Training and Development Program Evaluation

This assignment focuses on developing a comprehensive plan for evaluating the effectiveness of a training and development program. It requires outlining how to gather feedback from various stakeholders (customers, owners, existing employees) using methods like questionnaires, emails, one-to-one interviews, and analyzing performance data. The plan should also detail how feedback will be reviewed, collated, summarized, and used to recommend improvements that are ultimately approved by the manager and owner. Ongoing review strategies based on performance management are also crucial elements of this plan.

Case Study: T-Shirts R Us
You are part of the human resources (HR) department
of a medium-sized retail organisation: T-shirts R Us
Information about T-Shirts R Us
● T-Shirts R Us is a medium-sized company with its head office in Melbourne.
● You have four retail outlets in Melbourne and three in Sydney. All outlets are in
major shopping malls.
● Staff in each outlet includes:
– one manager (full time)
– one assistant manager (some part time in a job share, others full time)
– 10-15 casual staff (exact number varies from outlet to outlet)
● You are hoping to expand operations so that you have outlets in all major
Australian cities, but this is still some time away.
● Outlets are open 7 days per week and follow standard operating hours of the mall
they are in.
The situation and information about the target learners
In the past three months, T-shirts R Us has appointed three new assistant managers:
● one of the new assistant managers is full time and is based in Sydney
● the other two are part time workers in a ‘job-share’ arrangement.
All new managers were previously casual employees of T-shirts R Us, so are familiar with the
day-to-day operations of the store. This is the first time they have had a supervisory or
management position.
Specific duties of each assistant manager include the following:
● Advise all casual staff of their allocated working hours each week, ensure their
availability and make alternative arrangements if a casual staff member is
unavailable to work an allocated shift (N.B. Store managers set up the schedule;
this is not part of the assistant managers’ role)
● Act on behalf of the manager on days when the manager is not on duty. Relevant
duties include:
– supervise casual staff and ensure their compliance with T-Shirts R Us
operating procedures, including procedures for customer service

Learning Activities ● Designing Learning
– identify circumstances when casual staff are not doing their jobs as required
and take immediate steps to rectify this
– manage customer complaints effectively
● Help train new casual staff on-the-job, including:
– how to use the cash register
– customer service procedures, etc.
● Assist the store manager with inventory management using the company database
to track inventory
● Assist the store manager to keep track of day-to-day cash flow.
Training to be offered
T-Shirts R Us senior management wants to run an introductory management training program
for all assistant managers at all seven outlets (new and experienced included, meaning a total
of 8 learners: 6 full time and 2 part time).
Your job
Design and develop a learning program that holistically addresses either your chosen unit of
competency from a relevant qualification or the criteria relevant to your workplace or
industry. The program must be suitable for the target learner group.
Version 1.4 © 2017 Blackwater Projects  2

Learning Activities ● Designing Learning
Case study 2 —
Write learning outcomes for each session
Instructions
Write the learning outcomes for each session of your learning program. Use information and
examples in the learner guide to guide you.
Refer to the learner guide for examples and assistance.
Session
Learning outcome
By the end of the session, learners should be able to…
1
Understanding
duties
Understand his role in the organization and the
responsibilities that will be placed on their shoulders. Also,
know the details of his designation requirements.
2
Managing
Schedules
The role of a manager is all about managing the schedules
of the various employees. By the end of this session, the
personnel should be comfortable in managing the various
schedules of the other employees (Jackson, Schuler &
Jiang, 2014).
3 Leadership
This session should teach the employees to lead the
employees and make them comfortable with the various
responsibilities associated with training.
4 Managerial
Responsibilities
A manager has various other responsibilities on his
shoulders; the manager should be able to manage all these
responsibilities as well. For e.g., staff grievance, customer
Version 1.4 © 2017 Blackwater Projects  3

