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Training Program Plan

Desirie Orozco
November 9, 2015
Charity Jennings


Training Program Plan

Part I Training Program Description
The training program I will be designing for my workplace organization is how to
navigate and utilize the many resources through our internal network from program details to
policies and procedures as well as a point of reference of who to reach out to and how to access
important information. This training will include processes of standard operating procedures and
how to go about getting answers to several different questions that will arise from several
different scenarios. The scope of this training will only include the areas that have to do with
program and student detail as it relates to the enrollment process and programs that are being
offered in the relevant college. The intended audience for this training will be all new enrollment
staff that has finished the initial new hire training phase and is ready to start working with
prospective students in their respective colleges.
The intended program goal is to create a seamless process that is easy for new hires to
understand how to navigate through the several resources that the company provides through the
internal intranet program. We have found from internal research and feedback from enrollment
staff that there is so much information at your fingertips with no clear directions and how to get
to the information of what you need and in some cases no knowledge or clear direction of where
to go to get the needed information. The goal of this training is to a step by step instruction guide
of where to go, what to do and how to implement these resources into daily routines. The
program objectives will relate to the intended training outcomes. Specifically the training
objectives will be to identify what resources to use; when and where, how to access these
resources, and to demonstrate when to implement certain procedures as they apply to situations.
This training will have a positive impact to the new training staff as it will provide them
with an accelerated learning environment that will iron out the internal processes allowing them


to focus directly on their intended purposes; helping students make education informed decisions
about academic programs. This training will make the processes of the job more easier and
accessible causing less of a learning burden to new staff members. It will also allow all new
employees to be in unison with their knowledge of company processes and policies.
Part II Needs or Gap Analysis
The needs analysis section of this training included these three techniques in order to
understand what areas needed to be considered for a training plan: questionnaires, job and task
analysis and performance and product reviews. According to SAI Global (2015), What is
covered in your training needs analysis is the current knowledge, skills and behaviors of the
individual learners, the environmental and/or job context, a detailed look at the desired versus the
actual performance and feedback and input from all of the relevant stakeholders.(para.2) The
questionnaires provided information as it pertained to how employees were currently operating
with the resources available to them and how they worked in a daily environment. From the
result of these questionnaires the gathered information shed insight into the lack of compiled
information and knowledge of important resources. Analyzing the job outline and tasks required
within this position allowed more insight into what important factors needed to be considered
when training new employees on product information and processes as it impacted their roles.
Lastly evaluating performance and product reviews allowed for direct information and
evaluation to how previous employees were performing with limited scattered resources as well
as their knowledge of product information and details. This key area shed light onto what areas
in the training needed to have direct focus on like program specific requirements and scenario
based situations.


From the finding of the needs analysis it was apparent that the needs of a training
program would need to be implemented in order to educate employees on an important
fundamental part of their roles. Having the knowledge base with a frame of reference to go to
will help educate employees on how to better work in their roles as well as to effectively utilize
the resources available to them. This will have a positive impact on employees as it will highlight
and demonstrate how they can use the tools available to them. It will also teach them how to
actively engage better with prospective students and encourage them to work diligently having
direct access and knowledge to accurate information that is easy for them to find.
Part III Budget

Estimated Budget for Implementation of Training:

Budget Items
Fringe benefits
External staff
Technical support

Estimated Budget Annually

0-exisiting training staff will deliver training
$5K-10K depending on amount of staff hired
$6,000 for software programing and use
0-Training will be completed onsite locations


or via WebEx

Total Budget: Between $18,000-$23,000 Annually

Income Estimates:
Parent Company



Part IV Staffing Plan

The staffing needs for this training will rely on the development of the current training
staff. This training program will be implemented as a project based assignment where the current
training staff will be requested to implement this training. The required qualifications for the
training staff will have to consist of their knowledge base of the programs offered, the internal
intranet and different resources. Since the training staff consists of individuals who once worked
in enrollment and promoted into training staff roles they are highly familiar and engaged in
several areas already as a result of their previous experience. They will however be required to
partner with the information technology department in terms of how to reorganize how resources
and information is created and programed within the internal system. The number of staff
required for this training will consist of the entire new training staff which includes 12
employees as well as 4 team members from the IT department to help develop a new
infrastructure that speaks to the training needs development from a technical standpoint. The
time requirement for initiating this training development will be given a 3 month benchmark for
development and technical implementation.
The internal resources available to utilize is the information already available to staff
members as well as access to the networking administrators, webmasters, academic faculty and
program coordinators. External resources will include software programs that can better gather
information for employees and samples of different frameworks to test out and try prior to
permanent implementation. Additional resources can be evaluated for use as they may arise from
the initial training collaborations and requests. The strategy to fill resource gaps will result in a
mirrored image of the implementation of the plan as a manual that will demonstrate all areas of
the training to be developed and use in future trainings. This manual will serve as the guiding


point and further implementation as well as changes as needed. Staff performance evaluations
will be evaluated in an ongoing basis as the training is developed and implemented with specifics
to how each staff member contributed and added to the final product of development.
Part V Stakeholders and Goals


Current Students

Prospective Students


Goals in Training Program

Provide the needed revenue
to create the required training
and implementation in order
to benefit from a more
efficient results oriented
Employees will be
encouraged to be engaged
and have the most direct
benefit from the training as it
will directly impact their
roles and how they perform
in their daily tasks.
Current students will thrive
from the benefits of the
program to be better informed
and have better direction as a
Prospective students will
thrive from the benefits of the
program to be better informed
and have better direction as a
Community goal is to use are
newly trained staff as a
resource of information with
thorough direction and
insight is it relates to the field
education and certification in
their specific community and

Engaging Support
Highlight the return of
investment as it relates to the
contribution of stakeholders.

