Development and Training Paper
Development and Training Paper
ABC, Inc. established a new sales metal market process in 2007. The metal market process meant millions of dollars for the organization. This process consisted of a monthly manual data entry of hundreds of part numbers. Once the metal market was received the manual entry had to be done within a week. Several associates were required to put aside their daily responsibilities and work on the metal market process sometimes for two to three days until it was completed. After a couple of years of doing the manual entry, a team was put together to determine how and if the process could be automated, what training would be ...view middle of the document...
Based on the analysis, the new automated metal market process took considerably less time to do and, therefore, the current associates will be able to absorb it into their current responsibilities with the proper training. However, the four sales coordinators will need to take turns throughout the year doing the new metal market process. No additional equipment will be necessary but new software and licenses will be required. The automated system will not mirror any of the old systems steps, therefore, a new procedure and job description will need to be created and maintained.
Design of Training Materials
A Power Point job aid will be the primary training material. Because the automated system is computer based, a screen shot of each step will be generated. Job steps will be noted on each screen. Several training meetings will be conducted along with the actual once a month metal market task. Each month a different sales coordinator will actually take part in the automated system until all four have experienced it and are comfortable doing it by them selves.
Development and Implementation
Training managers must develop a training medium which includes a set of effective training methods. To develop a program that will provide the most benefit to the organization, managers will need to define parameters of the training. Such parameters include who will be trained, where training will be conducted, what material will be provided, when training will occur, and how training will be conducted, controlled, and monitored. A strategy must be created for each parameter to build a resourceful training program.
The development phase of planning a training program begins within defining training objectives. Objectives provide focus, as well as a way to measure the success of a program. Effective training objectives combine three components, which include a statement of what is expected of the employee, a statement of the level of quality of acceptable performance, and a statement of the conditions under which the trainee is expected to apply what he or she learned (Noe, Hollenbeck, Gerhart, and Wright, 2007).
The development phase allows planners to create a training medium that works. Development requires communication between departments. As managers create an idea of who, where, when, and what is needed, they can initiate planning to facilitate the program. Human resource managers can designate employees who will be involved in the training. Resource managers can also decide the best candidates for successful training. An internal training medium will be more than sufficient for this program. The training necessary to provide the learning needed can easily be taught by managers and other senior employees. These instructors will first be trained so they can be familiar with teaching others.
Training project managers will use internal resources for training. The instruction will be provided on organizational premises. ...