Learning Activities ● Designing Learning
redressal.
5 Customer Service
A business is all about customers. Through this, the
manager should understand the various types of consumers
and their importance to the business (Wilton, 2016).
6
On the job
training
The new employees will be provided with training and
the manager should be aware of the relevant details of
providing training.
7
Inventory
Management
The manager should be skilled at managing the inventory
of the organization. This training may help the employee in
understanding how to manage the inventory.
8
Cash
Management
The cash register has to be maintained regularly and
hence, the manager should be aware of the procedure (Jiang
et al., 2017).
Version 1.4 © 2017 Blackwater Projects  4

Learning Activities ● Designing Learning
Case study 2 —
Develop activities and allocate time frames for
each session
Instructions
Develop activities and allocate periods for each session. Use the example in the learner guide
to guide you.
Session (topic) Content and activities (and timing) Intro, conclusion
& contingencies
Total
time
1
Understand
ing duties
The duties of the assistant manager
will be explained to him .Will be
followed by a brief intro, giving out
handouts and other activities like
presentation and others. (2 hours)
1 hour
3
hours
2
Managing
Schedules
A dummy situation is presented in
front of the managers and they are given
real life situations to understand how to
manage schedules. (2 days)
1 day 3 days
3 Leadership
They will be given a brief introduction
on the importance of leadership, will be
given real life scenarios and understand
their point of view and correct them
eventually(1 day)
Half a day
1 and
a half
days
4 Managerial
Responsibiliti
es
They will be told about what the
organization wants them to do and their
roles specific to managing the
Half a day 2 and
a half
days
Version 1.4 © 2017 Blackwater Projects  5

Learning Activities ● Designing Learning
employees and customers alike. ( 2
days)
5
Customer
Service
The trainees will be taught how to
treat the consumers. How to understand
the needs of the consumers. ( 1 day)
1 day
2
days
6
On the job
training
They will be taught the importance of
training and how they will be training
the new staff. Some reading material
may be provided to the staff.(2 days)
-
2
days
7
Inventory
Management
They will be provided with details
about the inventory status, stock
measurement and stocktaking. (1 and a
half days)
Half day
2
days
8
Cash
Management
The cash needs to manage. They will
taught how to manage their cash
register( 2 days)
1 day
3
days
Version 1.4 © 2017 Blackwater Projects  6

Learning Activities ● Designing Learning
Case study 2 —
Complete the learning program agenda
Instructions
1. Add the following to your learning program agenda, as relevant (include
timing):
● Program introduction
● Program conclusion
● Formative and summative assessment activities
● Breaks and ‘catch up’ time
● keynote speakers or other activities if relevant.
2. You are now ready to document the ‘final’ draft of your learning program
agenda. Document your agenda by adding information above to part 2 of the
learning program plan.
Program Introduction:
The primary motive of the given program is to analyse and assess the
performance criteria of an assistant manager. The company needs to provide training to
the existing as well as new employees and for this purpose it has designed an off the job
training program which shall measure the skills required by each candidate and impart
the training on the required gaps. The training will take place at the company outlet in
Sydney (Wilson, 2014). It shall consider the various requirements of the training
program and the training shall be imparted to eight employees.
Formatting assessment
 Goal setting
 Observations
 Self and peer assessment
Summative activities
Version 1.4 © 2017 Blackwater Projects  7

Learning Activities ● Designing Learning
These are generally formed to know what the candidates know and what they do not
know.
 State assessments
 Benchmarking
 End of training tests
 Analysing the scores received.
Breaks and catch up time
As the program will be conducted in duration of 20 days. The candidates will be
given five breaks after every 4 days. This will not put too much pressure on them and
make them adapt to the new training techniques.
If any amount of training is delayed, a buffer time of 4 days has been kept so
that the candidates are able to catch up with the parts they missed out.
Program conclusion
Version 1.4 © 2017 Blackwater Projects  8

