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Training Plan

In: Business and Management

Submitted By alamb9
Words 2266
Pages 10
HRM/531 Human Capital Management

Learning Team A Reflection/Training Plan Week 5
One of the best practices for a business is to have a solid need assessment, training method and training evaluation practice in place. In this paper we will go over the following: * Needs assessment * Environmental analysis * Organizational analysis * Demographical analysis * Operational analysis * Individual analysis * Training methods * Types of media * Learning principles * Training for learning skills or facts * Effectiveness of methods * Training evaluation strategies * Criteria * Pretests * Monitoring and observing training * Collecting feedback * Implementing feedback

Needs Assessment
Environmental analysis
The purpose of the assessment phrase is to define what employees should learn in relation to job behavior. (Cascio 2013) For example with Landslide limousine all job duties and description should be defined and there should be training in place to make sure of the employees success.

Organizational analysis
Focuses on identifying whether training supports the company’s strategic direction, whether managers, peers, employees support training activity and what training resources are available. (Cascio2013) So with your current budget as a startup company we recommend you be conservative with your training since resources will be limited. We suggest a lot of training should be grassroots or hands on training.

Demographical analysis Speaks to the need of a certain group such as older workers, women, and managers at a different level. (Cascio 2013) This mean Bradley needs to address the area the business is in and the type of people that apply to work at his company.

Operational analysis.
Identifies to content of training what an employee must do in order to perform competently. (Cascio 2013) This analysis should be on going because certain people learn at different paces however there should be a standard for the business in order to keep the business running smoothly.

Individual Analysis Focuses on identifying employees who need training and the types of training they need. (Cascio 2013) Here is another example of something that should be put in to place as ongoing especially since the business is new and there should be a tight hold on checks and balances.

Training Methods
Under proper guidelines Landslide Limousine Service will train employees by using specific types of media in order to provide chauffers’ with quality skills and proper working factors. The training methods “will be designed to include the desirable skills required for safe transportation of the public on the highways of the state.” ("Business Bulletin", n.d.) Training methods will include, but are not limited to, the following four sections: types of media, learning principles, training of learning skills or facts, and effectiveness of methods.

Types of Media Limousine Service will conduct two types of media trainings within the Landslide Limousine Chauffer learning program. The first type of method will be instructional, where employees will train for (2) days in and outside of the classroom. Day one will train limousine chauffers’ on vehicle occupancy, and driving safety tips. Day two will cover situational awareness and inspection tips for vehicle maintenance. Vehicle occupancy notifies drivers on where they can and cannot park vehicles. There are designated areas at airports, hotels, hospitals, etc. for limousine vehicles to park. This will prevent drivers from receiving traffic violations. Upon the completion of learning vehicle occupancy the next training will focus on driving safety tips. Drivers will be able to demonstrate, in vehicle proper techniques:

* Vehicle back up safety * Proper measurements to turn corners * Safety maneuvers to merge into the flow of traffic * Correct ways to position and use mirrors

On day two of training situational awareness is next. This will teach drivers how to operate themselves under five situational awareness behaviors. Drivers’ must be assertive and stay aware of all situations while responding attentively and professionally. This area will refer to the different degrees of attention "tuned out;" "relaxed awareness;" "focused awareness;" "high alert" and "comatose." ("Stratfor Global Intelligence", 2010). These levels of attention illustrate different degrees of attention when drivers are operating vehicles. Once that topic of discussion is completed the last in class training will teach drivers on vehicle inspection standards. At the end of every month drivers will be presented with a checklist that must be approved by upper management after completion, assuring vehicle are in great condition, suffers no damages, mechanical issues are updated, and cleanliness of vehicle is in good standing for customers.

Learning Principles
The overall learning principle for the LLS training method is for employees to learn the primary business accurately and effectively. Landslide Limousine Service will use principles that are distilled from research, state guidelines, personal experience, prior knowledge, and primary areas of focus. Training will be delivered by upper management and professional instructors who are licensed in specific areas of training. All principles and actions are well organized, motivational, and require feedback from employees assuring their understanding of the proper training initiatives.

Training for Learning Skills or Facts To stand on exceptional work performance, Landslide Limousine Service will seek great skills and facts within each individual employee. Noticing skills and facts from each employee creates a well diverse and dynamic company culture. The approach will allow employees to work effortlessly forecasting their strengths while sharing professional development skills to colleagues. The structure behind this type of approach is to set LLS a part from competitors. The employee morale and quality will be very efficient as well. All opportunities for employees to share skills amongst one another is also a training method within the LLS’s business plan. This option will be standard and easy to learn as a conversational approach.. The learning environment will be encouraging and engaging.

