Free Training Proposal Essay Example

Introduction

The design proposal prepared aims at serving as a module of training that will serve managers critical information on meeting the learning needs of their employees based in their respective departments. In the project, the areas addressed include detailed research on the different needs of the different employees. In addition, an evaluation of the kind of the learning needs exhibited by the employees aided in the creation of the potential learning needs. The use of psychological principles for application in the teaching is captured. The proposal entails well-designed facts of information that that are suggestive to the managers on how they can better the learning objectives of their employees.The proposal outlines
The proposal scopes through the importance of understanding the needs of the learners. The proposal addresses the managers to introduce skills in the training of their employees. As such, attention to the evaluation of the learners begins by addressing the audience about the topic of discussion. In this section, the workers and the organizations their service is revealing the gap. Research, however, portrays how the employees fail such organization, hence e calling the management to teach the workers.Another point of focus is the addressing of the employees’ needs like forgetting some skills after a long period of service without their application. The training principles discussed are the behaviorism, cognitive aspects, constructivism, and humanism. In addition, expounding the principles of the humanism in education has formulated workshop training on Constructivism as a Paradigm for learning and teaching. As part of the proposal, design of the training process has received attention under the consideration of some fundamental aspects. The designed is developed, implemented, and taken to the final level on the problem of the research where the evaluation of the training process takes place.The Importance of Understanding Your Learners' needsTHE ASSESSMENT AND ANALYSIS OF THE NEEDS
The task assigned as a specialist of training is to create a design module for the managers who are to meet their departmental employees’ learning needs. As such, my goal was straightforward. I was to present a proposal to the managers on handling of their employees learning.
First, it is a requirement that any person working in the company must be knowledgeable to a given extent. As such, the managers must uphold the relevance of meeting the learning needs of the employees in their respective departments (Walsh, 10). Additionally, the training must coincide with goals of the business like quality delivery, satisfaction of clients, increased productivity, reduced errors, and organizational efficiencies.
In order to gather more knowledge, I have reviewed the job descriptions and workflows, interviewed management, and administrators. Additionally, I visited the various departments of operations where I talked to the employees and made observations on the operations (American Association of Law Libraries, 8).

The learning needs

For the close interaction, research and interviewing of the company employees, an alarm must be raised on the need for their learning. The fact that learning requirements require attention does not mean that our employees are illiterate. Core competencies, however, like poor handwriting and failure to observe formats and codes of practices have raised concerns. In addition, timelessness and inability to cope with the technology raises concern. As such, the management should address the learning needs of the employees serving in the various departments.

The Applicable Elements in Training EmployeesBehaviorism

The best form of training is that which leaves the learner with an understanding of the knowledge intended. However, this achievement requires, repetition is essential because it creates reinforcement in the mind of the learner. The trainers should consider repeating the core areas to the learners. In addition, features such as association and classical and operant conditioning should be inclusive.

Cognitive Aspects

The learning mechanism introduced for the employees must ease the assimilation and accommodation of the new values and skills of knowledge introduced to the workers. Additionally, the model of processing the information must retain quality and efficient for the learners. The trainers must also observe intellectual stimulation for the welfare of the learners (Webster-Wright, 14).

Constructivism

Constructivism is a fundamental requirement for the scaffolding, meta-cognition, the solving problem, and the inquiry-based learning. The principle supports a system in which information flows efficiently to the targeted learners. As such, the principle forms part of the proposal for the inclusion of the employees. Inquiries are also inclusive in this element, thus the reason for the suggestion to the application by the trainers.

Humanism

The human values for the consideration include the holism, personal agency, and motivation. Consideration of holism will ensure morals in the undertaking of the employees as learners and as the firm steers later after the training. The motivation serves significantly in helping the individuals accept themselves. In addition, they get an understanding of their specialty and unique ability to solve issues.
Other guidelines to decision making for the trainers should entail such areas like the humanism in education, workshop training on Constructivism as a Paradigm for learning and teaching. The managers use behaviorism as efficient as should be in a classroom.

