CapraTek’s Training Program Design: Leadership Training
CapraTek’s upcoming leadership training is vastly approaching. To get ready for training we must complete a program design. A program design refers to the organization and coordination of the training program (Noe, p. 202). Within the program design, the trainer is responsible for the agenda, lesson plans, and evaluation after training. There are three phases included in the program design process. Phase one involves preparing and motivating attendees about the training. Phase two is the preparation of the training program; furthermore, this includes setting goals and objectives for the program, choosing a location, and developing lesson plans. Phase three illustrates the final phase. …show more content…
There are several benefits to having an in-house trainer. First, using an employee that is familiar with the company’s business, will increase the perceived meaningfulness of the training content. Second, employees leading the training sessions can help increase their support for learning and reduce the company’s dependency on expensive outside trainers (Noe, p.207). For leadership training, we will have Ruth Huff and Evelyn Unger as trainers for the session. Ruth Huff is currently the director of training development at CapraTek. In her role, she plans and develops educational opportunities for employees in the company. Although, Ruth is new to the company her advice and expertise in training and development will suffice in implementing the program. Next, Evelyn Unger is the senior human resource generalist and also comes with several years of experience in training. She has a strong background in employee relations, leadership and development, and training. Her most recent accomplishment is implementing practices aligned with the CapraTek’s goals and objectives; moreover, her knowledge and experience will serve as an excellent asset of leadership …show more content…
Ideally, supervisors will conduct the evaluation to understand how the current employee is doing and what they need to improve. Preferably, trainees will undergo a ninety day-evaluation where their supervisor will discuss their progress since training. In this evaluation, the assessment is graded on performance, knowledge, adaptability, team work, and improvements. Also, attendees of leadership training must complete a pre-training and post training survey. The pre-training survey will highlight what attendees know already and what they plan receive from the training. After training is completed, a post training survey will be done; moreover, attendees should evaluate what they learned and how training can be done differently in the
CapraTek’s upcoming leadership training is vastly approaching. To get ready for training we must complete a program design. A program design refers to the organization and coordination of the training program (Noe, p. 202). Within the program design, the trainer is responsible for the agenda, lesson plans, and evaluation after training. There are three phases included in the program design process. Phase one involves preparing and motivating attendees about the training. Phase two is the preparation of the training program; furthermore, this includes setting goals and objectives for the program, choosing a location, and developing lesson plans. Phase three illustrates the final phase. …show more content…
There are several benefits to having an in-house trainer. First, using an employee that is familiar with the company’s business, will increase the perceived meaningfulness of the training content. Second, employees leading the training sessions can help increase their support for learning and reduce the company’s dependency on expensive outside trainers (Noe, p.207). For leadership training, we will have Ruth Huff and Evelyn Unger as trainers for the session. Ruth Huff is currently the director of training development at CapraTek. In her role, she plans and develops educational opportunities for employees in the company. Although, Ruth is new to the company her advice and expertise in training and development will suffice in implementing the program. Next, Evelyn Unger is the senior human resource generalist and also comes with several years of experience in training. She has a strong background in employee relations, leadership and development, and training. Her most recent accomplishment is implementing practices aligned with the CapraTek’s goals and objectives; moreover, her knowledge and experience will serve as an excellent asset of leadership …show more content…
Ideally, supervisors will conduct the evaluation to understand how the current employee is doing and what they need to improve. Preferably, trainees will undergo a ninety day-evaluation where their supervisor will discuss their progress since training. In this evaluation, the assessment is graded on performance, knowledge, adaptability, team work, and improvements. Also, attendees of leadership training must complete a pre-training and post training survey. The pre-training survey will highlight what attendees know already and what they plan receive from the training. After training is completed, a post training survey will be done; moreover, attendees should evaluate what they learned and how training can be done differently in the