The training program, described below, focuses on building positive partnerships. The program focuses more on ensuring that the 20 employees involved develop a definite sense of working in team settings. Additionally, the training program will also work towards ensuring that the employees understand the roles that each plays in a group setting as a way of providing that indeed groups can meet their set out objectives.
Day One
Taking into account that the employees lack training experience, the first day of the training seeks to introduce them to the idea of having to ensure that they work in team settings. During this day, the employees will learn the importance of having to work in teams when compared to working as individuals with the focus being towards ensuring that they define the possibilities of enhanced success levels. The employees will be training through a program that would allow them to learn the characteristics that define effectiveness in teams, as well as, ensuring that they experience the benefits of group process.
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On the other hand, the employees will also be expected to go through a program that advances their understanding of individual behaviors that may contribute to dysfunctional group behaviors. Dutton & Ragins (2017) take note of the fact that effectiveness in teams depends on the ability to understand specific practices that may result in dysfunctional outcomes. Lastly, the employees will also go through a program that would help them identify the four types of communication styles and their usefulness when working in group settings. The idea of having to ensure that employees go through training is to provide that they can recognize their communication styles (Katzenbach & Smith, 2015).
Day Two
The second day of the training program is essential, as it seeks to create an environment where the employees can gain practical experience based on the information that they would have learned from the first day. The focus for this day is to use interactive exercises through which the employees would be able to develop a rationale allowing them to handle specific problems or effectively make decisions. Mathieu, Kukenberger, D'innocenzo, & Reilly (2015) argue that one of the critical expectations for employees working in groups is that they must be able to deal with problems or make decisions within the same group settings to determine overall efficiency. The interactive exercises will also help the employees learn how to identify a potential source of a problem with the focus being towards ensuring that they are able to deal with the problem from the source effectively.
On the other hand, the employees will also group through interactive exercises that will allow them to learn the importance of having to adopt proactive communication skills, which include having to listen effectively. Improved communication in teams plays a critical role towards ensuring that employees can avoid or eliminate specific factors that may result in dysfunctionality of the group (Bradley, Anderson, Baur, & Klotz, 2015). Lastly, the employees will go through a session focusing on negotiation with the focus being towards ensuring that the employees understand how to engage in a win/win negotiation approach. Having the ability to negotiate creates a situation where employees find themselves in an effective avenue from which to promote their productivity levels in a significant manner.
Training Needs Analysis (TNA)
The Training Needs Analysis (TNA) plays a critical role in the identification of an existing gap between employee training and related training needs as projected by the employees (Dixit & Bhargava, 2015). After embarking on a training needs analysis on the 20 employees selected for this training program, the first training needs to consider is on performance training. Specifically, it can be noted that the employees have experienced a significant slowdown in their performance outcomes, which has had significant impacts on the company. The need for having to improve on the employees' performance has created the need for having to focus on the adoption of a program that would ensure that the employees work in team settings. Working in teams means that the employees will be in a better position from which to improve on their respective capacities and abilities to meet set out goals and objectives.
The second training need, which has been identified through the training needs analysis, is communication skills. Communication skills are essential when working within organizational settings, as they seek to ensure that indeed employees can create an environment that would support the expected objectives. In this case, the employees face a significant challenge regarding communication, thus, paving the way for having to adopt a training approach that would allow them to advance their abilities to communicate effectively. The training program, as has been described above, is justified based on the training needs, as it creates an environment through which the employees can learn the value of having to work in teams as a way of advancing their performance. Additionally, the program also seeks to ensure that the employees can learn the importance of having to improve on their communication skills as a way of enhancing their capacities to meet set out goals and objectives as part of teams.
