Running head: EMPLOYEE TRAINING PROGRAM 1

Employee Training Program

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Professor’s Name:

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Date:
EMPLOYEE TRAINING PROGRAM 2

Employee Training Program

Table of Contents
Problem definition.......................................................................................................................................3
Training needs.............................................................................................................................................4
Specific Training Needs..............................................................................................................................6
Decreased individual performance of employees....................................................................................6
Complex technologies:............................................................................................................................6
Training objective........................................................................................................................................7
General objective.....................................................................................................................................7
Specific objectives...................................................................................................................................8
Training Cost...............................................................................................................................................8
Training methods.........................................................................................................................................8
Agenda of activities.....................................................................................................................................9
References.................................................................................................................................................10

Problem definition 
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Employee training refers to a program developed to enhance efficiency, technical skills, value

creation, and knowledge to perform employment roles in a better way. In many organizations,

training programs are periodical and offered at regular intervals. It is worth noting that training is

associated with the increase of needed skill alongside helping in the development of individual

employees and the overall organizational growth. In the contemporary corporate world, firms

need to keep their employees updated with the latest events and technologies that are necessary

for survival in the competitive environment (Mariscal, López-Perea, López-García, Herrera &

García-Herrero, 2019). Notably, both new and existing employees equally need employee

training; this aspect of the institution enables the newly recruited workers to get familiar with

their roles and responsibilities, alongside enhancing their job-related knowledge and skill. While

developing a training program for employees, business leaders ought to be aware that the

exercise can be costly to the organizations in terms of money and time. Though employee

training is carried out at regular intervals, sometimes it can be prompted by specific

unprecedented challenges in the organization. 

The provision of employee training is always the responsibility of a professional in a particular

field or sector. All employees need this form of exercise at different stages of their career.

Ideally, employee training is essential in the improvement of the quality of work across various

organizational levels. Also, employee training is required in the events of employees shifting

from one assignment to another one (Mariscal et al, 2019). In such cases, employees are offered

insights about the new role, new environment, and its organizational dimensions. The definition

of the problem in this proposal comes alongside the identification of the potential benefits of the

program. 
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It is projected that the employee training program will decrease accidents in the workplace since

the exercise will lead to fewer chances of errors in the course of work. The training program will

also lead to better productivity since it will enhance the individual productivity and efficiency of

workers (Dostie, 2018). As seen in many modern organizations, employee training leads to

improved morale of employees. Ideally, training has the capability of increasing the job security

and the job satisfaction of workers; consequently, the organization records less absenteeism and

job turnover. Another potential benefit of employee training to the organization is declined

supervision; upon training the worker, he/she will increase awareness of duties and

responsibilities thus need for less supervision. The exercise of training employees is also

associated with the probability of promotion since the employees will be equipped with

enhanced knowledge and skills, which will make them more eligible for promotions. 

This proposal suggests a training program for our organization identifying training needs,

developing the training objective, determining the training cost, selecting the training methods,

and creating an agenda of the activities. The proposal will be recommended to the organization

leadership, which will then come of ways of implementing the project. The adaptability of the

program is based on its potential benefits to the organizations that have already been identified. 

Training needs

The current work environment calls for skillful employees with respect to carrying out complex

tasks in a safe, efficient, and cost-effective manner. Employees need training in times when their

performance is below the expected standards. In such situations, the need for training is indicated

by the difference between the actual performance of workers and the expected standards.

Notably, a uniform method of instruction design has the identification of training needs as the

initial step. Scholars explain that successful training needs analysis ought to have the capability
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of identifying the people who are in need of training the type of training required. In the modern

work environment, a Training Needs Analysis (TNA) is crucial in ensuring that the training

resources are utilized well. 

For the Training Needs Analysis, our program will utilize the task analysis type, which will be

further be broken down into four main phases. Task analysis refers to an analysis of the roles

played by workers and the requirements for doing them. In addition, task analysis has the

objective of specifying the primary duties and skill level required to perform a certain role. This

form of analysis is important as it ensures that the developed training program is inclusive of the

relevant links to the content of the task. 

The first step in the Training Needs Analysis will be the identification of business need. This

phase will allow our organization to focus its efforts on training areas that will assist employees

to successfully perform their roles towards the realization of organizational goals (Mukerjee,

2019). In addition, this phase will help employees make optimum use of the training resources of

the organization alongside motivating their colleagues by contributing to their career

development. There is need of the staff conducting the training needs assessment to get a clear

insight into the overall organizational goals and department goals in order to assess the available

training options and identify the training opportunities that can achieve maximum success. 

The second step in our Training Needs Analysis will entail the performance of a gap analysis.

