Two-Day Training Program for a Group of Twenty Employees
The training program is an essential perspective for an organization to be successful. Proper training and the structure of the design must incorporate specific content related to work ethics. The training materials used can be slide presentations, work manuals, videos, various equipment, or anything deemed fundamental in the training program’s success. Whenever an individual chooses an instructional method, they need to know the type of employees and the organization’s financial outlook. Over budgeting or using, the wrong techniques in training can be a loss to the organization and time-consuming (Pirzada et al., 2021). Another criterion to consider apart from economic outlook is the time spectrum of the training program. For the business’s longevity, the company and employees need to implement practical competitive seminar that favors the trainers and the trainees.
Employee training program transfers or modifies skills, knowledge, and attitude through a well-structured learning experience. A good training program improves the performance of the employee, their attitudes and strengthens the skills that are tailored to fit the expectation of the business entity (Pirzada et al., 2021). The most effective training method utilizes the delivery method in ensuring everything taught applies to the organization that sponsors the training activity. The table below contains vital information in training 20 employees over two days.
Training Objectives
- Promote the use of professionalism and other support systems within the context of private school improvement scheme.
- Promote teacher to have leadership idealism to improve learning experience for teachers in the classroom.
- The program should have sustainability in enhancing teaching effectiveness.
- To enable the private school analogy to have Learning Management system to effectively enhance training.
Equipment Needed
Each employee should have a flip chart for the group activity, computer, sign in forms, projector (one for the whole group), pre-banded handouts, pens, highlighter, and notebook.
Training Need Analysis
Training Need Analysis (TNA) is termed the first phase of the ADDIE model. TNA involves the process of gathering data and metric analysis that relates to the performance gap. An effective TNA identifies the need for training and sets the objectives needed to finalize the program (Cascio, 2019). For any business to be termed effective, it needs to eliminate the performance gap and increase the staff skill level. The curriculum used by the children within the organization must conform to legal entities governing the country. An organization must focus on having a proactive TNA that improves the HR requirements (Cascio, 2019). The analytics contained in the job ideology should gather tasks that are responsible for futuristic endeavors.
Having a strategic job analysis improves the longevity spectrum of the organization, and it poses as a competitive entity within the stakeholders. The reactive TNA starts by sorting out the discrepancies contained in the job performance. It also incorporates operational analysis, personal analysis, and organizational analysis (Holloway et al., 2018). The business entity must gauge between the reactive TNA and proactive TNA. However, the proactive approach can make the organization competitive because it seeks to find answers that the reactive TNA approach cannot unfold.
The basic questions that the organization seeks to answer are:
- What are the benefits of the training program to the organization and the children’s educational outlook?
- How can new ideas enhance the current ones in the training program within the next three years?
- What is the best approach in preparing the staff to achieve the set objectives within the training matric?
The Training Objective of the Program
The program’s objectives refer to all developments that guide all ventures during the training period. When there is a well-structured objective, it influences the success needed during the training season (Holloway et al., 2018). The design of the Private Learning Center is tailored to bring a higher level of leadership for the children admitted in the vicinity to have good guidance throughout their stay. Therefore, the projected training is enhanced to ensure a positive outcome in the classroom curriculum for both the teachers and the children (Maheshwari & Vohra, 2018). A successful business venture must provide a win-win circumstance for all the stakeholders. The 2-day training program will ensure the following objectives are achieved.
- All teachers are competent and ready to serve the school with the utmost ethical framework.
- The school directors conceptualize the latest trends in the teaching programs, and the modes of teaching embrace the latest technologies recommended by the education departments.
- All the teachers will know the modes of dealing with children to ensure a smooth transition both in performance and ethics framework.
- All the departmental heads and employees, and teachers should know how to gauge and submit a performance assessment matrix for all people in their respective departments.
Determination of the Training Program
The Training Method to Deliver the Program
The appropriate training method for the teachers in the private learning center will involve lectures and discussions. The cost of having lectures and discussions is low because it uses a lecture hall to provide the trainees with information. The discussion enables the participants to interact freely and seek insights whenever they need an understanding. The training method allows trainees to practice things taught in the halls and discuss among themselves (Maheshwari & Vohra, 2018). The lecture and discussion method provides information, principles and adheres to the conceptualization of an ideal training method (Garavan et al., 2020). When the lecturers teach the trainees during the 2-day program, they can use discussion notes, video, or presentation slides to illustrate. The mode of presentation will enable the teachers to improve the learning style of the teachers under the training program.
During the 2-day activity period, the training program will use a presentation and allow the trainees to ask questions or role-play. The influence of role-playing will enable the trainees to practice all the activities taught in real life. Lecturing is an efficient way of making the whole initiative to be successful in that every trainee will engulf the ideologies of a classroom setup efficiently. The mode of corrective criticism to the trainees provides insights on things to emphasize during the training period (Garavan et al., 2020). It also makes the trainer to note the areas that need more explanations and emphasis. Whenever the team raises their speculations about a given subject, the trainer can either use the lunch breaks or tea breaks to clarify on their area of interest.
The use of group building method and hands-on method will be implemented on the second day. Experimental programs will be used in the group building framework because the training should be stored in long-term memory. The trainees will interact with the trainers to boost their confidence during the training period. The group building method raises ideological morale that will synchronize with work ethics (Garavan et al., 2020). All the conferencing periods will make good use of face-to-face training because theoretical concepts are already in the trainees. The trainer will pose questions to the trainees as a brainstorming activity and gauge how successful their seminar is to the attendees. The second day, the final is when the trainers will subject the trainees to actions that will demonstrate their level of skills. The 20 members will be grouped, and one of their teammates will present the skills learned. Interactive methods enhance retention of facts and clarity of insights.
Some situations need fundamental life interactions, and the lecturing and discussion method is one of them. Employees can learn about work ethics under supervision or guidance offered by a qualified worker. On-the-job training (OJT) is efficient in training new employees because it contextualizes job orientation and provides learning experiences that apply to the desired position. OJT is also less expensive because it uses an already available and experienced workforce to pass on to new employees (Garavan et al., 2020). The induction method in passing knowledge from most experienced in the work environment allows the extra idealism of connotation to be given into the new workforce. For instance, when an employee is experienced in their position, they can teach new entrants the best ways of evading negativities and instill positivity in the organization.
Agenda of Activities for the Training Program
- Training Agenda: Leadership and teaching effectiveness program
- Private Learning Center in La Zion Conference Room
- Wednesday, January 5th, 2022 and Thursday, January 6, 2022
Trainer: Verah Dave
Day 1
Day 2
References
Cascio, W. (2019). Training trends: Macro, micro, and policy issues. Human Resource Management Review, 29(2), 284-297. Web.
Garavan, T., McCarthy, A., Lai, Y., Murphy, K., Sheehan, M., & Carbery, R. (2020). Training and organizational performance: A meta‐analysis of temporal, institutional and organizational context moderators. Human Resource Management Journal, 31(1), 93-119. Web.
Holloway, K., Arcus, K., & Orsborn, G. (2018). Training needs analysis – The essential first step for continuing professional development design. Nurse Education in Practice, 28, 7-12. Web.
Maheshwari, S., & Vohra, V. (2018). Role of training and development practices in implementing change. International Journal of Learning and Change, 10(2), 131. Web.
Pirzada, G., Muhammad, Y., & Zaka, S. (2021). Engaging instructions in history classrooms: exploring university teachers’ perceptions and practices. Global Social Sciences Review, VI (III), 38-48. Web.