assignment on Joyful Bakers Company
Nandik1472
JoyfulBakersCompanyTraining-2.edited.docx1
Name Md Sanowar Khan
Training Program Title: Joyful Bakers Company Training.
Training Specialist/Designer:
Pre-training
In pre-training, we need to engage the learners fully and secure their attention to set the pace for the other phases. At first, the training will be communicated through memos, social media pages, and workers groups to make sure every employee is reached out. After the official communication, the learners need to be motivated and excited about the new program (Joshi et al.,2020). To engage the learner’s needs setting clear learning goals, making learning convenient, rewarding learners for their engagement, and creating open communication channels between the learners and the trainers. The learners must register early in advance after receiving the training call, venue and dates. The earlier the registration, the higher the reward.
Additionally, the learners are encouraged to research the subject of the training so that they can contribute and answer related questions.
Other materials needed to accomplish the training are notepads, questionnaires to be filled, and audiovisual equipment to foster demonstrations. Trainees must also have a set of questions related to the topic for more understanding (Joshi et al.,2020). Additionally, electronic gadgets such as phones and laptops can also be used for recording and research activities.
Learning Event
|
Time |
Training Event |
Objectives |
Assessment |
|
9:00 am – 9:30 am |
Welcoming the trainees. Appreciation for participation note. Guest introduction. Introduction of the objectives. A brief overview of the session. |
Introduction of the new strategy. We are addressing the weaknesses of joyful baker's company. Employees training and engagement. Teamwork simulation.
|
We are assessing the existing strategy. Assessing the vulnerabilities and weaknesses.
|
|
9:30 am – 10:00 am |
Introducing the training technique. Engaging the trainee in the topic discussion.
|
Introducing audiovisual presentation of concept maps. Internet research through personal gadgets. Personal training while answering individual questions.
|
Discussion stage. Trainee participation. Question and answer stage. |
|
10:00am-10:30 am |
Short break |
Snacks and mid-day tea. Trainee interaction.
|
Building interpersonal interaction. |
|
10:30am-11:30 am |
Answering individual questions. Issuing a new strategy. |
From the trainee research, any questions will be discussed. Discussing the new strategy. |
Fixing the vulnerabilities and weaknesses from the previous strategy. Assessing the new strategy. |
|
11:30 am-12.30 am |
Closing up and refreshments. Guest leaving at their pleasure. |
Closing remarks from the instructor. Offering Refreshments. |
Clarifying any underlying question. Vote of thanks to the participants. |
Post-Training
After training, the trainees need to be assessed based on the training objectives. The assessment will be done in self-assessment questionnaires. Informal feedback through a personal instructor channel and focusing on peer groups will highly be appreciated (Nahshan et al., 2021). Other assessments will be done to work through observation and actual job key performance monitoring to ensure the new strategies are tracked.
The effectiveness of the training must be gauged to know if it’s meeting the goals. The instructor will use performance metrics, learner outcome, and process measures in this case. Learner outcome entails a thorough observation of the trainees to ensure their productivity and customer services have increased (Nahshan et al., 2021). It will be done through test scores, job satisfaction, and customer feedback review. Alternatively, the instructor will engage the trainee on their satisfaction with the training and participation engagement in the session; this will also help gauge the training session quality.
Concept Map/Curriculum Road Map/Storyboard
There is a close transition of objectives from the previous recommendations. The main goal is to improve the sales and profitability index while upgrading customer services for a better image.
· Advanced management.
· Employees' training recommendation.
· Building customer relationships.
Training session objectives;
· Solving the weaknesses and vulnerabilities to leas with the objectives.
· Training and employee engagement.
· New strategy implementation.
· Follow up to ensure improvement.
References :
Joshi, M., Chen, D., Liu, Y., Weld, D. S., Zettlemoyer, L., & Levy, O. (2020). Spanbert: Improving pre-training by representing and predicting spans. Transactions of the Association for Computational Linguistics, 8, 64-77.
Nahshan, Y., Chmiel, B., Baskin, C., Zheltonozhskii, E., Banner, R., Bronstein, A. M., & Mendelson, A. (2021). Loss aware post-training quantization. Machine Learning, 110(11), 3245-3262.
