Training Plan for Managers: Attracting and Engaging Your Workforce

This training plan focuses on the development of the managerial skills in engaging and attracting their employees. Different method which the managers can utilize to attract and engage the employees has been demonstrated during the training program.

A Proposal for Training Plan
Topic: Attracting and engaging your workforce (a training
program for Managers)
1 | P a g e

Contents
a) A title and overall description of the training plan...................................................................................3
b) The training objectives............................................................................................................................3
c) The training methods to be used and the rationale for using these methods............................................3
d) A tentative lesson plan for the delivery of one module in your training session......................................5
e) A list and brief description of training materials you will use to deliver your training............................6
f) A program evaluation plan.......................................................................................................................7
References...................................................................................................................................................8
2 | P a g e

a) A title and overall description of the training plan
Being a leading food restaurant chain, the organization Munch Pty Ltd has to focus on its
training and development programs in order to shape the employee behaviour and performance.
The title of the training and development program selected for the organization Munch Pty Ltd is
“Attracting and engaging your workforce”. This training program is specially intended for the
managers for attracting and engaging the existing employees so as to enhance their performance.
This training plan focuses on the development of the managerial skills in engaging and attracting
their employees. Different method which the managers can utilize to attract and engage the
employees has been demonstrated during the training program. A tentative lesson plan for the
delivery of a training module has been highlighted in this training plan. The materials utilized for
the training program has been listed with effective evaluation plan (Milner, Carthy and Milner,
2018).
b) The training objectives
Employees are the key stake holders of the organization. Munch being an organization with 150
branches has to focus on the employee development and retention. Through attracting employees
and engaging them in a proper manner, the organization can reduce employee turnover, improve
employee performance, and enhance the employee loyalty.
The objective of this training program is the following
 Enhancing the awareness about the relevance of the employee engagement, employee
attraction, employee retention etc in the mangers.
 Improving the managerial skills in employee engagement and employee attraction (Mone
and London, 2018).
c) The training methods to be used and the rationale for using these methods
The selection of the training methods is important for the success of the training programs. Some
of the training methods which is utilized in the training program for the managers to attract and
engage employees are listed below.
 Session 1: Coaching: This is the training method which can be conducted within the
conference room. This method focuses on making the theory or the concept of the
training program clear to the managers. Through introducing coaching method to the
3 | P a g e

managers, the trainers can explain the relevance of the employee engagement and
attraction for the organization. The coaching method make use of different testimonials,
statistical reports etc through which the trainers can justify the relevance of this training
program. This will also help the managers to make a decision on how to approach the
employees in a unique manner so that they can be engaged effectively (Koehler and
Sturm, 2018).
 Session 2: Demonstration: This is the training method through which the trainers
provide demonstrations to the participants about the concept. This method of training
provides a clear understanding and enhances the efficiency of the training programs.
Through these methods the trainers make use of the methods like the role play which
shapes the attitude and behaviour of the managers. The role play exhibits the ways
through which the managers can engage and attract employees to reach their goals. The
positive and the negative impacts of the managerial behaviour over the employee
performance can be clearly defined through this method. This makes this training
program relevant for the managerial training purpose (Vasanthi and Basariya, 2019).
 Session 3: Committee Assignments: This is a training method through the group of
managers or the participants are provided with the opportunity to interact themselves,
collaborate, and share etc to make the managerial decisions in relation to the employee
engagement programs. This method will enable the managers to learn from others,
enhancing their interpersonal and interacting skills. This method is also relevant for the
proposed training program as it can contribute to sharing of knowledge and skills
(Benton, 2019).
 Session 4: Self directed training: This is the training method which requires the
managers to develop their own strategy and procedures to engage and attract the
employees. This method is a mind storming training method for the managers. Since, this
method makes the training program more challenging, self responsible etc; this can
motivate the managers and can produce effective results. This make the managers to learn
from their own faults and hence shape their employee engagement skills in a better
manner. Considering the above justifications this can enhance the effectiveness of the
training programs (Sitzmann and Weinhardt, 2018).
4 | P a g e

 Session 5: Out of organization training: This is the training method through which the
top management of the organization arranges seminars, outside training sessions for the
managers. This would be an effective training method which provides a better exposure
for the managers and could update them with different managerial skills. This training
method will help the managers to explore of different professional techniques through
which the employees can be engaged effectively. Hence this method would be an
effective training program which makes the managers to relate themselves with the
modern managerial trends and skills (Melkman, 2018).
d) A tentative lesson plan for the delivery of one module in your training
session
A tentative lesson plan for one module or the first session of the training program has been
prepared.
Training program: Training program for managers for “attracting and engaging employees”
Session: 1, coaching
Date: dd/mm/yy
Duration: 2 hours
Activity 1 (15 minutes): This is the introductory part of the training program. This ice breaker
session will lead the managers to find the learning outcome of the training program which are the
following.
 Understands the relevance of employee engagement and employee attraction for the
organization.
 Different methods which can be adopted for employee engagement.
 The Do’s and Don’ts which the managers have to follow to produce positive employee
engagement (Bompa and Buzzichelli, 2018).
Activity 2 (45 minutes): This session of the training program is associated with the power point
presentations. The participants are provided with hand outs which includes the contents of the
power point presentation. The presentation shows different methods which the managers can
adopt to attract and engage employees. Various testimonials and statistical records are included
in the power point presentation which justifies the relevance of the employee engagement
programs.
5 | P a g e

