Training Program

MAN 6359

Effective Training Plan Template

Directions

• This document is to be used as a template for both: o The end of the semester Training Program. o The Team Training you will be conducting in class.

• You must ensure that you cover all sections included in this template.

• Full credit on this project will depend on both the completeness and comprehensiveness of your training program in following this template.

• This template parallels the chapters in your text. o References and information needed to accurately complete these sections

can be found in the text and will be facilitated during our lecture sessions

and team break out sessions

• It is the student’s ultimate responsibility to ensure that they are well read and informed of all the text-based content and information needed in order

to complete both projects.

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Sections

1. Introduction a. A two-page introduction that informs the reader as to why you chose the

specific subject matter you did?

i. Why is the training important? ii. What is the utility of the training?

iii. What impact will it have on the firm? b. What applied effect and consequence will it have for both the organization

and your own personal development?

c. Simply stated, who, what, where, when, and why you are doing the training.

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2. Training Needs Analysis a. Inputs

i. Organizational Analysis 1. Data Sources 2. AP-EP→ PD 3. Measured and expressed at each variable.

ii. Operational Analysis 1. Data Sources 2. AP-EP→ PD 3. Measured and expressed at each variable.

iii. Person Analysis 1. Data Sources 2. AP-EP→ PD 3. Measured and expressed at each variable.

b. Summary of Identified Performance Discrepancies i. Based on your analysis of the above three levels within the

organization…

ii. What were the discrepancies apparent between the actual and expected performance at each level?

c. Decide what are the training needs i. What can be addressed through training? What cannot?

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3. Training design a. Design Table

i. Three columns 1. Modules 2. Methods / Delivery 3. Objectives from 4 level objectives

b. Design i. Method of training to be used

1. Creating a link through theory and support as to why your chosen methodology suits your training.

ii. Time allocation iii. How will the training be administered and allocated to allow for

the best outcome possible (considering restraints as well)

iv. Number of trainees v. Voluntary or Mandatory training

vi. On or off-site training c. Training objectives

i. Trainee reaction objectives 1. Affect / Motivation / Need / Attitude

ii. Learning objectives 1. Pre and Post Training Retention and Effectiveness 2. What do you want the trainees to learn?

iii. Transfer of training objectives 1. Future oriented / Job related transfer of training to the

actual job behavior.

2. What do you want the trainees to do change/do on the job? iv. Organizational objectives

1. Aggregated effects of training in overall organizational outcomes

2. How is your training going to impact the firm as a whole? ------------------------------------------------------------------------------------------------------------

4. Training method a. Which method best suits your goals and why?

i. Lectures, discussions, and demonstrations ii. Computer based training

iii. Simulations iv. On-the-job training

b. Whatever choices you make have to be supported with theory and utility. c. Specificity and linkage to your actual training is required and crucial here.

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5. Training development a. How do you put it all together?

i. Facilities ii. Trainer

iii. Equipment b. How do you best combine method and development to create an effective

training intervention?

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6. Training Evaluation a. How will the training intervention be evaluated?

i. Effectiveness?

ii. Transfer? iii. Across all 4 levels of the training

1. Reaction 2. Learning 3. Transfer 4. Organizational

iv. You must use the objectives from your design section as metrics to ensure proper evaluation.

b. What metrics will you use effectively and accurately measure outcomes?