AGENDA TRAINING PROGRAM
Student’s Name
Institutional Affiliation
Agenda Training Program
Professor’s Name
Date
Agenda Training Program
According to Sanchez (2017), business training refers to the process of developing and adding new skills to either an individual employee or a group of employees. Business needs to keep on changing with time, and this necessitates regular training to equip employees and management with the skills necessary in executing their duties (Randall, 2015). This essay aims to train administrators on how to plan and brief employees about the agenda training program.
Objectives of the Training Program
The needs assessment report identified that the administrators do not have adequate skills necessary to plan and brief employees about an agenda training program. Further, evaluating the efficiency of the agenda training program is a challenge to the administrators. Based on the identified needs, the following are the objectives of the current training that purposes to train employees on how to plan and brief the employees about an agenda training program. By the end of the training period, the administrators should be able to:
- Plan an agenda training program
- Brief employees on an agenda training program
- Decide on the best training methods appropriate for an agenda training program
- Evaluate the efficacy of the training methods used during the agenda training program
Training Schedule
| Date | Location | Time | Topic | Total Hours |
| September 28, 2020
Monday
|
Training room F 16 located on the 6th floor of the Training and Conference Building | 4:30- 8 pm | Needs assessment to determine the needs of the employees.
a. How to conduct an effective needs assessment b. Analyzing the needs assessment report. c. Using needs assessment to create an agenda training program.
|
3 hours and 30 minutes |
| September 30, 2020
Wednesday
|
Training room F 16 located on the 6th floor of the Training and Conference | 4:30- 8 pm | Planning agenda training program
a. Identifying the relevant skills based on the identified needs. b. Identifying and gathering the necessary resources. c. Identifying and conducting facilitators. |
3 hours and 30 minutes |
| October 2, 2020
Friday
|
Training room F 16 located on the 6th floor of the Training and Conference | 4:30- 8 pm | Briefing employees about the planned agenda training program.
a. Good communication skills. b. Excellent interpersonal relationships. c. Why training? d. Duration of the training e. Location of the training f. Proposed training allowance g. Time of the training |
3 hours and 30 minutes |
|
October 5, 2020 Monday
|
Training room F 16 located on the 6th floor of the Training and Conference | 4:30- 8 pm | Responding to employees’ concerns about the planned agenda training.
a. Significance of responding to employees’ concerns.
|
3 hours and 30 minutes |
Execution of the Program
External facilitators will facilitate the training program. External facilitators were chosen for several reasons, including adequate knowledge of the needs assessment process and planning an agenda training program. Secondly, our administrators have good interpersonal skills, which will enable the external facilitators to adequately impart the required skills on planning and briefing employees on the agenda training program. Lastly, the external facilitators will act as a benchmarking opportunity upon which our administrators will compare themselves with other organizations in the industry.
Though the facilitators are at liberty to use the training methods of their choice, we emphasize learner-centered methods, including case study, role-play, and problem-solving. The learner-centered methods are preferred because they are the most appropriate in addressing varied individual learning differences (Youssef-Morgan & Stark, 2014). Guided by the training schedule, facilitators will evaluate the extent to which each of the pre-determined objectives has been achieved. Activities to be performed during the training period include role-playing, providing solutions to the posed questions, and analyzing provided case studies.
Effectiveness of the Training Program
Youssef-Morgan and Stark (2020) suggested that business training is important in imparting the necessary skills that both the management and employees use while striving to achieve the organizational objectives. However, there is an appreciable need to evaluate the effectiveness of the training program. While evaluating the training program’s effectiveness, weaknesses, and challenges, the training program is identified and used as a foundation for improving future training.
The current training program’s effectiveness will be evaluated in three phases, after the completion of the training, after six months, and after 12 months. During the first evaluation, questionnaires will be provided to the administrators to respond to the training’s applicability to their roles and effectiveness of the delivery methods. Besides, the facilitators will determine if the pre-determined objectives have been achieved. One’s the facilitators will be satisfied that the pre-determined objectives have been met, the trainees will be allowed to apply the acquired skills and knowledge in planning and briefing the employees on any agenda training program. After six months, an evaluation will be conducted to establish if the administrators can conduct a needs assessment, plan, and brief employees on the developed agenda training program (Youssef-Morgan & Stark, 2020). The feedback obtained from the evaluation will be used to determine the efficacy of the training program. The last evaluation will be conducted at 12 months after the completion of the training program. The feedback will confirm the efficacy of the training program.
References
Randall, R. (2015). There’s always room for improvement in your business. Central Penn Business Journal, 31(16),11. https://search.proquest.com/docview/1677665122?accountid=32521
Sanchez, A. (2007, Apr 03). The council agenda may open up. McClatchy – Tribune Business News Retrieved from https://search.proquest.com/docview/462505949?accountid=32521.
Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications [Electronic version]. Retrieved from https://content.ashford.edu/
Youssef-Morgan, C. M., & Stark. E. (2020). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content.ashford.edu/