Staff Training essay

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Training Program

Bradley Stonefield Limo Service Training Plan

Employees are essential the success of any organization. They have to carry out different activities, which assist the company to attain its business objectives. Various activities can be performed at diverse levels. Every level of activity might require a different set of skills and experience. Despite the fact that employees can be hired on a daily basis in agreement with job requirements, it is significant for any firm to train as well as develop its employees. This is necessary in helping them meet the changes in the business sector. Bearing in mind that the Stonefield Limo Services is a new company that is yet to be set up in Austin Texas, there is absolute need to ensure the employees are well trained and have the necessary experience and skills that will enable them to establish the company properly, albeit at an affordable cost bearing the expected annual revenue of $50,000.

Needs for the training program (Training Needs Analysis)

Being a new company, there will be much focus on the training needs of the new employees to be deployed in the Texas branch. Bearing that needs assessment is in three categories; organizational assessment, occupational assessment and individual assessment, it will be important to concentrate on the occupational assessment at this level. The organizational assessment is geared towards evaluating the level of organizational performance which can only be conducted after the company is established and running. The individual assessment is also geared towards evaluating how well an employee has been executing their responsibilities and if they are ready to be allocated more challenging duties or different tasks and this cannot apply in the case here since the company is at the inception. There is need hence to concentrate on the occupational assessment since it is the one that identifies which knowledge, skills, and abilities are needed in the execution of particular assignment hence is a prerequisite to operation of the new company (U.S. Office of Personnel Management, 2013).

Occupational assessment

Gap in skills: training an employee with the aim of bridging the gap between the present skills and the vital skills in performing a job not only results to monetary profits but also to the employee job satisfaction and well-being. Stonefield will be encouraged in undertaking the new challenges and this makes them remain loyal to the organization longer compared to employees who do not possess the necessary skills and are not trained. The benefits of training employees are intrinsic as well as extrinsic. For an individual to be contented and satisfied with his job, an employee needs to posses the skills on a job, otherwise one will feel unskilled, useless and not motivated to perform the work.

Efficiency and effectiveness: training an individual for the job that one needs to perform empowers an employee to work efficiently hence enhancing the quality of work. Errors made by employees tend to decrease after undergoing training, as one is willing to undertake challenging jobs. An untrained employee demonstrates a vicious phase that affects ones performance those of individual colleagues and the organization. Both actions seem to be counterproductive for an employee as well as the company (Krumins 2003). A contented employee happens to be loyal hence diminishes employee turnover. When an employee is trained concerning the skills that are needed for one to perform the work, efficiency as well as productivity increases and this is exactly what Stonefield needs bearing the lean budget.

Time efficiency: bearing that this is a new company that will have very few employees for the start, time will be of essence. With proper training, a lot of work is covered in less time because a person does not have to figure out how to perform the job for long since the employee has already been taught how to handle the job.

Training schedule

Day I (arrival day):

The entire day will be dedicated to arrival of the 20 sales representatives from across the nation and booking into rooms that they will be residing in for the days they will be around.

At 6:00 PM, there will be a brief meeting with the board of directors to have a short welcome and orientation for everyone.

7:00 pm will be time for all the delegates to have dinner and thereafter followed by interaction among themselves for familiarization and sharing of backgrounds from where they came.

Day II (training day I)

Training outline



General introduction

HRM personnel

8:00-8:30 AM

Delegates' introduction and the name of their general manager.

Sales training: general introduction

Sales manager

8:30 AM

General introduction of the main concepts. Discussion of the marketing contemporary trends.


9:00-10:30 AM

Each delegate to highlight their potential prospecting process.

Guides to prospecting.

The trainer to give the contemporary prospecting process.

Short break

10:30-11:00 AM

Delegates take refreshments and relax

Phone presentation

10:30-11:30 AM

Theory on strategy of phone presentation.

Practical using randomly assigned colleagues sent to adifferent room for the phone presentation.

Website presentation

11:30 AM-12:30 PM

Theory on strategy of online presentation

Practical using the networked laptops and randomly assigned colleagues.

Lunch break

12:30-1:30 PM

Delegates feel free to partake of the provided lunch in the dinning hall.

Sale process and the sales personnel

Marketing personnel

1:30-2:30 PM

How to control a sale.

Ethics in a sale

Dress code

Responsibilities of the sales executive.

Getting the leads

Who to contact

Where to get sales leads

When to act on a lead

Break for the day

2:30 PM

All delegates are allowed to have the rest of the day socializing and meditating on the items trained on for the day.

Day III (training Day II)

Training outline



Phone sales etiquette

Sales personnel

8:00-9:00 AM

What to say on the phone

Pacing the customer on phone

The presentation

First trial close

Trial closes

Making decision

Practical mock sale between individuals.

Sales objections

Marketing personnel

9:00-10:00 AM

Overcoming sales objections

Reasons they did not buy.

Feedback session

All facilitators

10:00-10:30 AM

Delegates to give their feedback on the training from the first day.

Interaction between the facilitators and the delegates to see how well understood the training is.

Short break

10:30-11:00 AM

Refreshments and short rest

Team building activities


Activities requiring team work like; Ropes attached to a bucket and water transfer competition. Color and days of the week. Testing trust by falling backwards into colleague's hands.

Explanation of each activity and how it ties into the team sale process.

Lunch break

12:30-1:30 PM

Lunch taken from the dining hall prepared by the organization.

Final recap

All facilitators


A recap of the previous trainings

Emphasis on main points

Types of training to be used

Being a new company being set up in Texas, there is need to adopt various methods of training that will be both effective, inclusive and cost cutting. There is need to have multilayered training methods that will enable emphasis of required skills and knowledge where the previous method did not cover. Being a new company, it is vital for the management to encourage participation of employees in different training sessions. This will assist employees to enhance their knowledge base as well as contribute effectively in achieving the goals of the organization once it is set and starts operations hence it is necessary to make sure that training is suitably planned. There are different types of job training that comprises of on-the-job training as well as computer-aided training (Bloom & Lafleur 1999). Simulation is known to be a popular method for employees to gain job training. Most times, companies make use of job-training centers to train new employees. All the available methods have various levels of efficiency and are applied in different situations. In this two days training, the following methods will be employed;

Lecture/discussion: This is kind of a combination of the lecture method and the discussion among the lecture methods. They are better combined in a sales training since this gives the trainer the room to frequently interact with the listeners and engage them more as it is necessary to note that sales is all about interaction.

The lecture/discussion method is ideal when the group is large like the situation of the training program in this case, it is also an appropriate method of training when there is an expert involved in imparting the knowledge like it this training where the facilitators are experts in the respective fields. According to Agriculture and Consumer Protection (2013), the method is also best used when a number of factual information has to be communicated to a number of people within a short time.

This method is also appropriate when members attending the training know each other well enough to afford making mistakes, this is the case here since they all work for the same company and at the same level. The method also works best when the materials to be used is such that it can be assimilated easily or an audience that had a previous knowledge of…[continue]

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