This phase entails an assessment of the current state of employee’s or department’s performance

alongside comparing it to the expected standards (Christensen, 2019). Upon doing the

assessment and comparison, the identified difference between the current performance and the

expected standards is referred to as the gap. Business leaders have access to different methods of

conducting a gap analysis. In the proposed program, the identification of the gap will depend on
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the current situation of our organization. In our program, we could use such gap analysis

assessment tools as HR records, individual interviews, focus groups, surveys and questionnaires,

and observation. 

The third step in our Training Needs Analysis will be the assessment of training options.

Notably, the gap analysis will generate a list of training needs and options. Upon this generation,

we will assess the list on the grounds of goals and priorities of the firm, both currently and in the

future (Christensen, 2019). To determine whether the training option is viable, we will consider a

number of factors inclusive of the solution to the problem, cost, return on investment, legal

compliance, time, and competitiveness. 

The final phase in our Training Needs Analysis will be reporting the identified needs and

recommending training plans. Upon completing the assessment, our team will report the findings

and make recommendations for short-and long-term training strategies and budgets (Christensen,

2019). It is worth noting that the team will be required to budget and schedule for a timeline for

any of the recommended training. 

Specific Training Needs

Decreased individual performance of employees: from the current organization situation, it is

evident that the individual performance of many employees continues to decline. Notably, a drop

in the performance of a single employee has the consequence of reduced overall organizational

productivity. Such a drop among individual workers implies that there is an effective utilization

of time and many resources of the organization. Perhaps, some workers may have been subjected

to new procedures which they are not used to. In such a situation, the worker could be taking a

lot of time to perform a small task hence the inability to complete his duties in a timely manner.

As the training team prepares its approach to address this training need, they have to establish all
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the possible causes of this problem in order to come up with long-term and sustainable

interventions. 

Complex technologies: considering that technology is ever-evolving, we have identified the need

to have all our employees updated on the newest technologies. In order to remain competitive,

the organization continues to advance its technological use to match international standards. The

drop in overall organizational productivity could also be linked to the fact that some employees

are not conversant with some of the latest systems being used in the firm. Indeed, this could be a

dangerous trend as it could increase the chances of errors hence plunging the organization into

some avoidable losses. 

A need-based training approach, in this case, is justified because of the narrow focus on the most

critical issues facing the organization. When we narrow down our focus to the two identified

needs, we will be able to complete the training program in less time and incurring fewer costs

(Armstrong & Landers, 2018). Therefore, I highly recommend that the training team carries an

integrated Training Needs Analysis to ensure that the most burning issues are addressed first. 

Training objective

General objective 

To increase the individual performance of employees and the overall productivity of the

organization

Specific objectives 

 To acquire new knowledge and information that will enable employees perform their

roles in a better manner

 To update employees on the latest technologies used in the organization in order to

increase the effectiveness of resource utilization

 To influence the attitudes and perceptions of employees towards learning

Training Cost
Activity Price Time line
Identifying needs $1000 4 days
Identification of staff $900 1 day
Acquisition of $4000 2 days

training equipment
Training $10000 6 days
Review and $1000 1 day

assessment
Total $16900 14 days

Training methods
The proposed training program will utilize both E-learning and face-to-face sessions. The

trainers will have to hold face-to-face sessions to create an interactive environment in the

exercise. This is a reliable method since employees will get a chance to ask questions and seek

clarifications from their trainers. Also, face-to-face sessions will be useful in review and

assessment phases of what has been delivered to the employees by their trainers. On the other

hand, e-learning will be a useful method in providing additional information to the employees

taking part in the exercise (Carucci, 2018). Content could be disseminated via the organization’s

website and other platforms from which the employees can access using their digital devices.

Agenda of activities

Activity Agenda
Identifying needs To identify the specific challenges in the organization

that will prompt for the employee training program

challenges thus giving them priority in the training

program. Also, to identify experts who can be used as

trainers in the program

training equipment equipment needed in the training program

participating employees
Review and To determine the effectiveness and viability of the

assessment training program

References
Armstrong, M. B., & Landers, R. N. (2018). Gamification of employee training and

development. International Journal of Training & Development, 22(2), 162–169.

Carucci, R. (2018). When Companies Should Invest in Training Their Employees -- and When

They Shouldn’t. Harvard Business Review Digital Articles, 1–5.

Christensen, B. D. (2018). From Needs Assessment to Needs Analysis. Performance

Improvement, 57(7), 36–44.

Dostie, B. (2018). The Impact of Training on Innovation. ILR Review, 71(1), 64–87.

Mariscal, M. A., López-Perea, E. M., López-García, J. R., Herrera, S., & García-Herrero, S.

(2019). The influence of employee training and information on the probability of accident

rates. International Journal of Industrial Ergonomics, 72, 311–319.

Mukerjee, K. (2019). Training Needs Analysis and Training Effectiveness. Vinimaya, 40(1), 37–

47.