Essay on Designing a Training Program

Introduction

It comes a time in for organizations to institute a training program. An organization might have acquired new machinery or technology. The acquisition of such investment tools might require a new training program for employees. Development of a training program in an organization is important for success. Training programs in an organization provide employees as well as the corporation additional benefits. Training programs ensure that employees understand company policies; it assists in improving productivity as well as in increasing morale. On the other hand, training programs assist in cultivating employee’s philosophy towards work (Rosso, 2014). For a training program to be effective, the first step will be the identification of goals. The next step borders on planning.

At the planning stage, identification of employees to train takes a first priority. This stage involves creating of training modules. Periods for the program come into force and details of employees placed in spreadsheets. The next step to a training program relates to the implementation of strategies. At the end of the implementation, stage evaluation of programs takes a center stage (Rosso, 2014). After the implementation of the training program, corrective actions might take shape. This paper outlays a two-day training program for a group of 20 employees. The training program takes root based on a Training needs Analysis of the organization (Knaub-Hardy, 2013). It borders on the objectives of the program, costs of training as well as training methods. It further dwells on various activities that accomplish the training program.

Design of a Two-day Training Program for New employees

In designing a training program for orientation of employees, the first step involves identification of a topic. The topic for the training program is the induction of employees in a feed mixing company. Since this field of industry involves the mixing of animal feeds, machinery is the most essential aspect. Therefore, in order for employees to be inducted necessary training is important. Employees need to understand how to operate machinery. Therefore, the design of the program is to orient employees into the organization (Rosso, 2014). The orientation programs ensure that employees learn basic facts of the organization.

The orientation training takes shapes with the need of ensuring employees understand company’s goals. Orientation allows new members in companies to learn organizational rules of operation. It is a way of formally recognizing new employees. The training program for the feed mixing organization, include a historical introduction to the organization. The next step involves introducing employees of organizational mission statements and goals (Kuprit & Cowell, 2011). The design also involves description of strategies involved in meeting goals. On the other hand, new employees get an introduction on the line staff members, administrators as well as support staffs. They get to learn on the logistic and routine of their responsibilities. Employees further understand organizational policies and procedures, organizational culture as well as other regulations. The 20 new employees will understand rules related to dress code, laws on smoking, relationships as well as food (Kuprit & Cowell, 2011).

Training Needs

For the orientation of employees into the organization, various training needs need to be of consideration. According to the U.S Department of Labor Occupational Safety and Health Administration, various aspects need observation. Organization need to observe safety standards (Jayakumar & Sulthan, 2014). These standards imply to those that protect employees from harm while handling machinery. The training needs for employees in this industry border on their safety, operation of machinery as well as other systems. The training needs for new employees involve safety training. On safety, training aspects of importance involve emergency action plans, housekeeping, emergency response and preventive maintenance tasks.

Some of the employees need to have computer system training. Concerning computer training, employees in the feed mill industry needs to understand how to use computer systems in mixing feeds. Accomplishment of these training needs relates to work schedules, standards and performance expectations. The other need of training in feed mill manufacture, include quality assurance. New employees need to understand organizational quality assurance needs (Knaub-Hardy, 2013). On the other hand, the 2-day training exercise in the feed mixing organization revolves around training new employees on regulations. Employees need to understand their state, local or other regulation related to manufacturing (Rosso, 2014). New employees need to understand their roles in the manufacturing process. It also means that employees need to understand their roles in water wastage discharge. Employees have to understand various means of handling industrial waste spillage, how to handle fuels and other chemicals. New employees in the organization need to understand various operating procedures.

Objectives of Training

The objective of training new employees to the feed mixing organization is to save on organizational costs. Training of new employees will ultimately reduce the number of industrial accidents. The other objective of training employees relate to the development of teams. Training of employees increases team membership. Additionally training new employees assist organizations in maintenance of work policies. The organization for the past three years has experienced looses because of wastage.

It is observed that new employees do not get adequate orientation on operation and management of tasks. In response to these aspects, the organization experience diverse losses.Therefore, the objective of this 2-day orientation training is to develop employees’ capacity to handle wastage. Employees receive training of handling tools and other risky components. Losses come because of fire, spillage of waste or spillage of chemicals. An observation on this influence reveals that organizational training needs analysis bases on these influences from the planning stage of employment.