Learning Activities ● Designing Learning
Therefore, the program has been imparted to make the candidates capable
enough to take care of the outlets. Once the candidates will be performing adequately in
their respective outlets, then the program will be deemed successful.
Version 1.4 © 2017 Blackwater Projects  9
Pre- Program Information
The trainers will need to be briefed up on what they will need to train the given
employees on.
They will be given the relevant resources as to their disposal in order to enable them
to train effectively.
The trainees will be selected and they will be provided with the required resources)
Advice will be provided to:
The owner of the organization will be advised upon when the training program will
begin. They will also be advised upon the costs and the duration as well as the
outcomes.
Administrative Requirements
The program will be held in a separate room, which needs to be arranged. The
security will be informed so that they check before they let the trainees enter.
Logistics
Proper food needs to be arranged for the trainees
A room needs to be arranged.
Notepads and presentation requirements

Learning Activities ● Designing Learning
Case study 2 —
Organise the learning and address WHS
requirements
Instructions
Part 1—General Organisation
Discuss organizational requirements for delivery of the program. Consider:
● Pre-program information or pre-work
● Who needs to be advised that the program is taking place?
● What are the administrative requirements for this program?
● What other logistics must you consider, to ensure this program runs smoothly?
Note your ideas in the space below:
Part 2—Safety considerations (WHS)
Identify hazards and risks posed by this training.
Risk #1: Employees Could Receive False/Outdated Information
If the trainer is not well updated with the current information then they may not be able
to provide the proper training. The trainer should check and be well updated with the
system of things.
Risk #2: Training Tools and Equipment Add Additional Costs and Exposures
Vey often the training tends to add up to huge costs for the given companies and hence,
it affects the profitability of the firm. If new tools serve to be extremely expensive, other
options will need to be considered instead (Skills: training.gov.au.2018).
Risk #3: The Trainer Must Put Other Tasks on Hold to Train; Thus Creating a
Potential Business Interruption.
Version 1.4 © 2017 Blackwater Projects  10

Learning Activities ● Designing Learning
If the trainer is someone who is from within the organization then he must see to it that
the operations of the business enterprise are not hampered. Time management plays a
key role in the given scenario.
Develop and document a risk control plan for your program. Document your risk control plan
using the template on the next page.
Version 1.4 © 2017 Blackwater Projects  11

Learning Activities ● Designing Learning
Risk control plan for a learning program
Name of learning program Assistant Manager Training Program
Delivery mode Off-the job Training
environment
The store itself, in a separate room
Hazard Assess risk and consult Control and consult Monitor and consult
False information
The manager will be going
through the information that
is given to the trainees.
In case he is able to verify that there
has been some problem in the training,
then it will be controlled. It is his
liability.
He will then be taking further actions to
ensure that the same risk does not occur
twice.
Additional Costs
The finance manager will
be assessing the training
program.
In case the cost of the training goes
beyond the estimated costs, the finance
manager will formulate a method to
control the risk (Bell et al., 2017).
He will be looking after the program from
time to time in order to ensure that he
performs well.
Version 1.4 © 2017 Blackwater Projects  12

Learning Activities ● Designing Learning
Business interruption
The owner of the business
will be assessing the given
risk. He will observe whether
there are any interruptions
taking place and not and will
take actions (Kramar, 2014).
It is then the responsibility of the
owner to see to it that the business is not
interrupted due to this.
He shall then personally observe all the
activities and see to it that the organization
is running smoothly.
Version 1.4 © 2017 Blackwater Projects  13

Learning Activities ● Designing Learning
Case study 2 —
Document the learning program plan
Instructions
Use the template below to document your learning program plan.
Learning program plan part 1: General Program Information
General information
Program name Assistant Manager Training Program
RTO 20 days
Client
T-shirts R us
Program aim To train the assistant managers present in the organization
Qualification Graduate
Competency standards Team engagement, technology use, managing and time
management
Program outcomes The desired outcome of the program is to train the
employees and make them efficient assistant managers of
the firm
Version 1.4 © 2017 Blackwater Projects  14

