Discuss the below:
Training Plan Budget
You will develop a spending plan that breaks down the costs of your proposed training plan. Your spending plan will have two components, a formal report and a budget table. Make sure include both parts when you submit your work.
Directions
1. In a formal APA written report, include all of the details needed to create a training budget. Describe in detail each the costs associated for your organization training needs as it applies to your training plan. Note that this assignment will likely be a short one to two pagereport (compared to the last assessments), however, a budget is an important piece because an organization needs to anticipate, plan and pay for the training costs.
2. Prepare a table with a proposal for your training. Include your table within your report.
These are the categories you will need for your cost breakdown in your report and table:
Prepare, Developmental costs, Direct costs, Indirect costs, Participant compensation, Evaluation costs, Total Training Costs
Super Computer Accessories Limited
In this study I will develop a training plan based on my training outcomes and findings I achieved from the Super Computer Accessories Limited. To come up with the training plan I will use the ADDIE model which is a framework listing generic processes used by training developer. It is a representation of the guidelines for creating a full functional training plan.
The ADDIE model comprises of five phases namely the analysis, design, development, implementation and evaluation. Like the other Instructional Systems Design models the ADDIE model aims at saving time and resources by handling problems while they can be fixed. Dick & Carey and Kemp are examples of the Instructional Systems Design models which are an improvement of the ADDIE model (Bowen & Lawler, 2006).
The Analysis phase
The company's employees need to be trained on certain areas in order to make competitive products in the market at an economical level and reduce risk situations in the work environment. In every organization performance is always the key concern and goal and to achieve these organizations goals all obstacles that might slow down or block the way to success must be reduce if not eliminated completely.
This company has a many employees clocking up to two thousand; this is a large number that requires a well formulated training program to reach each member effectively. If this group is well trained the company will experience a dramatic positive change in attainment of their goals. With this large number of employees comes the issue of safety of the employees too, the more the number the number of employees the more the risk situation in the work place. This can result into loss of large amount of money having to be sent into compensation and treatment of the employees. Training the employees on how to minimize or avoid these risks will help the company attain its goals faster.
A good employee training plan should identify the training goals and objects that will guide the training exercise and ensure a good training session. This will act as the guidelines during the training exercise. The other important aspect to be considered before starting a training program is identifying the target group which is the audience of the program itself. If this step is not correctly done then the training process will not be beneficial to the company hence a waste of time and resources (Bowen & Lawler, 2006).
The expected outcomes of a training program should be identified before even starting the program. This helps the company evaluate the worthy while of the training session and weather the time and resources used to facilitate the occasion can be compared to the outcome of the whole exercise. This will act as the target of the training process and a measure of completeness of the training too.
For an effective delivery of the intended content, employees will be given a day off work. This will be exciting to the employees and will offer a good environment conducive for the training program. The training will be contacted in the company where lectures and practical section will be used as a means of delivering information to the employees. Like for the fire extinguishing practical the employees understanding will have to be tested on a real fire break out situation. This will test the effectiveness of the training program and alert on the areas to emphasize on.
Some of the constraining expected in this training includes the willingness of the employees to undertake the training program. A situation where by the employees are not ready to participate in the training process can be a major obstacle. These will be identified before the training process by a method of questioner to evaluate the readiness of the training group. Another barrier to an effective delivery of training program is the breakdown of the training process which will affect the level of understanding of the employees. A good training plan should have the course deliverable grouped in a simple sub sections to enable the recipients understand easily (Bowen & Lawler, 2006).
The timeline completion of the project is two days, the first day of the training will be done through lectures and the second day, will be dedicated for practical's. Two days will be subdivided into four sections; the first section will be comprised of introduction of the training, the training team will collect information from the employees on the areas they think need changes. This will give them a clear view of the expectation of the employee after the training.
Design phase
An effective training plan has a well outlined format and length of the training. The training will be carried out in two groups. Each group will have two trainers who will contact the training. There will be four training section which will be carried out individually. Each training section will be carried out for 3 hours; a break of one hour will be given to the employees before starting the next section. The training will take two days every day two sections. The sections will commence from 10:00 am in the morning up to 12pm, one hour break up to 1pm the second section up to 4pm.
The second day will be dedicated for practical's in the morning and evaluation of the effectiveness of the course in the afternoon. Everyone likes a beneficial and a well done job so the last section will be an open forum for questions and evaluate the program (Kahn, 2006). In case the employees have not understood a certain training area well, they can request for a re-training of the specific area after all the groups have trained. The whole training exercise will take four days.
This training process will have expenditure to facilitate the process. Expenditures for this training include money to pay the trainers; money to cater for lunch of the employees, money to buy equipment's used during practical's like fire extinguishers. The total amount required for a successful completion of the training is 800$.
Development phase
The training plan will involve a theory and a practical session. The theory section will require the employees to have a notebook and a pen to record the important points these tools will also be used during suggestions which will be written down by the employees and submitted to the training team. The practical session will include tools like fire extinguishers, first aid kit, and communication media like alarm. During the training session, communication will be done through an alarm which will have a different meaning in every occasion. The employees will be required to master these alarms in future so as to act as the situation demands (Kahn, 2006).
Signboards like fire assembly points, emergency exit points will be part of the training and will be installed in strategic places. The employees will be required to follow these procedures in order to eliminate risk situations in the workplace. Gestures, drawings and illustrations will be used during the training as training aids.
Assessment of the employee understanding on the course deliverables will be tested through the practical for example; an alarm at random rang then the response is recorded (Bowen & Lawler, 2006).
Implementation phase
The training issues being how to respond during risks in the work place and improving the quality of the products produced, so the trainer will handle only these issues in order to deliver effectively. This will be done through lectures and practical's. The reason as to why lectures and practical's will be used is because lectures can be used to reach a large group hence saving time and money. The trainers will be paid according to the number of hours they train; training a large group will be economical. Practical's will be used because they are easy to understand and remember.
Evaluation phase
Evaluation of the training will be done through questionnaires which will be administered to the employees and their response analyzed to give the level of the understanding of the training. Another method which will be used is observation during practical's. During the practical's the trainers will be able to observe the mastery of the basic concepts achieved during the training.
Reference
Kahn, J. H. (2006). Factor analysis in counseling psychology research, training, and practice principles, advances, and applications. The Counseling Psychologist, 34(5), 684-718.
Bowen, D. E., & Lawler III, E. E. (2006). The empowerment of service workers: What, why, how, and when. Managing innovation and change, 155-69.