Memorandum - Compliance Training
Virginia Sacco
University of Phoenix
Project Planning and Implementation
CMGT 410
Steven Jarvis
November 25, 2012

Memorandum - Compliance Training
TO: Manager
FROM: Virginia Sacco
DATE: November 25, 2012
SUBJECT: Memorandum – Compliance Training

As one of the Training Officers (TO) for the company in last week’s training meeting it has been brought to my attention that there will be a rollout of a new companywide information system that will require additional training. The new system will impact the branch offices throughout the company worldwide therefore it is imperative that everyone receives adequate training. The training can be completed in roughly 10 hours.
Completing the training will be difficult primarily for branch managers (other employees will be scheduled to complete the training) as branch managers do not typically have much flexibility in their schedule therefore we did discuss how to implement ways to offer the mandatory training. Excessive time was spent during the meeting to discuss how to best implement the required training such as conducting a centralized training sessions, offering CBTs (Computer Based Training), VTC (Video Teleconferences), deploying System Matter Experts and/or Training Officers to conduct OJT (On-Job-Training).
Centralized training sessions would require a lot of organization of a region to have all mangers to attend therefore it is not a mandatory option but it will be an option that will be offered for those that would prefer to attend as classroom type setting.
Computer Based Training session require power points and end of lesson checkpoints to ensure that the mangers have achieved the level of knowledge required to successfully complete the training. It is understood that not everyone is a self-taught student therefore this is offered but not mandatory. This would require a server to be able to upload the course to the stand alone computer that is requesting access otherwise this is a very easy training format.
Video Teleconferences offer mangers to learn similar to a classroom setting but without the travel. The requirements would be web conferencing software, projector, computer, land line, and a block of time that both the manger and the SME or TO would be available to brief the branch manager.
Deploying the SME or TO is another way to offer the training which would be costly as it would prove to be more beneficial as it could be more of a one-on-one setting however with all of the traveling it would eat up company funds quickly. Having a SME or TO on hand the branch manager might be more inclined to ask more in-depth questions because it is an individual training setting.
Though centralized training session, computer based training, video teleconferences, and deploying a SME or TO are all costly for a company. After all discussions it is apparent that the best training for the branch managers would be to conduct a centralized training session.
Having many branch managers in one location would be difficult for the organization to operate without the branch manager for a full 10 hours therefore the sessions can be offered in blocks of time such as five 2-hour blocks or two 5-hour blocks. Also the assistant branch manager will be trained adequately in his/her duties due to the branch manager’s absence prior to the branch manager attending the required training. Having a large amount of branch managers in one location will allow for other branch managers to discuss the new information system and discuss matters that might need to be addressed as “hic-cups” and therefore the feedback portion would be addressed and fixed in a reasonable amount of time. Prior to offering a centralized training session a mock training session should be held with all levels of employees to get vital feedback that will allow for improvements for the training prior to the official kickoff to the training.
The success of the training can be evaluated by an “end of course assessment” to evaluate the amount of knowledge that was retained by the branch managers. Also offer an “end of course evaluation” to review the branch managers opinion of the training session. These two methods would be a fair way to measure the success of the overall training. Also offer a follow up survey on the system to see how the branch managers are adjusting to the new system.
Lastly, if centralized training is not conducive for all branch managers I suggest that offering computer based training and deploying a SME or TO for OJT should be offered to ensure that all training is conducted. With these training evolutions there will also needed to be “end of course assessments” and “end of course critiques” as well to evaluate the success of the training.
As Training Officer at the completion of the training sessions I can review the assessments and critiques and develop a feedback report for your review to submit up the chain of command.