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Training Plan Essay A Level History Essay Help

Training Plan

Analysis

Lexington is a law company specializing in helping its clients’ businesses form workplace policies adhering to government regulations as they advise on best procedures to handle daily human resource matters. Further, Lexington conducts audits on wage and hour compliance, recordkeeping, and employment opportunity compliance for the clients. In general, the firm deals with common subjects such as lawsuit avoidance, respect in the workplace, regulatory compliance, effective management, and union workforce supervision. Due to COVID-19 pandemic, there have been high numbers of employees’ layoffs in the firm and across the country. The firm has started training procedures to create and implement COVID-19 ideas relating to its clients’ Return-to-Work formula. Lexington has already done a Training Needs Assessment and analysis of potential training outcomes.

A training plan is needed to enable the success of creating and implementation of COVID-19 Return-to-Work plan. Some of the key training goals and objectives include a safe environment in the workplace, motivation, and building of employee morale and elimination of fear among employees return to work. The training’s main target groups are the firm’s managers, supervisors, human resource professionals, and the firm’s clients. The knowledge, skills, and Abilities that should be expected of learners that the training will address are the precautions that will need to be implemented to reduce liability and increase workplace compliance. Also, the challenges learners will encounter in keeping their employees safe in returning to work as they ensure a safe environment during and after the pandemic. Lexington firm will use the ADDIE model for designing a training plan due to the model having dynamic, flexible guidelines for developing efficient training and performance support tools.

Design

The program format for this training plan shall encompass the following details: the first step is to define the learning objective by specifying what the trainees should focus. Secondly, clarification of key topics and related concepts for training focuses on key central skills or ideas to reach learning objectives. Thirdly, once key ideas for training are in place, you need to draft a lesson outline listing all the points you need to cover arranged how you will cover them from first to last (Edutechwiki.unige.ch, 2007). Fourthly, the methods of delivering materials to trainees will include lectures, demonstrations, and discussions. For it is good if various presentation methods are employed to keep trainees engaged. Fifthly, there will be an evaluation of the session to see if the trainees understand the training’s key points. Lastly, the sessions’ timing as the length of time will depend on the concepts where key concepts will take more time to pass information and allow trainees to absorb (SimplifyTraining, 2020).

Return to Work Formula Training Budget

Organization Name: Lexington Company

Program Name: Return to Work Formula Plan

Item
Project Budget
No of days
Total

Direct costs
$850.00
2
$850.00

Indirect Costs
$425.00
2
$425.00

Preparation Costs
$150.00
2
$150.00

Developmental Costs
$100.00
2
$100.00

Participants Compensation
$780.00
2
$1,560.00

Evaluation Costs
$100.00
2
$100.00

Total Training Costs                                                                                                    $4,385.00

 

Budget Report

Lexington firm will have to incur a friendly budget for the Return to Work Formula training plan’s success. There will be direct costs of $850.00 for things such as writing materials notebook and a pen for trainees, expenses such as breakfast, lunch, and refreshments, and in case of electronic gadgets like projectors were hired. Also, indirect costs of $425.00 will be incurred on things such as the room for the training, which will be provided by the firm, equipment such as chairs and tables available in the room. The firm will have to charge for those facilities that will be used but found under the premises indirectly. There will be preparation costs of $150.00 for things such as room arrangement, ensure the room is well lit, and things such as sockets for power source are in good condition. Preparation costs will accommodate things that require minor attention. A developmental cost of $100.00 on things that need minor improvement to enable the training’s effectiveness will be considered. The budget will take care of the participants with a compensation cost of $780.00 for trainers, trainees, and other participants allowances for attending the training. Finally, there will be an evaluation cost of $100.00 for assessing training effectiveness to achieve core objectives.

Development

For the Return to Work Formula training, the following materials will be necessary to facilitate the learning of the trainees: computer and projector that will have the trainer notes and guides on modules to be learned in training, notebooks, and pens for trainees to note important points. Since the training is about safety measures and precautions to be undertaken by employees as they return to the workplaces, things such as hand sanitizers, disinfectants, masks, and water stations will be required around, and there will be demonstrations on how to use them. Evaluation or assessment tools that will be employed in training will be through observations of the trainees, the use of questionnaires, interviews with trainees, and the focus group method.

