Designing a Training Program Term Paper

Excerpt from Term Paper :

Designing a Training Program

Training Needs Analysis (TNA) Selection and justify approach

Training objective based on analysis of the business

Training cost

Training method (s) to deliver the program

Agenda of activities for the training program

The training needs of an organization are derived on the basis of the present state of expertise and skills of the employees and the desired level of performance. The trainings are aimed to increase employee capabilities to perform tasks that are designated and at the same time it is also helpful in personal and professional development of individuals. The training needs analysis is a part of the process to assess the requirements of trainings and planning for the recommended trainings. The training needs analysis is carried out through various techniques proposed in various researches. The following sections highlights techniques for training needs analysis and a training is also proposed in accordance with the selected approach.


The training needs should be assessed in order to analyze the current performance and gap in expected results. The training needs analysis is also a facilitator for the business requirements. Trainings provide a way forward for the business and personal development of the employees. It helps them learn new skills and improve results of the business. The increased performance and results from employees is also essential for the dynamic business environments. The sections below provide an overview of the trainings designed to cater the needs of a small scale courier services provider (Nikandrou, Brinia, & Bereri, 2009).

The training need analysis is explained and details about the techniques adopted to carry out the process are also provided. The selected technique is beneficial for small group of individuals. It helps reduce cost and time required to achieve results. The business also needs to consider the cost of assessed trainings and analyze benefits associated with the acquisition of new skills. A clear objective of the training is essential to develop budgets and allocation of time. The objectives also provide a guideline for the strategic direction of the training plan. The developed skills and expertise can increase company benefits. The detailed agenda of trainings is also part of the training plan.

Training Needs Analysis (TNA) Selection and justify approach:

According to Snowden, Gilfedder, Ferries, Bartling, and Barron (2012) training needs analysis is carried out to investigate the new areas of knowledge and skills that are required by the employees in order to meet organizational goals. The personal development goals are also assessed in accordance with the latest needs of trainings. The skills and techniques required to excel and further improve employee performance are dependent on the amount of acquaintance with the requirements. These needs are transformed into a plan and executed through a process named as training needs analysis. There are various approaches taken to perform training need analysis. One of the approaches is simplified and it starts with the investigation of training needs and later followed by a ten point training plan. The training plan serves the role of a database or simply a spreadsheet that will record all needs investigated in the first step. The record of planned events and training courses will become part of the plan. The training need analysis is simplified through the tool box containing instructions, methods, tips, and techniques to accomplish trainings (Donovan, & Townsend, 2004).

The traditional and most commonly used processes for training need analysis are denoted as work preparation survey system, job components inventory, CODAP, and Delphi. These are complicated and advanced techniques that require skills and expertise to complete the assessment. The cost of taking these approaches as well as the time required to accomplish the tasks is also increased in current business settings. The employees and organizations carrying value for trainings are also based on the effectiveness in the program. The business should also emphasize to reduce trainings for the sake of providing trainings. They should also include the actual value crated by the assessed training requirements (Nikandrou, Brinia, & Bereri, 2009).

The selected method of training needs analysis for current organization is selected based on the first approach detailed above. The merits for this selection are based on its simplicity, low cost, and least time consuming. It is also helpful in devising a straight forward approach for the small scale organizational needs and a vivid system for updating based on any changes observed in the operations. The system is also easily developed and can be explained to the personnel with minimal knowledge of training needs analysis. The needs assessments are recorded in the spreadsheet and trainings are planned according to the priority. The training needs assessed through the process are detailed as the management needs training for motivation and leadership skills. The front line employees have two major training requirements in terms of work safety and using computer programs to facilitate schedule planning.

Training objectivebased on analysis of the business:

The business requirements for a courier services provider to local clients have a major objective to effectively and efficiently carry out business operations. The business needs to collect and deliver mail, parcels, and other delivery items from one place and timely deliver it to their destinations. Therefor the small sized local business has to compete with international and national rivals and make cost efficient and commitment-based services available to the existing client base. The management needs to communicate with its employees and motivate them to perform beyond expectations in order to provide a competitive service to their clients. The employees will also be motivated after improving operations. The needs for training employees for improved operations are determined in terms of safety and usage of modern techniques in develop their schedule for pickup and delivery and share it within the organization. It will not only reduce cost but help in minimizing the time delays in operations.

The training objectives drawn on the basis of business analysis are not only helpful in improving current situations but at the same time they also provide a consistent ground for improvements. The objectives for training the managers is to keep a focused approach in motivating employees to perform batter as compared to business rivals so that a small sized company of 20 employees could maintain their business presence. The training objective for front line employees is based on their personal safety and business performance. The personal well-being of front line employees will facilitate the business to maintain a healthy team of professionals. The usage of computer resources for developing and sharing the pickup and delivery schedule will enable to reduce operational cost through sharing within the company. The managers can easily plan a delivery on the pickup route and vice versa. The efficient usage of company resources and sharing of delivery and pickup schedule will also help the business grow. Therefore the training objectives are aligned with business growth and personal development of employees.

Training cost:

The training cost of a program is also an integral part of training needs analysis. The business requires budgeting for its training costs and time required to achieve required levels for employees. It is also a worthy approach to analyze the cost and benefits of the assessed trainings. The organizations can easily understand the magnitude of difference recommended trainings can bring in terms of increase in employee performance. According to Bamberger, Rugh, and Mabry (2011) cost benefit analysis technique is widely used to assess and evaluate the business budgets allocated for analyzed trainings. Based on the estimated cost of trainings and the budget allocation and mode of providing training can be adjusted in accordance with the perceived benefits. Following table provides a comprehensive breakdown of the cost associated with recommended trainings and their aggregate.


No of Recipients

Training Mode



Leadership and motivation


face-to-face training session

2 days


Work related Safety


Printed Instructions / Induction / Refresher Training

1 day

3 days / year


Schedule Sharing


face-to-face training /

Peer training

1 day

1 day


Total Cost:


Training method (s) to deliver the program:

The methodology adopted for providing training has profound effect on the actual training and results achieved through the programs. The currently proposed training program is segregated in two distinct directions. The management and employees are identified as two different levels for three trainings. All these trainings should be in-line with the overall objective. In order to achieve these objectives it is required to offer trainings through the appropriate delivery medium.

There are three managers that require motivation and leadership training. The consultancy organizations that design and deliver courses for small scale firms can be contacted for providing these services. A customized course can be developed or it is encouraged that the managers attend a similar course at the provider's facilities along with other participants form different firms. It will not only reduce cost but also allow the managers to share experience with other participants and implement their learning for organizational growth.

The required training for employees with respect to safety can be provided after…

Sources Used in Document:


Bamberger, M., Rugh, J., & Mabry, L. (2011). RealWorld evaluation: Working under budget, time, data, and political constraints. USA: Sage.

Donovan, P., & Townsend, J. (2004). The Training Needs Analysis Pocketbook. USA: Pocketbooks.

Morrison, G.R., Ross, S.M., Kemp, J.E., & Kalman, H. (2010). Designing effective instruction.USA: John Wiley and Sons Inc.

Nikandrou, I., Brinia, V., & Bereri, E. (2009). Trainee perceptions of training transfer: an empirical analysis. Journal of European Industrial Training, 33(3), 255-270.

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