Activity 3 (45 minutes): This session is associated with group discussion. During this session
the managers can discuss their own perspectives, opinions, interests etc. This interactive session
enhances the understanding level of the managers and also put forwards alternative ideas and
opinions for effective employee engagement.
Revision for further improvement (15 minutes): This is the question and answer session
where the managers can suggest their own opinions and feedback regarding the training
programs. Their feed backs are taken in the form of a questionnaire.
e) A list and brief description of training materials you will use to deliver your
training
The material or the resources provided during the training program is important for the
effectiveness of the training program. Some of the materials which is utilized for the training
purpose are listed below.
 Over head projector: This equipment is utilized to project the PPT, goggle docs etc to
explain or demonstrate the concepts. This is an effective tool for coaching and
demonstration sessions of the training program (Jaworski, Ravichandran, Karpinski and
Singh, 2018)
 Program preview: This includes the content of the training program. This acts the
structural frame work of the training program. This acts as a guideline and enables better
execution of the training program.
 Hand outs: The hand outs include the facts, concepts and testimonial regarding the
training topic which is attracting employees and engaging them. This helps to generate a
space in the mind of the participants.
 Questionnaire form: This is the form which includes the questions which has to be filled
by the participants. This enables the trainers to measure the understanding level of the
participants (Morales, Kernan, Becker and Eisenberger, 2018).
 Feedback form: This is the form through which the trainer gets the ideas and opinions of
the participants. This is very important one as it determines the effectives of the training
programs. The revision or the changes which has to be made can b determined through
this forms.
6 | P a g e

f) A program evaluation plan
The program evaluation plan evaluates or measures the effectiveness of the training program
through considering the actual outcome and the planned objective of the training program
(Chatterjee, Pereira and Bates, 2018).
Goal
Target
outcome Steps to achieve target
Action
plan
Person
responsible Time frame
To equip the
managers
with skills
and
knowledge
in relation to
employee
engagement
and
employee
attraction
Managers
being able to
perform
effective
employee
engagement
program
1. Coaching
2. Demonstration
3. Committee
Assignments
4. Self Directed
training
5. Out of organization
training
1. Power
point
presentation
2. Group
discussion
3. on the
job training
4. Off the
job training
1. The HR
officials
2. Top
management
Coaching -
2hours
Demonstration
– 1 hours
Committee
Assignments –
1 hours
Self Directed
training – 1
week
Out of
organization
training – 2
days
The above program evaluation plan clearly explains the goals and the target outcome of the
training program proposed for the managers. The steps or the training methods which is going to
be followed in the training program is also highlighted with reduces the ambiguity of the training
program. Hence, this program evaluation plan acts as the frame work for the effective training
program. The action plan taken, person responsible and the time taken for each module etc have
been highlighted. This makes the evaluation process more effective (Sekerin, Gaisina, Shutov,
Abdrakhmanov and Valitova, 2018).
7 | P a g e

References
Benton, L., 2019. Employee training and US competitiveness: Lessons for the 1990s. Routledge.
Bompa, T.O. and Buzzichelli, C., 2018. Periodization-: theory and methodology of training.
Human kinetics.
Chatterjee, A., Pereira, A. and Bates, R., 2018. Impact of individual perception of organizational
culture on the learning transfer environment. International Journal of Training and
Development, 22(1), pp.15-33.
Gonzalez-Morales, M.G., Kernan, M.C., Becker, T.E. and Eisenberger, R., 2018. Defeating
abusive supervision: Training supervisors to support subordinates. Journal of
occupational health psychology, 23(2), p.151.
Jaworski, C., Ravichandran, S., Karpinski, A.C. and Singh, S., 2018. The effects of training
satisfaction, employee benefits, and incentives on part-time employees’ commitment.
International Journal of Hospitality Management, 74, pp.1-12.
Koehler, J.L. and Sturm, E., 2018. The surgical workplace learning environment: integrating
coaching and mentoring. In Surgeons as Educators (pp. 235-247). Springer, Cham.
Milner, J., McCarthy, G. and Milner, T., 2018. Training for the coaching leader: how
organizations can support managers. Journal of Management Development, 37(2),
pp.188-200.
Melkman, A., 2018. Training international managers: Designing, deploying and delivering
effective training for multi-cultural groups. Routledge.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Sitzmann, T. and Weinhardt, J.M., 2018. Training engagement theory: A multilevel perspective
on the effectiveness of work-related training. Journal of Management, 44(2), pp.732-756.
Sekerin, V.D., Gaisina, L.M., Shutov, N.V., Abdrakhmanov, N.K. and Valitova, N.E., 2018.
Improving the Quality of Competence-Oriented Training of Personnel at Industrial
Enterprises. Calitatea, 19(165), pp.68-72.
Vasanthi, S. and Basariya, S.R., 2019. ON THE JOB TRAINING IMPLEMENTATION AND
ITS BENEFITS.
8 | P a g e