Designing an effective employee training is necessary to the success of business. The process provides benefits to workers and the business only when planned carefully and implemented. Engaging employees in an activity that makes them feel like part of the business translates to motivation and productivity from the employees and profits for the business in the long run. Therefore, training is a process through which the human resource in an organization attain knowledge and skills that help in improving corporate performance (Körner et al. 2013). A training program is short term and goal oriented which targets the attitude of employees to their assigned responsibilities in an organization. The program is vital for new staff members as they learn what is expected in their new position and for veteran employees to stay informed in their field. In designing a training program, it is important to develop one that meets the needs of both employees and the organization. The primary purpose of the program should be to enlighten staff members and keep the business growing. Therefore, a training program’s efficiency should be translated from increased productivity and profitability in business. For example, a two-day training program for twenty staff members should involve the following steps (Körner et al. 2013).

Part One

A training program taking place for two days has been prepared to improve the staff member’s motivation and morale. The first day will be devoted to increasing the knowledge of the participants. The day will involve lessons on how to welcome the client, emotional intelligence, and other professional decisions that accelerate and improve adult learning. In attendance will be a principle facilitator and special guests who will assist in achieving the desired objectives. The second day will involve physical activities such as team building and competition. When preparing for a workshop, the motivating factor should be expanding profitability and performance while lessening the number of client escalations (Körner et al. 2013). Staff members should concentrate on building a welcoming atmosphere which will retain existing customers and attract more referrals in the long run. Some of the means used to pass information will be a video display, long talks, and team building activities. Some documents will be sent to employees few days before the workshop commences through online platforms to prepare for the training and be aware of what to expect.

Part Two

Conducting a training program requires a Training Needs Analysis by either using an external approach or an internal approach. An external approach uses the opinion of the company, guests, or the society whereas an internal method consists of the view given by employees (Lewis, 2006). Effective TNA is important in the contemporary world because of change in the workplace due to new technology translating to the evolution in skills and abilities needed. The analysis enables an organization to channel resources where the will contribute more to staff development, enhancing morale and performance (Körner et al. 2013). The research conducted discovered most employees are not comfortable with attending work on daily basis. However, employee attendance is important in running a business, which is why it is important to have an attendance incentive. If the organization implements a clocking-in device, employees will be forced to get to work on time diminishing absenteeism (Fleck, 2014). On the other hand, external factors were also considered, and client’s feedback shows they are not happy with the services given by staff members. The aim of a TNA is to ensure the program addresses current glitches, follows the organization’s objectives, and the information is delivered efficiently at a minimal cost. Every individual has a different need and processes information differently. A training program should accommodate every employee by giving a comprehensive picture at the beginning of the workshop. Rewarding participants and having a positive attitude towards all employees will encourage even those with low self-esteem to take part in the discussion (Fleck, 2014).

Part Three

The training is aimed on enhancing the skills of employees on client management. By the end of the workshop, all staff members should be able to cope with all clients, retain existing clients, and uphold overall quality standards. Employees will also have a chance to understand the incoming attendance policy, perform various customer needs analyses, and demonstrate ethics when dealing with client’s complaints (Körner et al. 2013). After completing the two days training program, the staff members will fulfill the duties of team players and recognize what measures to use when dealing with clients. The workshop will also use participative activities to allow employees to learn and experience the essentials of a productive team such as individual accountability, direct interaction, and group processing. Building presentation skills for the employees will also be part of the training program. The two days meeting is designed to strengthen the employee’s persuasive skills through face-to-face interactive activities (Körner et al. 2013).

Part Four

The type of training performed depends on the cost of planning the workshop. Researching on the best delivery mode for a training program should be thoroughly done to avoid financial glitches along the way. For example, if a workshop planner decides to perform web-based training, he should have enough money to settle the user fee for the platform (Coetzee, 2007). Additionally, considering the people’s time is important in conducting an effective meeting because inconvenienced employees will not give hundred percent concentration. For a twenty employees training package, the expenses incurred should not exceed $4,000 consisting of conference room, the training coordinator, and instructor. An extra $500 should be set aside for the preparation of training materials, which would require quarterly use to ensure all the employees are up to date on training. The total summation of the preparation material should be $9,000 per annum (Körner et al. 2013).

Part Five

The main training method for the workshop will be a mixture of e-learning and one-on-one interaction. The period given is short giving less time to compromise. On the other hand, holding a training program for an extended amount of time will have a negative effect on the employees and the business. Use of technology and physical interaction at the same time helps staff members to learn complex contents and accelerate the speed of the learning process (Körner et al. 2013).

Part Six

Day 1

8:30am – 9:30 am         Scheduled Arrival

9:30 am – 10:30 am        Reminding employees about the rules of housekeeping

10:30 am- 11:00 am        Tea Break

11:30 am – 12:30 pm        Overview of the training

12:30 pm – 1:50 pm        Breaking for lunch

1:50 pm – 3:00 pm         Introducing the tutor

3:00 pm – 4:00 pm        Video display about the training

After the short video display, the employees will be able to have an open conversation with the tutor and know the difference between effective listening and hearing (Coetzee, 2007). A twenty minutes speed test will be conducted by the tutor regarding the information of the video. The trainer is expected to represent information regarding the case study to the director after the workshop. During the training, the principal coordinator is expected to present the dimensions of Emotional Intelligence and explain how it can be used to retain customers. Therefore, handling a client requires awareness and management (Körner et al. 2013).

Day Two

9:00 am – 10:00 am         Following up on the discussion from day 1

10:00am -11:00 am         Developmental Practice

11:00 am – 11:15 am        Tea Break

11:15 am – 12:30pm         Story of the Eagle

12:30 pm – 1:50 pm        Lunch Break

2:00 pm – 3:00 pm        Computer-based training

3:00 pm – 4:00 pm        Rewarding members

4:00 pm – 5:00 pm        wrapping up the meeting

The eagle story is a motivational story about how a young eagle grew up knowing it was a chicken and therefore could not fly. The young bird starts to question why other birds can fly, unlike the chicken. The story goes on to explain that even an eagle needs a push. In the same case, employees need to be pushed so as to realize their potential in life. All employees who have attended the workshop from the first day and given maximum participation will be rewarded with surprise presents or movie holiday getaway tickets.

Conclusion

An effective training program should have a structure and logic that makes sense for the business (Kirkpatrick, 2006). The program should be held every three months which includes training new members of the organization. Therefore, creating such a program requires planning and coming up with new methods of presenting information. Conducting a workshop that meets the needs of staff members and the organization respectively is a difficult task but with the benefits that outweigh the cost. On the other hand, the management should be in support and understand of the training program. Failure to convince the directors of the need for a workshop has a risk of having little effect on the staff members (Körner et al. 2013). Also, using training as a disciplinary action or when there is a problem in the company is wrong because the damage might already be done (Kirkpatrick, 2006). The main objective of a training program is to prevent problems and not to solve them.

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