Training Program Executive Summary Management Essay

fostering Program Executive Summary Management EssayThe Leadership cultivation program for z- reverie coordinated is describes the process of the learning program being design and how the dressing officeholder planned for it. This dressing program considers the impacts of business process changes for the eyewear industry and z-Vision incorporated employees and fork outs a framework to equip and prep atomic number 18 end-users with the skills and knowledge necessary to perform efficiently in their respective to-be roles in the new business environment resulting from the implementation of this procreation program.Employees to be TrainThis Leadership formulation program is knowing for all the depot handlers.Objectives for the TrainingThe main objective for the learn program being intentional is to correspond all(prenominal) retentiveness managers provoke be able to lend prepare of staff in their respective store. In the mean time, its also to elevate their knowled ge and skills in daily management for their respective store.Budget for the TrainingThe total budget for the three days leadership training program is $ 36,000. In scathe that each day of training need $12,000.Learning Evaluation ApproachOnce the training program has finished there depart be a go throughing estimate will be conduct to the trainees and trainers to overview the training result. The evaluation results will be analyzed to determine if adjustments need to be do in the training approach and/or materials in order to maximise the learning environment for trainees.Table of Content1.0 IntroductionThis report is written to depart suggestion for training military officer at z-Vision carryd. And it is prepare a blanket(prenominal) Report to the management on the importance of training and proposed Training Plan for z-Vision co-ordinatedd store managers. This training is intended to ensure each Store Manager has the knowledge of and basic skills to conduct training of staff in their respective store.It will include the importance of Training analysis, Conduct of Training necessarily Analysis Planning of Training, Conduct of Training Needs Analysis Planning of Training, Program Budgeting analysis, purport and victimization analysis, Delivery of Training, and Assessment of Learning Outcomes.2.0 Importance of Training2.1 Definition of TrainingTraining female genitalia be best understood as planned, structured, and ofttimes formalized learning experiences that seek to develop specific skills and knowledge needed for effective job feat. Historically employees have learnt many of the competencies they need to perform in effect by be trained. (Author Jannifer Gregory encouraging Organizational Learning through Pay after a Corporate Downsizing)2.2 Importance of TrainingIf Z-Vision Incorporate consider its Z-Vision Incorporate store managers to be human assets, training and development represents an ongoing investment in these assets and one of th e most significant Z-Vision Incorporate can make. Training involves Z-Vision Incorporate store managers acquiring knowledge and learning skills that they will be able to use immediately Z-Vision Incorporate store managers development involves learning that will supporter the Z-Vision Incorporate and Z-Vision Incorporate store managers later in the Z-Vision Incorporate store managers career. Many physical compositions use the term learning rather than training to emphasize the shew that the activities engaged in as part of this developmental process are broad-based and involve some(prenominal) to a greater extent than straightforward acquisition of manual or skillful skills. (Author(s) Ajay M. Pangarkar, Teresa Kirkwood Strategic alignment linking your learning strategy to the balanced scorecard)Optimum Utilization of humanity Resources -Z-Vision Incorporate Training and Development suffices in optimizing the utilization of human resourcefulness that further serve wells the Z-Vision Incorporate store managers to achieve the organizational goals as well as their individual goals.Development of Human Resources -Z-Vision Incorporate Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the Z-Vision Incorporate store managers in attaining personal growth.( Human resources development, exercise and globalization in the hotel, catering and tourism sector.)Development of skills of employees Training and Development helps in increasing the job knowledge and skills of Z-Vision Incorporate store managers at each level. It helps to expand the horizons of human intellect and an overall personality of the Z-Vision Incorporate store managers. (Aliance Traning and Consulting. INC )Productivity Training and Development helps in increasing the productivity of the Z-Vision Incorporate store managers that helps Z-Vision Incorporate further to achieve its long-term goal.Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the Z-Vision Incorporate store managers.( Team Spirit Leadership Training http//www.showmeteamspirit.com/)Organization Culture Training and Development helps to develop and improve the Z-Vision Incorporate store health culture and effectiveness. It helps in creating the learning culture within the Z-Vision Incorporate.(Asim Khan, CEO Business Management Group, Inc Matching People with Organizational Culture)Organization Climate Training and Development helps building the positive perception and feeling about the Z-Vision Incorporate store managers. The Z-Vision Incorporate store managers get these feelings from leaders, subordinates, and peers.Quality Training and Development helps in improving upon the quality of work and work-life.Healthy work environment Training and Developm ent helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.( Ron prewitt Signs of a healthy work Environment)Health and Safety Training and Development helps in improving the health and safety of the organization frankincense preventing obsolescence.Morale Training and Development helps in improving the morale of the work force.Image Training and Development helps in creating a better corporate image. lucrativeness Training and Development leads to improved profitability and to a greater extent positive attitudes towards profit orientation.Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organization policiesTraining and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and new(prenominal) aspects that successful w orkers and managers usually display.3.0 Conduct of Training needs Analysis Planning of TrainingA Training Needs Analysis (TNA) is use to assess an organizations training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organizations objectives. The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, what, who, when, where and how. (Author Arman E. Manlalangit Training Needs Analysis)The training plan is for the store manager. They need to study leadership skills. Such as knowing and using the resources of the group, Communication, Controlling group performance, take Ownership and province and so on.The six Es of training-why Z-Vision Incorporate trai n Z-Vision Incorporate store managersEngageEffective training provides the opportunity for Z-Vision Incorporate store managers to connect with the Z-Vision Incorporate, and its policies and methods of working. It helps to ensure that Z-Vision Incorporate store managers buy into, or engage with, Z-Vision Incorporates culture. It helps to make Z-Vision Incorporate store managers feel valued and develop working relationships with their colleagues.EducateTraining can help to educate or increase the knowledge and awareness of individuals and terms.EnhanceTraining can help to enhance or improve the skills and competence of individuals and terms within an organizationEmpowerBy properly training employees, an organization can increase the accountability of teams and individuals, and can ensure that faster, better quality decisions can be made, while avoiding the need to pass decision making unnecessarily up to the organizational chain.EnergizeParticipation in training can help to energize, motivate and inspire Z-Vision Incorporate store managers. It provides an opportunity. To take a step back and allows people to consider how they can best contribute towards the effectiveness of the Z-Vision Incorporate. trainTraining can also be an effective means of helping Z-Vision Incorporate store managers to see things in a different way. It can help Z-Vision Incorporate store managers reach an often sudden conclusion that there is a better, more effective way doing something and can help to unlock antecedently untapped potential(Anthony Henry Understanding strategic management)4.0 Developing program and Learning Objectives4.1 Developing programIn order to prepare a comprehensive report to management on the importance of training and proposed training plan for Z-vision incorporated store managers. Here make the plan of training for the store manager is the leadership training for the store manager. The leadership training will take three working days.Leadership Training for the store manager (activities schedule)Date cartridge holderActivity20 whitethorn 2010 10.00-12.00 amCommunication skill2.00-5.00 pmCoaching and Development21 May 2010 9.00-11.00 amDecision Making put11.00-1.00 pmTeamwork Building2.00- 4.00 pmSales Marketing22 May 2010 9.00-11.30 amVision/strategy skill1.00-3.00 pmPlanning* Refer to addition 2 for Details4.2 The key of Learning ObjectivesTraining involves some kind of change for Z-vision incorporated store managers changes in how they do their jobs, how they relate to others, the conditions under which they perform, or change in their job responsibilities. ( Ford,D.JBenchmarking HRD Training Development, Vol.47,No.6(1993)36-41)Z-vision incorporated can benefit from training, beyond bottom line and general efficiency and profitability, when they create more ductile workers who can assume varied responsibilities and have a more holistic understanding of what the Z-vision incorporated does and the role they play in the Z-vision Inco rporateds success.( Broadwell, M .M how to train experient supervisors Training, Vol. 30, no 5(1993))Z-vision incorporated that take a strategic approach to human resources can find that Z-vision incorporated store managers training can be much more efficacious as part of an integrated approach to HR. For example training and development are greatly assisted by having appropriate and well-thought-out staffing strategies. (Andersen companies, Training Development, Vol 47, No.1 (1993) 30- 35)5.0 Program Budgeting, Design and Development5.1 Training DesignTraining design involves adapting the learning environment to maximize learning. Training design issues include the conditions of practice that enamour learning and the factors that impact retention of what is well-educated. Recall Gagnes (1987) arguments there is no substitute for conducting a thorough task analysis and clearly specifying what is to be wise(p).As the training officer for z-Vision Incorporated I decided to use spa ced practice sessions to enhance the effectiveness for training program. In general, information and skills can be learned either way, but spaced practice sessions with a reasonable rest period between them lead to better performance and longer retention of what is learned than a massed practice session. Although using spaced practice sessions may increase time and resources but series of spaced practice training would be more effective.5.1.1 Selecting the TrainerSince now the organization has made the decision to design our own training program, and purchase the attitudes training program, the trainer must be selected. in that respect are three trainers include two internal training officers and one trainer from the outsourced training centre.Organization training officer will conduct the teaming program which included knowledge and skills session for the trainees. On the other hand the trainer from the outsourced training centre will deliver the attitudes talk for the trainees.5. 