Training Objectives
Based on the training needs, described in the previous section, it is essential to set out the training objectives, which would act as a basis from which to ensure that the training meets its expected objective. The first training objective for this program is to promote positive interdependence among the employees. In this objective, the employees would learn the value of having to depend on each other as a way of ensuring that they improve their capacities and abilities to work as a team. Positive interdependence acts as a guarantee that indeed employees will be in a better position from which to enhance their interdependence as a way of advancing their performance. The second training objective is promoting individual accountability, especially when focusing on issues of performance of the team.
The training program seeks to create an environment that employees will learn that although they work in group settings, they are accountable for their actions. In other words, this would mean that the employees must understand the importance of having to take individual responsibility for the group's performance. The third training objective, based on the training needs analysis, is collaborative skills. The training program seeks to create a platform from which the employees would learn the value of having to advance their collaborative skills. The expected outcomes for the program are that it will work towards creating that proactive environment from which the employees would be able to learn from an individual standpoint on the importance of promoting collaborative skills.
Training Costs
The following is a breakdown of the training costs that the company will incur in the training of the 20 employees.
Training Venue - $3,500 per day - $7,000
Transportation - $500 per employee - $10,000
Accommodation - $500 per employee - $10,000
Food, Snacks, Drinks - $500 per employee - $10,000
Training Material - $150 per employee - $3,000
TOTAL COST - $40,000
From the breakdown, the total training costs that the company will incur for the entire training will be $40,000 for the two-day period. On average, that would mean that the company would spend approximately $2,000 for every employee for purposes of engaging in this training program.
Training Methods
The training program will focus on two main training methods with the aim of ensuring that it matches its set out goals and objectives. The selection of the two training methods reflects more on the benefits that each of these methods presents for the training program as a way of ensuring that indeed the program meets its objective. The first training method will be face-to-face training through which employees would engage on a one-on-one basis with the trainers involved in the program. Face-to-face training will occur on the first day of the training program during which time the employees will be expected to take three sessions of training. This training approach will use an approach from which the employees will sit through presentations after which they would be expected to ask any questions that they would have based on the information acquired.
The second training method, which will be adopted during the second day of the training program, is role play in which the employees will take up specific scenarios from where they would be expected to learn. One of the critical benefits of role play scenarios is that it advances an effective framework from which to ensure that employees can gain practical experience allowing them to learn effectively. In this case, the trainers will be expected to prepare a set of scenarios through which the employees would take up differentiated roles. The scenarios used as part of this training program will focus on ensuring that each of the 20 employees is involved in one way or another. Promoting involvement among the employees will be critical in creating that avenue from which to ensure that each of the employees can learn efficiently.
Agenda of Activities
The agenda of activities for this training program will be on building positive relationships. In other words, each of the events that the employees will undertake will focus on ensuring that each of the employees understands the importance of having to work in a group setting. The businesses will seek to pave the way for improved abilities for group processing in which employees will be expected to advance their positions in ensuring that they think as a group. On the other hand, the activities for the training program will adopt the agenda of roles in groups or teams. In this agenda, the employees will be expected to engage in activities that advance their understanding of the varied roles that each member of the group is scheduled to play in a bid to meeting set out objectives.
References
Bradley, B. H., Anderson, H. J., Baur, J. E., & Klotz, A. C. (2015). When conflict helps: Integrating evidence for beneficial conflict in groups and teams under three perspectives. Group Dynamics: Theory, Research, and Practice , 19 (4), 243.
Dixit, A., & Bhargava, R. (2015). Training Need Analysis of Faculty Members of Business Schools. KHOJ: Journal of Indian Management Research and Practices , 1 (1), 83-88.
Dutton, J. E., & Ragins, B. R. (2017). Exploring positive relationships at work: Building a theoretical and research foundation . London, UK: Psychology Press.
Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance organization . Harvard Business Review Press.
Mathieu, J. E., Kukenberger, M. R., D'innocenzo, L., & Reilly, G. (2015). Modeling reciprocal team cohesion–performance relationships, as impacted by shared leadership and members’ competence. Journal of Applied Psychology , 100 (3), 713.
