This was one topic that I felt very strongly about throughout these chapters. Training competency involves the knowledge and varied skills needed to design and implement a training program. Effective trainers must be able to communicate their knowledge clearly, use various instructional techniques, have good interpersonal skills, and the ability to motivate others to learn. The topic training competency stood out to me because with the last few jobs that I have had I have witnessed many trainers that did a very poor job. For example, there was a woman that trained me on the medicine cart where I am currently employed. I hadn't passed medicine, other than at clinicals, so I wasn't experienced. I was told that I had three days of training and then I would be on my own. The woman had me stand by her at the medicine cart for three days and wouldn't let me touch anything. She assumed I would understand by just watching, but a trainee cannot just stand beside someone and catch onto something without hands on experience. Especially...
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...Dominique D. Johnson HRDV 5610 Training and Development Professor Shaughna L. Vaughan December 19, 2014 Physical fitness is a high priority for every soldier and has a direct influence on the overall readiness of an organization. The Army requires each soldier to have the ability to pass a physical fitness test twice a year, while remaining in height and weight standards at all times. In my current organization, there is a problem with both soldiers having the ability to pass a physical fitness test as well as remaining in accordance with the Army’s Body Fat Program. Physical training is an individual responsibility, however commanders can implement training programs to help soldiers on every level meet the Army’s physical fitness standards. The Problem The Army’s physical fitness test consists of three events: push-ups, sit-ups, and a two-mile run in an allotted amount of time. Age and gender determine the number of repetitions that must be completed in two minutes and the amount of time allowed to complete the two-mile run. There are alternate events such as the walk and bicycle for soldiers that may have physical limitations that prevent them for complete the standard physical fitness test. Each soldier personal characteristics and abilities are unique when it comes to physical fitness; therefore the physical fitness program has to target various fitness levels. It is up to leaders to identify soldier’s strength and weakness and develop fitness plans...
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...Food Service Training Karen Hill 01/20/2015 NS205 Kaplan University Introduction Today I will be discussing how to train a new employee in a restaurant. I will also discuss why training is important, as well as what type of training is sufficient. There are many different types of training methods some use technology, other use books, and hands on training. After reading my food service training discussion you will know how to properly train your employees. Training employees profoundly is essential for any successful business. Food service is a customer contact intensive business with many obstacles. Employees need to pay attention to customer demands. If you train you employees to display the personality of your establishment you will have a high volume of customers. In the restaurant business it is all about the quality and speed of service. Staff must manage the force effectively and training will help your business achieve its goal. There is no right or wrong way to train your employees. So let’s discuss different training methods that will work. “Shadowing is an interpersonal form of demonstration.” When using the shadowing method your trainee will follow a long time employee of yours around for a few days. This helps the trainee get a feel for what to expect as well as gives them a chance to experience real life situations. I like this method because once the trainee feels they are comfortable enough they can make an attempt to help a customer. Also, this method...
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...Table of contents 1. Introduction _____________________________________________ 2 1.1 Context ______________________________________________ 2 2. Selection and Recruitment _________________________________ 2 2.1 Selection _____________________________________________ 2 2.2 Recruitment ___________________________________________ 3 3. Training and Development _________________________________ 3 3.1 Training ______________________________________________ 3 3.2 Development __________________________________________ 4 4. Reward and Incentives ____________________________________ 4 4.1 Reward ______________________________________________ 4 4.2 Incentives_____________________________________________ 5 5. HR professionals support line managers and their staff _________ 5 5.1 Department Staffing_____________________________________ 5 5.2 Workforce Strategy _____________________________________ 6 5.2 Performance Management ______________________________ 6 6. Conclusion _____________________________________________ 6 7. Appendices _____________________________________________ 7 1. Introduction 1.1 Context Every business is driven by its workforces. Accordingly, operative HR strategies are critical to guarantee productivity and maximum success. Human resources experts play a significant role with respect to coming up with the right approaches to support organizational track but they must have the skills to think beyond the strategies to identify the high level...
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