1.2 Selecting Training MethodsUp to this point the organization have coming out with the preliminary steps involved in the design and implementation for the training program. Our next step is to select the appropriate training methods.On the Job Training Method is the most suitable method for the program as this method can absolutely improve the trainees work performance and can enhance their knowledge in order for them to train their subordinates.5.1.3 Training BudgetTraining BudgetOrganizationz-Vision IncorporatedYear2010DepartmentHuman ResourceSubmitted byHR Training OfficerAnnual training allotment$200,000 daylight 1 Budget$12,000Day 3 Budget$12,000 perfect Budget$36,000Day 2 Budget$12,000* Refer to Appendix 3 for Details.Based on the annual training allotment from the Board of Directors. The training officer has planned the training budget well in order to minimize the cost but can maximize the training result. The training budget is designed based on the needs of the training activities, trainer fees, rental for venue and some other expenses.6.0 Training delivery methodsTraining delivery methods consist of the techniques and materials used by trainers to structure learning experiences. Different training delivery methods are better or worse at achieving various learning objectives. During the design word form the different methods are examined to determine their appropriateness for the learning objectives. Once appropriate methods have been identified, they are applied to the training plan in the development phase.There are three categories of learning objectives knowledge, skills, and attitudes (KSAs). Knowledge objectives are of three types declarative, procedural, and strategic. Declarative knowledge is the persons store of factual information. Procedural knowledge is the persons understanding about how and when to habituate the facts. Strategic knowledge is used for planning, monitoring, and revising goal-directed activity. Skill reflects ones prof iciency at specific tasks such as operating a piece of equipment, plentiful a presentation, or making a business decision. Attitudes are beliefs and/or opinions about objects and events and the positive or negative affect (feelings) associated with them. Attitudes affect motivation levels, which in turn influence a persons behavior. Most training programs have learning objectives for knowledge, skill, and attitudes these programs need to combine in house training method and public training method into an integrated whole because no single method can do everything well. (source www.school-for-champions.com Training)7.0 Evaluation of Learning OutcomesTraining evaluation is the process of connecting results to objectives from a training program. The criteria to determine this training program success or failure is based on the performance of the trainees, the conditions under which they must do it and the evaluation from the trainers and feedback from trainees after the training sess ion. The evaluation results will be analyzed to determine if adjustments need to be made in the training approach and/or materials in order to maximize the learning environment for trainees. It is also recommended that knowledge retention be measured at three months, six months, and one year after implementation.ReferenceJennifer Gregory Encouraging Organizational Learning through Pay after a Corporate DownsizingAjay M. Pangarkar, Teresa Kirkwood Strategic alignment linking your learning strategy to the balanced scorecardArman E. Manlalangit Training Needs AnalysisHenry Understanding strategic managementFord,D.JBenchmarking HRD Training Development, Vol.47,No.6(1993)36-41Broadwell, M .M how to train experienced supervisors Training, Vol. 30, no 5(1993)Andersen companies, Training Development, Vol 47, No.1 (1993) 30- 35Human resources development, duty and globalization in the hotel, catering and tourism sector.( Report for discussion at the Tripartite Meeting on the Human Resources Development, Employment and Globalization in the Hotel, supply and Tourism Sector Geneva, 2001)Team Spirit Leadership Training http//www.showmeteamspirit.com/, Online. Accessed march 31, 2010Asim Khan, CEO Business Management Group, Inc Matching People with Organizational CultureRon prewitt Signs of a healthy work EnvironmentAliance Traning and Consulting. INChttp//www.alliancetac.com/index.html?PAGE_ID=2449, Online. Accessed April 5, 2010www.school-for-champions.com Training, Online. Accessed April 5, 2010http//traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/index.html, Online. Accessed April 10, 2010http//www.humanresources.hrvinet.com/job-training-methods , Online. Accessed April 10, 2010http//www.referenceforbusiness.com/encyclopedia/Oli-Per/On-the-Job-Training.html, Online. Accessed April 10, 2010R.F.Mager(1997). Preparing instructional objectives 3rd editionwww. road.uww.edu/road/wernerj/428%20-%20Training%20%20Development/Chapter%2004%20slides% 204e.ppt training hrd process model, Online. Accessed April 10, 2010http//www.haiweb.org/medicineprices/manual/medpricesAttachements/excercises/SampleTrainingEvalForm.doc, Accessed April 10, 2010AppendixAppendix 1Source www. road.uww.edu/road/wernerj/428%20-%20Training%20%20Development/Chapter%2004%20slides%204e.ppt training hrd process modelAppendix 2Training Program Schedule20 May 2010 22 May 2010Program Title z-Vision Leadership TrainingObjectives of this programTo enhance store managers management skills.To ensure each store manager be able to conduct training of staff in their respective store.Environment In house training and train at outsourced training centreTrainers Organization training officer outsourced training consultantTrainees Store Managers from all stores.Date TimeActivity20 May 2010 10.00-12.00 amCommunication skill2.00-5.00 pmCoaching and Development21 May 2010 9.00-11.00 amDecision Making Practice11.00-1.00 pmTeamwork Building2.00- 4.00 pmSales Marketing22 M ay 2010 9.00-11.30 amVision Strategy Skill1.00-3.00 pmPlanningAppendix 3Training BudgetOrganizationz-Vision IncorporatedYear2010DepartmentHuman ResourceSubmitted byHR Training OfficerAnnual training allotment$200,000Day 1 Budget$12,000Day 3 Budget$12,000Total Budget$36,000Day 2 Budget$12,0003 Days Training BudgetLineItemDescription/JustificationQty.Unit Cost/RateTotal1Courseware development02Courseware purchasePurchase training course from training centre1$4,0004,0003Certification04Train-the-trainer05Hardware purchase06Facility rentalMedium Hotel Meeting Room22,0007Instructional materials08 technical equipment09Consulting feesAdvice from consultation company2,00010Instructor feesFees Allowance for internal and external trainers3,00011Content acquisition012 breakTravel Allowance2,50013Lunch TeaFood Beverages2,500140150Grand Total$36,000