Design

The managers from the different departments need multiple methods of delivery. The advantage would be meeting the learning needs of its large and diverse audience in an approach called blended-learning.
The managers should take time to consider and adopt a form of training that will be led by the instructor in the introduction of the concept of the firm. In addition, provision of quick reference guides for the reinforcement on timely performance is vital. The managers can use the newsletters to update the learning needs of their workers. Other mechanisms may entail the use of Intranet for the most recent document versions and coaching of individuals for immediate relief and solutions of customs (Singh, 14).

Development

As an expert in the training field, I have my experience to address the question of handling the diverse learning needs by the managers. As such, I propose the use of aspects of the standard online learning, animation, clip art, and video software in the development of the course materials.
Collaborating with the key stakeholders will boost success. I propose an input on the needed functionality software and the workflow of a particular group of trainees. Emphasis on learning the learners and their needs is crucial for the managers. The managers must target a given number for training over certain duration of time. The basis for such selection should be the consideration for the partner input that the designers used premade templates in the course creation. The time allocation for the design and development stages should comprise of at least sixteen weeks for the initial wave of courses in order to give the learners a chance for the reflection (Ghoreishi, 11).

The Learning Styles and the Learner Need In the Content

However, the start of the training calls for the managers who are the trainers should run pilots to gather immediate feedback. The managers should tweak classes accordingly. These measures will satisfy the learners.
In addition, tracking is critical. As such, well-developed communication mechanisms require development to monitor the training progress. The best style for the utilization includes the use of the training software. The learner can gather in some familiar place when the learning interest coincides. Technology such as the registration software is highly significant especially in the cases of massive number of the options scheduled, people, and the courses. The managers must keep track on those registering, attending, completing, and passing the course. Other styles of training should involve the direct encounter with the learner at the individual level to give attention to the needs at the personal level. The trainers must also focus on the designated basic styles like body signs and facial features (Conference Board of Canada, 12).

The Problem Research

However, this level would be vital for the evaluation and determination of the validity of the implemented proposal. It would be in vain if the managers could take such steps and assume flow while the truth is the contrary. The classes require following by the online satisfaction surveys. The results collected should help determine the level of the satisfaction attained. For instance, the opinion on a survey of workers during my research portrayed the following: Ninety-five percent of workers felt training will meet expectations, and ninety-one percent felt that training should proceed.
Competency tests should be done regularly and contain scores of reasonable value. In order to take the learning seriously, a lower score should deny a worker their password, meaning they would not do their job. Application of adequate training will win goals of the company. The standard categories of errors like those caused by illegible handwriting get resolution. As such, results similar to these are true indicators of a good and efficient training program.

References

American Association of Law Libraries. 2009. 2.0 innovate 102nd AALL annual meeting and conference, Washington, D.C. July 25-28, 2009. [Chicago, Ill.]: American Association of Law Libraries.
Conference Board of Canada. 2008. Cavendish Farms Learning Centre Rising to the Challenge of Meeting Employees' Unique Needs. Ottawa: Conference Board of Canada. http://sso.conferenceboard.ca/e-Library/LayoutAbstract.asp?DID=1505Top of Form
Ghoreishi, Seyed Davood, and Behzad Nadi. 2010. Quality management in organizational learning. Lambert Academic Publishing.
Singh, Madhu. 2005. Meeting basic learning needs in the informal sector integrating education and training for decent work, empowerment and citizenship. Dordrecht, the Netherlands: Springer. http://public.eblib.com/choice/publicfullrecord.aspx?p=303273.
Walsh, Chris L., Susan E. Ferguson, and Mary Lou Taylor. 2009. VISIONS2 learning for life initiative workplace literacy implementation model. Orangeburg, SC: Orangeburg-Calhoun Technical College.Top of Form
Webster-Wright, Ann. 2010. Authentic professional learning: making a difference through learning at work. Dordrecht: Springer.