Focus on the action oriented

training team that listened to
their need for a more
thorough training, basing he
training directly on their
feedback and needs.
Current students will be
encouraged to utilize the use
of staff more in order to learn
about their relative programs
and specific needs.
Prospective students will be
better engaged and directed
as newly trained staff will be
better equipped to guide
The community will benefit
from having access to
information and successful
students who were able to
complete their programs with
accurate guidelines and

Part VI Communication Plan


The communication for this training program will target all those who will be impacted
by the implementation of this training as well as the new incoming employees. With the
development of this training a direct focus will be made on how the program will have a direct
impact and benefit to help employees complete their work in a more sophisticated main streamed
manner where every employee at every location has access to the same information that can be
easily access, utilized and applied. The marketing message will include the following:

Internal Training Department

Slogan: New

Employee On The Job Training

Fact Sheet:
New Employees are currently only demonstrating a 34% knowledge base of the program and
process that relate to their employees.
From the feedback of surveys 89% of employees do not feel they are knowledgeable in their
fields as it relate to policies and procedures as well as product knowledge.
The software internal programs we are using are out of date compared to those used by
competitors in the same industries.
As the training is now, from survey responses we have determined that it is currently taking
employees an entire year to acquire the knowledge of resources that are being used. The goal
is to have new employees demonstrate this knowledge within three months of on the job
The marketing message will also encompass those who are impacted by this training as
well as a thorough approach with how to implement changes and the ongoing future changes of
the program.
According to Business Performance (2015), A large program
will involve multiple stakeholders over a considerable period of time.
People who need to be involved may span departments, buildings,
provinces or even countries. The duration of your program may be
many weeks, months or even years. Planning for the what, where, who,
when and why of your communications up front will achieve two key
objectives. Communicating effectively will:


1.keep the relevant people informed at appropriate times of the key

information that they will use to further the aims of the program, and
2.keep people onside during difficult periods by conveying the feeling
that you are considering their interests
An all too common example of communications neglect occurs
when human resources or training personnel invite employees to a
training program without a prior discussion about why their attendance
is required. In these cases, neither the employee's manager nor the
trainer nor anyone else engages the employee in a dialogue about the
upcoming program. The employee turns up to the session already
frustrated and disenchanted. This is a sure-fire way to guarantee the
program's failure.(Why a Communication Plan?)
It is important the communication of this program be delivered with direct intend and
understanding of how the training will have a positive impact on the employee role. By
analyzing the lack of training as it relates to employee resources will showcase the extreme
benefits of this training program. Employees benefit by having the proper training and tools to
actively engage with students and stakeholders benefit by getting the most out of employees and
those that are affected by the performance of the organizations. The benefits of this training will
advance the employee knowledge and allow them to work more diligently and accurately in their
roles at a faster pace than previously seen which will in turn have a positive impact on the overall
productivity of the company.
The instructional practices will include direct on the job training and materials that can be
used as a point of reference and guiding point. As the trainers for this program will master the
new infrastructure of how these resources or organized and accessed, they will continue the on
the job training phase as a continuum of initial practices being another point of reference for new
and existing employees. Promotional channels and materials will focus on the benefits of this
new training highlighting how it will allow employees to work more actively and diligently with
direct knowledge and awareness of where, when and why to access certain information and


processes as it relates to different scenarios. The training will also be rolled out to existing staff
members in order to allow them to also benefit from the renovated training and new internal
infrastructure where information can be utilized and accessed with ease.
Part VII Program Evaluation
The evaluation of this training program will take place on a quarterly basis and will be
conducted directly by the training managers and lead trainers who represent this training
program. The purpose of the evaluation process will used to gauge how well employees are
responding to the training and how it is affecting their work functions as well as how quickly
they are adapting to their work environment and the tasks that are related to their job functions.
The results of the evaluation process will be used to update training and tweak certain areas as
needed. This will have a positive impact on the training as it will continue to evolve the program
and training implementation as needed to effectively guide employees and act as a lifelong
resource as it relates to their work and roles within the organization.
The metrics that will be measured will be directly related to how efficiently employees
are working. This will include the rate at which they are accessing information, the thoroughness
in how they are deliver this information and the accuracy of their knowledge of the information.
From previous pilots of this program we have discovered that employees are able to work at a
faster rate with more accuracy. These areas will be the main focal point of the metrics that will be
measured. The evaluation types that will be used will consist of silent observation with newly
training employees at one week in their role comparing that to an employee with two months in
their role as a method of gauging a set point of expected growth and to identify performance
gaps. Evaluations will also include a developed assessment that will be given to employees at
different points before and after their training to gauge the worthiness of their knowledge and



impact of the training. The data from the amount of use of specific software programs,
information inquiries as well as the results from the assessments will all be factors that will be
included into the evaluation findings that will further result in future implementations and
changes to the program as needed. Another form of data that will be utilized is the feedback
received from employees after they first complete training and then again three months after
training and on the job utilization of information to gauge their use and the overall training
influence in their roles and use of the direct resources.



Business Performance. (2015). Why a Communication Plan?.Retrieved from
SAI Global. (2015). Training Needs Analysis. Retrieved from