Training Costs

The cost of training the 20 new employees will vary in terms of dollars. Other designate position requires additional training costs. For example at the supervisory level, employees will have training on various aspects. These grades of workers require specialized training apart from basic techniques. Improvement of technology in the job market has made it necessary for investors to add costs of training (Quinn, 2014). Technology has made changes on the training of new employees. Such introduction of technology has improved organizational performance (Kuprit & Cowell, 2011). It has made it essential for organization to keep trained employees on the payroll. The cost of the 2-day training program will cost the organization over $15000. However, this cost may vary since it is a new estimate.

However, other individuals of diverse school of thought argue that it is the responsibility of the school system to train workers, training, new employees needs to be a cost. This cost of training for the feed company will be translated into profit in 2 months. The intensity of the training program has a high return on investment (ROI). Further training of employees will save the organization cost related to state fines. The organization will be able to satisfy American International Assurance ISO9002 (Quinn, 2014). This satisfaction recognizes that organizations need to develop knowledge of employees, skills, attitude and other skills. On the first stage, the project will cost $ 10000. This cost relates to acquisition of new machinery, hiring of training consultants.

The other costs will revolve around hiring specialists. These specialists will train employees on the use of the new production unit. The training will border on the performance of certain tasks and operation of machines. Employees get training on the operation of various machines, how to maintain machine parts and other aspects (Knaub-Hardy, 2013). The cost relates to the allocation of funds on the mechanical wing, administration and subsequent units of the company.

Training Method

Since the training program involves the provision of instructions on handling of machinery, face-to-face approach is appropriate. These new employees will take various fields depending on their level of education. Some will take the administration department, others the manufacturing, engineering while others take the IT profession. Face- to- face, training has various advantages (Rosso, 2014). Through face-to-face training employees, understand various tasks. Employees get to learn directly from various real examples.

New employees get first hand information on handling various duties and tasks. On the other hand, employees are able to receive additional guidance from experienced workers. Such employees provide guidance on the best way of handling and repairing machine parts. The control unit employees get insight on the functions of various control units. Further, the computer system units’ category of new employees understands various aspects to handling computer protocols (Kuprit & Cowell, 2011).

Training Activities

For the two days of training, various activities will take place. There have been arguments on the field of manufacturing. These arguments border on the influence of effective training program on the overall cost of an organization. In order for a training program to be a success, various aspects need consideration. Since this is a new system in the organization, training will be less rigid. The training program will require participation of new employees’ philosophy (Rosso, 2014). On the other hand, the organization needs to provide incentives for participation.

These incentives provides for funds for lunches. It also provides new recruits with compensation for transportation. During the period of training, new employees will take diverse categories. This category bases on their roles and experience. They will take the administration, mechanical, IT or technical fields. Each employee will have guides for the period. The activities of the program include orienting employees on company’s mission and goals. These will be on a class level where employees have opportunities of responding (Rosso, 2014). The training program provides employees with an opportunity to know each other on a personal level. By the organization observing the spirit of face-to-face training, effective communication is favored (Kuprit & Cowell, 2011).

Communication is essential for building teams. Effective communication enhances problem solving for teams as well as building culture. The training program includes procedures and policies. On the last day of training new employees will participate in an Egg drop game as well as in pastry making contest for team building. There will also be policy and procedure game shows that provide details on policies (Kuprit & Cowell, 2011). Game players in these teams provide gain knowledge on the job. It creates a sense of identity for teams. E- Learning will be of importance at some point in the process.

Through e learning, organizations boost their engagement. For an organization, new employees will be provided with mobile friendly details on rules and procedures. Further, learning software will be essential in testing IT skills. Through this system, new employees get a framework to cultivate their IT skills. At the end of the 2-day period, employees will get an understanding on company’s policies, procedures and goals.

References

Kupritz, V. W., & Cowell, E. (2011). Productive Management Communication. Journal Of Business Communication, 48(1), 54-82

Knaub-Hardy, K. (2013). Cultivating a Culture of Service. Souvenirs, Gifts, & Novelties, 52(5), 94-99

Rosso, A. (2014). Training New Employees. Collector (0010082X), 79(11), 52 http://eds.a.ebscohost.com

Quinn, C. N. (2014). The Learning And Development We Need To Have Revolution. T+D, 68(8), 56-59.

Jayakumar, G., & Sulthan, A. A. (2014). Modelling: Employee Perception on Training and Development. SCMS Journal Of Indian Management, 11(2), 57-70.