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Need to create a proposal for a T&D a program to support a business need.
Introduction
In this paper, we designed a training program in favor of the employees. The created training program will give an opportunity to business contractors to learn about the culture and internal environment of an organization. This paper has been described the information regarding cover memo, training program overview, project timeline, training methods, and costs as well. Generally, it can be said that the training program serves as important equipment in learning the internal cultural aspects of an organization (Ognibene, 2016). This paper is describing the creation of an onboarding training program in favor of newly hired business consultants only. With the help of this training program, the target audience can learn a lot of information about how to prepare a training project and what content is necessary to include in it.
Cover Memo
To: Mr. Director (Name)
From: Manager (Name)
Subject: Onboarding Training Program
Date: 16/2/2018
From: Manager (Name)
Subject: Onboarding Training Program
Date: 16/2/2018
I have conducted a need assessment session to identify the turnover problem within our company. In order to conduct the need assessment, I have used the three different methods. The first and foremost method I used is the creation of a focus group meeting with consultants who have been with the company for less than one year. On the other hand, I have also utilized the interview and exit interview procedure to evaluate the feedback and perspective of different business consultant's manager. On the basis of their viewpoint, I have identified that our company is not offering any training program in favor of onboarding and newly joined business consultants. Apart from this, it is also recognized that current and former consultants do not feel supported in their first few months of hire. Therefore, they spent enough time on their schedule trying to learn the company's policies and procedures and trying to get access to the different systems. As a result, they performed mistakes, missed deadlines, and suffered from poor performance problems. After interviewing the managers, I also find out that they expect from their new consultants to quickly reach the performance goal and attain high-level productivity. But, they did not have any knowledge and information about how to help the newly hired business consultants to learn organizational procedures and policies what they needed to know. So, I believe that all this happens due to the absence of a training program in favor of new employees. The presence of training program will help the management to conduct an orientation session for employees and feel them proud to become the member of their concerned organization. Therefore, it is expected to the director to look at the identified issue and take further initiatives to resolve the problems. The resolution of the above-identified problem is necessary to prevent employee turnover within the organization and plan its future accordingly.
Onboarding Training Program Overview
The onboarding training program will organize in the USA. The main motive behind the onboarding training program is to provide the orientation facility and training to new joiners. With the help of the training program, they do not seem able only to use their skills in a right direction but also able to give adequate outcomes to the concerned organization (Brown, 2002). The training program will continue to 3 days. It is because the training program will cover several aspects regarding the company profile, working structure, and roles and responsibilities of each individual. Therefore, this will consume the time period of at least 3 days.
Training methods and Elements of program
The training will award to hired employees by the use of different methods. The first and foremost method that will allow user here is technology-based learning. It means that the training will award to business consultants through the use of technology-based training programs. These mainly contain the development of PC-based programs like a seminar, interactive multimedia, video conferencing, and web-based training (Crochet, 2017). With the help of technology-based training program, the organization can get the huge participation of trainees than other methods. Another training methods that will allow the user to award training are on-the-job training, coaching, group discussions, and role-playing (Obisi, 2011). All these training methods help the company to award the best learning to its employees.
Methods to ensure transfer of learning
There are different methods to ensure effective transfer of learning. The first and foremost method to transfer learning is identical elements (Guetterman, 2017). As per this method, the transfer of learning occurs between two different situations, but they are a combination of different identical elements. On the other hand, the second and foremost way of transfer of learning is a generalization of experience. According to this method, it is assumed that what is learned in task A transfers to task B, because in studying A, the learner forms a general principle which applies in part or completely in both tasks (Jehanzeb, 2013). Therefore, it is right to say that the both of these methods have enough potential to facilitate effective transfer of learning.
Person or group responsible for each program segment
There are a group of different individuals who will remain responsible for the creation of training program (Niewolny, 2016). The first individual that will remain responsible is project manager. The project manager will handle all the training program activities effectively to avoid any miss happening. On the other hand, the project manager also remains responsible for taking significant actions and developing plans. Furthermore, another individual who will remain responsible is training team. This team is the combination of different trainers who will guide the new joiners about the organization and share their experience (Noe, 2002).
