Training For A New Employee Assessment Answer
Key Topics
TRAINING FOR A NEW EMPLOYEE
The primary objective of the training is to help the employees to develop some of their skills. The primary objective of the training is to help the employees develop their interpersonal and communication skills. The training would aim at helping the employees to also develop their people and organizational skills. The training objectives and goals should be tangible and measurable. It should be noted that the training objectives should be employee/trainee-oriented and employee/trainee-centered and the objectives should be able to describe what the trainees should be able to do and learn (Open Learning Initiative, n.d.). The objective of the training program should focus on a single concept or principle. The training process and objective should be stated using an action verb that could be measured and observed. Moreover, in the course of assessing the effectiveness of the training program, the trainers should evaluate if the training objective satisfies the requirements of the organization; if the training objective is effective from the standpoint of the trainees; if the objective of the training program relevant to the task or job at hand; and if the objective of the training program is properly designed and written as an instructional tool (Open Learning Initiative, n.d.).
The HR manager in collaboration with the marketing manager would conduct the training. It is to establish collaboration with the HR staff and the marketing staff that the training session would include the head of the concerned departments as trainers. It should be noted that the trainers would help the trainees in developing some specific skills.
To cater to the needs of the employees the training would be performed at the beginning of the month. During the first half of the month the training would be started. This would help the employees in adjusting the training program with their induction program.
The training would be performed in-house. This would help the trainees to get accustomed to the workplace environment and the training environment simultaneously. In-house training would also help the employees to get to learn about the importance of on-the-job training as well.
Certain important things should be included in the training. The content should include training on developing the interpersonal skills, organizational skills and people skills. The training program is also going to include on-the-job training to introduce the new employees thoroughly to their specific job roles. Moreover, to make the training effective, the trainers should look after the fact that the training content is going to include features that would help in enhancing job knowledge and the training objective itself (CareerRide.com, 2016). The training program should also contain the information about the organization and the business that it is into (CareerRide.com, 2016). Among the primary contents of the training would be the introduction of the trainees to the markets and the target customers of the organization. This would help the new employees to get acquainted with the business process of the organization in a thorough manner. The training program should also vividly constitute the techniques of delivering the contents in a thorough manner.
The training material needs to be organized in a proper manner. The organization process should go through several steps. The trainers should first perform the training needs assessment. The next step would be to ascertain the adult learning principles and to infuse the same in the content of the training program. The trainers should then develop the learning objectives in a thorough manner. The next step would be to design the training materials in an explicit manner. The step that would follow the aforesaid step would include the process of developing the training materials. The next step would be to implement the training process and then the step that would follow would be to evaluate the overall training process. The next step that needs to be followed would include rinsing, lathering and repeating the steps necessary for ensuring the proper implementation of the training program in both the short- and long-run.
Presentation skill deserves special mention in terms of presenting the training material before the trainees. The content of the training and the objective of the training program can be sound and effective, but if the training materials are not presented in a thorough and proper manner then the entire training designing and development effort will go in vain. That is the primary reason why the presentation part should be given much importance in the course of delivering the contents of a training program. Audio-visual aids should be employed to present the training materials. Such aiding would help in making the training materials and the content of the training more interactive and easy to understand and grab. It should be noted that the training materials should be presented with an open mind and it should be presented in a relevant manner making the entire training process fun-filled and interactive in a thorough manner (Presentation Skills, n.d.).
A set of multimedia aids would be used for presenting the training materials. In respect of multimedia it must be said that Microsoft PowerPoint would be used as a presentation tool. The PowerPoint presentation would be presented before the target audience with the help of audio-visual projectors. Such technical aid would make the training presentation process more lively, interactive and engaging.
There will be certain opportunities for the trainee to practice the new skill/knowledge in the training situation. They would have the opportunity to practice the training contents through the mode of on-the-job training. And they would primarily get this opportunity because of the fact that the training program would be performed in-house, within the organization.
To determine the effectiveness of the training program, the entire training program should be evaluated. Certain evaluation tools should be used in order to evaluate the efficacy of the training program. Tools like structured questionnaires, tests, open forum, personal interviews, program committee meetings for ongoing evaluation process, observations of the trainers, etc. would be used logically and rationally to evaluate the training program (). Moreover, the comments of the participants should also be recorded and analyzed to ascertain the effectiveness of the training program.
The training, for proving the effectiveness, should be transferred to the real-life work situation. This transformation should be done by partially transforming the training program into an on-the-job training program. The on-the-job training session would help the trainees to employ what has been learned to real life work situations.
References
CareerRide.com (2016). What should be the contents of a good training program for the sales force? Retrieved February 27, 2018, from http://www.careerride.com/view/what-should-be-the-contents-of-a-good-training-programme-for-the-sales-force-6361.aspx
Open Learning Initiative (n.d.). Module 22/ Writing Learning Objectives for a Training Program. Retrieved February 27, 2018, from https://oli.cmu.edu/jcourse/workbook/activity/page?context=e6f7bd0e80020ca600f5114d33e3a284
Presentation Skills (n.d.). Corporate Training Materials. Retrieved February 27, 2018, from https://corporatetrainingmaterials.com/pdf_samples/Presentation_Skills_Sample
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