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Training programs are crucial in any organization that aspires to perform exemplarily especially in the current competitive business environment. The programs are significant since they help in developing flexible and potential workforce. In particular, they ensure that employees are equipped with requisite competence, skills, and capacity to drive operations.
Training programs also enable employees to be more innovative and creative. The following analysis provides an overview of the proposed delivery methods and technologies that workplace options may utilize to achieve efficiency.
Training methodology and technologies
Saks and Haccoun (2010, p. 103) assert that it is a common belief among a majority of organizations that an expeditious trained workforce is one of the decisive factors of success in an organization. Mulili and Wong (2011, p. 373) further highlight that the significance of training has seen various organizations invest huge amounts of resources to formal training of employees.
According to Burke and Day (2009, p. 129), a blend of both on-the-job and of the job (web-based, job rotation) training methods is crucial as they provide employees with both practical and theoretical knowledge. The off-the-job training approach delivery is significant since it provides employees the information they require. These two training approaches are also significant as they equip the employee with the skills they need to start working and the expertise they will require in making decisions.
Training has gradually gained root in major companies. This has primarily been because of the positive outcome of successful development and implementation of employee training programs Murray and Efendiogle (2007, p. 350).
During the training sessions, employees should always receive training materials, which will provide them with a better understanding of the theories in class Saks and Haccoun (2010, p. 105). Some of the training materials that Workplace Options will require include computers, projectors, and videos.
Computers and projectors are crucial in developing and displaying Power Point slides. The slides should be attractive and brief in order to catch the attention of the learners. Mulili and Wong (2011, p. 370), the advantage of using these slides is that the pictorial presentation offer learners a clearer picture of the tasks thereby making the learning process efficient. Videos are also crucial training technologies, and may in welcoming the employees to the training program.
The videos should be played before the power point slides to welcome the employees to the training program. Through the welcome video, the orientation will have a warm start and familiarize employees with the expectations of the program (Saks and Haccoun, 2010, p. 108).
Cost benefits of the training program
According to Saks and Haccoun (2010, p. 342), training objective and overall production of a company may increase by over 3% if an efficient training program is developed and implemented. The following analysis is adapted from “Managing Performance through Training and Development” (Saks and Haccoun, 2010, p. 342).
|Labor cost percentage increases by 3%.||Assuming the labor cost is $100,000 per employee. The company will save up to $300.|
|The employees will have a reduced lead time to achieve competency.||Through this, the company will save up to $50.|
|The employees will require reduced supervision.||Assuming the employees were supervised at the rate of $20 hourly, the amount will be reduced at the rate of $0.6 per hour.|
|The number of wastes in terms of scrap, lost sales, and returns will significantly reduce.||The company will have quality outputs that meet employee requirements.|
Project management timeline
|Title of training||Employee orientation program|
|08:00-08:10||Welcome||Welcome employees to the training and let them introduce themselves|
|09:10-09:20||Break||Employees will have a 10 minutes break|
|Materials Needed|| |
|Method of evaluation||Learning Management System (LMS) will be used to test the effectiveness of the program.|
Integration of Learning Management System (LMS) in the program
According to Bouras, Triantafillou and Tsiatsos (2009, p. 128), Learning Management System (LMS) are applications, which allow training coordinators, managers, and instructors to supervise participation in the classroom and Web-based training. Learning Management System (LMS) can be used in a number of ways within the program.
LMS will be crucial in the training event management as it will avail credible feedback to the instructors. In addition, LMS facilitates reporting of the training program and enables the instructors to make necessary adjustments. LMS is also crucial in the process of training record management, which assists management in scheduling training programs.
Bouras, Triantafillou and Tsiatsos (2009, p. 132) further highlight that one of the advantages of using LMS is the centralized learning that the platform creates. This creates a centralized environment that ensures consistency in learning. The other advantage of LMS is that it allows users to view the required learning outcome, track progress, and review records.
These guidelines are vital in terms of tracking and reporting, which leads to enhanced performance. The other advantage is that LMS facilitates evaluation of users before, in the course, and after completing the training, which provides the supervisors with immediate evaluation capabilities.
The training program will be beneficial to workplace options, as it will assist employees in understanding their roles. In terms of skills, employees will be able to master the production processes therefore, increasing their productivity. The application of LMS into the program is also significant, as it will further boost training activities.
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Bouras, C, Triantafillou, V. & Tsiatsos, T., (2009). “A Framework for Intelligent Virtual Training Environment: The Steps from Specification to Design”, Educational Technology & Society, 5 (4), 128-132.
Burke, M. J., & Day, R. (2009). A cumulative study of the effectiveness of managerial training. Journal of Applied Psychology, 67 (2), 129–132.
Mulili, B., & Wong, P. (2011). Continuous organizational development (COD). Journal of Industrial and commercial training, 44 (6), 369–374.
Murray, L., & Efendiogle, A. (2007). Valuing the investment in organizational training. Journal of Industrial training, 39 (7), 350–352.
Saks, M. & Haccoun, R. R. (2010). Managing Performance through Training and Development. Toronto: Nelson Education Ltd.