Evaluation of program
The outcomes of the training program will measure with the help of the different evaluation methods. The first and foremost evaluation method is an analysis of satisfaction and participant reaction. With the help of evaluation of participant satisfaction, the project manager can gain significant knowledge about the efficiency of the training program (Lundmark, 2017). The second evaluation method is knowledge acquisition. This method will use here to measure the program efficiency through evaluation of participant knowledge. This will perform through questionnaire and debates as well. The last and final method is an evaluation of business outcomes. Here, the project manager will get significant information about reduction in a number of employee turnover (Kai Ming Au, 2008). If reduction occurs, it will indicate training program efficiency and success.
Conclusion
After studying all this, it can be concluded that the onboarding training program will enhance the understanding and knowledge of new business contractors. It is because the training program will spread awareness among them about their roles and responsibilities. This awareness further improves their performance and encourage them to do their best.
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Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public personnel management, 31(4), 569-578.
Crochet, P., Aggarwal, R., Knight, S., Berdah, S., Boubli, L., & Agostini, A. (2017). Development of an evidence-based training program for laparoscopic hysterectomy on a virtual reality simulator. Surgical endoscopy, 31(6), 2474-2482.
Guetterman, T. C., Creswell, J. W., Wittink, M., Barg, F. K., Castro, F., Dahlberg, B., & Gallo, J. J. (2017). Development of a self-rated mixed methods skills assessment: the NIH mixed methods research training program for the health sciences. J Contin Educ Hlth Prof, 37, 76-82.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. European Journal of business and management, 5(2).
Kai Ming Au, A., Altman, Y., & Roussel, J. (2008). Employee training needs and perceived value of training in the Pearl River Delta of China: A human capital development approach. Journal of European Industrial Training, 32(1), 19-31.
Lundmark, J., Paradis, J., Kapp, M., Lowe, E., & Tashiro, L. (2017). Development and Impact of a Training Program for Undergraduate Facilitators of Peer-Assisted Learning. Journal of College Science Teaching, 46(6), 50.
Niewolny, K. L., & Lillard, P. T. (2016). Expanding the boundaries of beginning farmer training and program development: A review of contemporary initiatives to cultivate a new generation of American farmers. Journal of Agriculture, Food Systems, and Community Development, 1(1), 65-88.
Noe, R. A., & Peacock, M. (2002). Employee training and development.
Obisi, C. (2011). Employee training and development in Nigerian organisaitons: Some observations and agenda for research. Australian Journal of Business and Management Research, 1(9), 82.
Ognibene, F. P., Gallin, J. I., Baum, B. J., Wyatt, R. G., & Gottesman, M. M. (2016). Outcomes from the NIH Clinical Research Training Program: A mentored research experience to enhance career development of clinician–scientists. Academic medicine: journal of the Association of American Medical Colleges.
Crochet, P., Aggarwal, R., Knight, S., Berdah, S., Boubli, L., & Agostini, A. (2017). Development of an evidence-based training program for laparoscopic hysterectomy on a virtual reality simulator. Surgical endoscopy, 31(6), 2474-2482.
Guetterman, T. C., Creswell, J. W., Wittink, M., Barg, F. K., Castro, F., Dahlberg, B., & Gallo, J. J. (2017). Development of a self-rated mixed methods skills assessment: the NIH mixed methods research training program for the health sciences. J Contin Educ Hlth Prof, 37, 76-82.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. European Journal of business and management, 5(2).
Kai Ming Au, A., Altman, Y., & Roussel, J. (2008). Employee training needs and perceived value of training in the Pearl River Delta of China: A human capital development approach. Journal of European Industrial Training, 32(1), 19-31.
Lundmark, J., Paradis, J., Kapp, M., Lowe, E., & Tashiro, L. (2017). Development and Impact of a Training Program for Undergraduate Facilitators of Peer-Assisted Learning. Journal of College Science Teaching, 46(6), 50.
Niewolny, K. L., & Lillard, P. T. (2016). Expanding the boundaries of beginning farmer training and program development: A review of contemporary initiatives to cultivate a new generation of American farmers. Journal of Agriculture, Food Systems, and Community Development, 1(1), 65-88.
Noe, R. A., & Peacock, M. (2002). Employee training and development.
Obisi, C. (2011). Employee training and development in Nigerian organisaitons: Some observations and agenda for research. Australian Journal of Business and Management Research, 1(9), 82.
Ognibene, F. P., Gallin, J. I., Baum, B. J., Wyatt, R. G., & Gottesman, M. M. (2016). Outcomes from the NIH Clinical Research Training Program: A mentored research experience to enhance career development of clinician–scientists. Academic medicine: journal of the Association of American Medical Colleges.
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