Training Plan (Essay Sample)

Training Plan
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Institution
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The ADDIE model is an organizational structure that is used to manage the training needs of an organization. It involves analysis, design, development, implementation and evaluation stages in succession. The ADDIE model if properly applied creates more order and is more likely to bear results compared to adhoc methods.
Analysis
Training in the organization needs to be organized based on frequency, target groups, actual training needs, and most importantly based on the people’s knowledge, skills and ability. In this regard, before training needs are identified, it is important that the level of skills and knowledge of employees is gauged so that they only train in skills they do not have. It is also important for the various managers and leaders to be aware of their subordinates ‘ability and their learning capabilities. This is in order to be able to use the best teaching and learning methods for various individuals based on their learning needs and capabilities.
The training needs identified however emerge due to a lack of skills or knowledge. The objectives of the training will be to ensure that employees understand the principles of using time to their advantage so that it works to save costs and maximize revenue (Barbazette, 2005). At the end of the training, the employees will be expected to show better time management traits and to be able to measure costs in regards to time. Performance indicators will include but will not be limited to punctuality and resourceful use of time. Learners will be expected to show the ability to practically apply what is learnt, have basic organizational skills and knowledge in their specific fields.
The training will target all employees though there will be different lessons for different groups depending on the employees’ position and consequent needs. Key performance indicators will include improvement in time consciousness and management and eventually costs saved or revenue earned as a result of proper time management.
Design
The training program will be carried out for a couple of hours during the weekend or during overtime so as not to interfere with the normal flow of work for some departments. However, departments can also organize their work flow and schedules such that they allow a couple of their team members to train during working hours while the rest cover for them. They can then all train in turns without interfering with the day to day activities or having to use their non-working hours. The managers heading various departments will be charged with drafting a program that does not interfere with the daily business transactions in such a way that would result in extra costs.
The training is expected to take at least 40 working hours which can be spread out over a period of time or covered in succession during working hours depending on what the managers decide. The costs of the training include consultants, trainers, venue and learning material costs. The method of delivery will be through training from consultants and professionals who will be charged with offering theoretical and practical lessons to the employees they train. Their performance will be measured by the level of change that employees will apply to their work based on the training received.
The resources required from the organization include learning material, equipment such as laptops and projectors, venue costs, food and trainer costs among other miscellaneous costs as budgeted by various managers. The content of the training will also be drafted at this point by the trainers in conjunction with the managers to ensure that the training offered meets the employees’ training needs.
Development
At this phase, the actual training begins. The trainer needs to be up to speed with the various training needs in each department. It is also important that they learn the organization’s culture and how it negatively or positively impacts the organization’s training needs so as to ensure a seamless learning process. Usually training brings about change especially in culture and it is important that in addition to ensuring that trainees acquire new skills, there needs to be supportive transition enablement to facilitate a positive change in culture.
Program material will include reading material and also practical lessons. In addition to these, employees will be tested and will be required to attain the pass mark in order to be certified as skilled in time management skills. Assessment tools will include practical projects and also theoretical tests that will aim at testing the level of trainees’ understanding of the skills imparted. The training module and schedule will be left up to the trainer. Their performance indicator will be gauged by the assessment tools used and by whether or not trainees acquire the pass mark.
Implementation
The implementation stage usually is the most important stage of a change process. Trainees may find it easier to acquire new skills and knowledge but may have challenges implementing it. This calls for unique leadership and an enabling environment for culture change. Often change is met with a lot of resistance and the organization must prepare for change resistance tendencies from their employees (Branch, 2009). How well this resistance is handled determines how smoothly change is implemented or whether or not it is implemented.
The implementation stage should be an initi...