Effectiveness of Methods
The business implementation at Landslide Limousine Service is to overcome and develop new strategies for problems. Training will be required to effectively overcome these issues assuring all new and current employees are on top of business success. The effectiveness of training will ideally give information and feedback about the adequacy of the training program as well as ineffective areas to management. Management will address these shortcomings and evaluate solutions to overcome the issues in specific areas. Effective methods and focus will also be evaluated based on employee performance, behavior, and how well each employee is knowledgeable about the transportation business. These dynamic areas are essential factors to LLS and results need to be adjusted to meet performance targets. Once met by employees, the results will forecasted and reflect how effective the training methods key sections are essential. Training Evaluation Strategies To determine the effectiveness of limousine service training, the client must conduct an evaluation of that training. Two processes are involved in training evaluation: define what training and job success are and determining what affects training has had on job performance (Cascio, 2013). According to Krager’s innovative model of training evaluation, evaluation strategies help organizations in a number of ways. Initially it helps to establish criteria to prevent un-necessary and un-useful training. It also helps to establish direction and focus training methods. It can be used as a point of reference for future training and go-to guide for training staff. Having a training evaluation strategy shows commitment to the training process. Training evaluation strategies can also cause leadership to keep training as one of the company’s top priorities. Having a training evaluation strategy minimizes confusion amongst employees and forces leadership from the top down to remain vested in the process. Criteria Establishing criteria for training evaluation is essential. It allows the organization to have a point of reference and determine a benchmark for success. It is the foundation for all things training and prevents leadership from training in the blind. Nothing is worse than investing in a meaningless training program that fails to recognize core criteria as a baseline. Landslide Limo should take the following criteria into consideration: what are the pitfalls to success, what matters can the organization improve upon,: what is the company’s safety rating; is the organization trustworthy; how well do the clients like doing business with Landslide; is there waste financially or otherwise; are vehicles and drivers meeting local, state and federal standards; are statutory and regulatory requirements being met are all examples of criteria that can be used to evaluate effectiveness of training. Pre-tests Pre-tests are a great tool to determine training effectiveness. Landslide may use this tool in the talent acquisition process as well as staff orientation and integral training landmarks. It’s also helpful to use the same test post-training to determine how well the training was received. Driver tests, emergency training, customer service simulations, and vehicle safety training are all good pre-tests to start with. Reading, writing, and mathematic pre-tests are useful tools to establish where administrative and driver personnel really stand. Monitoring and Observing Training Monitoring training will aid in keeping training on track and maintain the integrity of the training. The training programs with built-in monitoring systems are generally the most successful. Consistent monitoring makes training more effective. Landslide must also spend quality time training the trainers. An untrained trainer can be a disaster to a transportation business. There a numerous ways to lose footing in the transportation industry and they are monitored by entities that could invoke heavy fines and even shut down the business. Monitoring helps the organization to maintain control of the process and serves as a documented measure to determine if and how well it was achieved. For example, driver logs, safety check registers, daily uniform checks, and detailed electronic transmissions of real-time data are great ways to minimize risks and maximize longevity in the transportation business. Although not a simple process, monitoring and observing training pays long-standing dividends. Landslide should take a leadership role in spearheading this process. Collecting and Implementing Feedback Collecting feedback is vital to the success of any training program. Without it, time and resources can be wasted. Feedback can be collected in many forms. One-on-one feedback from individuals is a more personable approach but can be intimidating. Surveys (especially with some type of incentive) are the best way to receive feedback from one’s organization and team. Those submitting feedback can virtually do so anonymously and is often given with great thought and candor. It can help determine if the facilitator or the training resource tool was effective or ineffective. A personal On-the-job review is an exceptional tool to use for limousine companies. If a Landslide employee destroys a vehicle by failing to conduct daily systems checks, there is evidence that that individual was not properly trained, did not pay attention to the training, or never had the training. A dispatcher who consistently disconnects calls with drivers, may not know how to operate the equipment or may be ineffective as a dispatcher. Even equipment problems could cause disruption in service. On-site reviews are the best way to collect feedback for any transportation entity. It helps leadership keep a pulse on what’s really happening on the road. In the absence of an individual review, Landslide should consider installing drive cams and tracking devices in vehicles to receive real-time feedback on driver performance. This will put the company well-ahead of its competition. Once Feedback is received, swift and consistent corrections should be made. The integrity of Landslide’s training program and business depends on it.

References Cascio, W.F. (2013) Managing Human resources (9th ed). New York, NY: McGraw Hills. page 296-298 part 3

Cascio, W.F. (2013) Managing Human resources (9th ed). New York, NY: McGraw Hills.

Business Bulletin. (n.d.). Retrieved from http://bls.dor.wa.gov/forms/700179.pdf
Stratfor Global Intelligence. (2010). Retrieved from http://www.stratfor.com/weekly/20100609_primer_situational_awareness

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