Implementation

This is when the procedures to train my trainees, facilitators, and other learners are set in motion. Classes will commence, and time will be strictly observed as the trainees, trainers’ practice how to employ their new skills in training employees of the organization and firm clients’ employees. At this stage, materials and training products will be circulated to participants. The training is expected to cover the learning outcomes, delivery methods, and testing procedures as the trainees’ preparation encompasses training them on the use of new tools in our case, how to use safety measures components such as hand sanitizer disinfectants, and masks. The implementation stage is necessary to ensure the training manager has required materials in place to carry out the training. In this stage, if the previous stages are appropriately conducted, the implementation of training will proceed efficiently, and the training is taken and received as it was intended.

Evaluation

The key purpose of evaluating the training program is to have an insight into whether the training has accomplished its stated goals. The most effective method or tool that I will employ to evaluate this training’s effectiveness is through the questionnaire. The use of questionnaires in assessing training is common in gathering information on the training session (Thepeakperformancenter.com, 2020). The use of questionnaires is an efficient way for training instructors to gather huge amounts of quantitative and qualitative data regarding the training contents. The questionnaire method is where a set of questions is properly constructed and delivered to individuals aiming to obtain useful information gained on the training’s particular topics. Thus, the use questionnaire is an outstanding tool for a feedback level evaluation from the participants instantly following the training session. A questionnaire gives the evaluator variety of options where it can be brief or extensive, and you can administer them using a paper, email, or through online. You can use your choice questions depending on the results you want, like the questions can be closed, open-end, scaled, or multiple choices. Finally, you can choose to administer questionnaires immediately after the training sessions or later, maybe days or weeks. Thus, for the evaluation and assessment of the training sessions, I will administer a set of questions to the trainees immediately after the training to determine the training program’s effectiveness. Due to the urgency of the matter to have a quick solution, a questionnaire evaluation tool will provide quick feedback on the participants’ understanding of the training objectives.

The use of the Questionnaire evaluation tool has several purposes that will make the evaluation process easy and effective for the training. A large amount of data will be gathered through questionnaires to provide a broader perspective of the training. The tool will save time as minimal time is needed to administer the questions, and it is less costly to administer questions. The use of questionnaires can provide training instructors with a broad scope of information concerning the participants’ behaviors and opinions on the training topics. In addition, the questionnaire method allows consistency as every participant is asked the same questions in the same way. Lastly, the method allows evaluation of all the participants as it can easily encompass a large number of participants. For the purposes of ensuring my training plan translate into desired performance, the following short and long-term proven evaluation methods can be employed: summative and formative evaluation method, Kaufman’s five levels of the evaluation method, Anderson’s model of learning evaluation, Phillips return on investment model and the Kirkpatrick taxonomy model (Neendoor, 2020).

Questionnaires evaluation tool example.

Summary Evaluation

What are the four most significant points you have learned during this training?
Please concisely illustrate two strategies that you might employ to prevent the spread of COVID-19 at the workplace?
Please rate the program in terms of its effect and helpfulness in the following fields, through the scale below. You can tick or circle the numbers that apply to your views.

  1 = Not helpful at all
                     5 = Vastly helpful

 

Field
1
2
3
4
5

Helpful in your day to day work at the workplace
1
2
3
4
5

Encouraging your enthusiasm to train and mentor employees.
1
2
3
4
5

Intensifying your capability to train and mentor trainers
1
2
3
4
5

 

Do you think you will have the chance to apply the training knowledge, skills, and abilities you have experienced during this training program in the next four months?

Yes___                                                No___

If Yes, please momentarily explain how and when you might use these knowledge skills and abilities.
If No, please describe why you will not use these training knowledge, skills, and abilities in the next four months.
If you are given the responsibility of redesigning the training program, what would you change or modify?

 

 

References

Creating a Custom Training Plan for Your Organization – SimplifyTraining. SimplifyTraining. (2020). Retrieved 3 October 2020, from