Learning Activities ● Designing Learning
Delivery and assessment information
Prerequisites A room, trainers, tools and resources
Delivery mode Off the job training
Program duration (total) 20 days
Assessment During
training
Measured as per daily tests
In
workplace
(after
training)
Measured as per management on floor
Learner and assessment information
Number of learners 8
Target learner group
(profile)
The trainees are graduates with a minimum of 3 years
experience. They are mail candidates with relevant idea of
the retail industry practices.
Version 1.4 © 2017 Blackwater Projects  15

Learning Activities ● Designing Learning
Special needs None
Safety and other logistics
Venue and equipment
required
At the outlet in Sydney, in a special room
Presentation arrangements, laptops, notepads, and food.
Learning materials and
other resources
required
Reading material with reference to training, leadership and
cash register will be required.
Pre-program
information or pre-work
The trainers will need to be briefed up on what they will
need to train the given employees on.
They will be given the relevant resources as to their disposal
in order to enable them to train effectively (Oke, 2016).
The trainees will be selected and they will be provided with
Version 1.4 © 2017 Blackwater Projects  16

Learning Activities ● Designing Learning
the required resources
Program administration
The program will be held in a separate room, which needs
to be arranged. The security will be informed so that they
check before they let the trainees enter.
People to be informed The owner of the organization will be advised upon when
the training program will begin. They will also be advised
upon the costs and the duration as well as the outcomes.
Safety issues Employees Could Receive False/Outdated Information
Training Tools and Equipment Add Additional Costs and
Exposures (Stone et al., 2015).
The Trainer Must Put Other Tasks on Hold to Train; Thus
Creating a Potential Business Interruption.
Version 1.4 © 2017 Blackwater Projects  17

Learning Activities ● Designing Learning
Other logistics Proper food needs to be arranged for the trainees
A room needs to be arranged.
Notepads and presentation requirements
Version 1.4 © 2017 Blackwater Projects  18

Learning Activities ● Designing Learning
Learning program plan part 2: Program outline
Session Title Time Learning outcomes—By the end of the
session, learners should be able to: Content and activities Resources
Introduction 2
hours
Understand the training
objectives and importance
Introduction by owner and manager and also
introduction of the trainees
None
1
Topics to be
covered in the
program 20
days
Understand their requirements
of the assistant manager job and
revive their skills
Understanding duties
Managing Schedules
Leadership
Managerial Responsibilities
Customer Service
On the job training
Inventory Management
Cash Management (Osburn, Hatcher & Zongrone, 2015).
Reading
materials, laptops,
notepads etc
2 Formative
assessment
1 Understand their goals and Goal setting Questionnaire
Version 1.4 © 2017 Blackwater Projects  19

Learning Activities ● Designing Learning
Session Title Time Learning outcomes—By the end of the
session, learners should be able to: Content and activities Resources
day analyse their performance
Observations
Self and peer assessment
3
Summative
Assessment
1
day
Analysis of performance
State assessments
Benchmarking
End of training tests
Analysing the scores received.
none
4 Conclusion 2
hours
Analyse their success at
training
Closing the program none
Version 1.4 © 2017 Blackwater Projects  20

Learning Activities ● Designing Learning
Session Title Time Learning outcomes—By the end of the
session, learners should be able to: Content and activities Resources
5
Program
Review
Con
tinuou
s
To check how employees are
performing
Assessment of individuals Assessment tools.
6
7
Version 1.4 © 2017 Blackwater Projects  21

Learning Activities ● Designing Learning
Case study 2 —
Develop a review strategy
Develop a strategy for how the draft of your learning program could be reviewed. To do this, complete
the template below:
Name of learning
program
Assistant Manager Training Program
Principal developer/s Manager and Owner
Focus of the review Potential Assistant Managers skills received.
Data to be collected Information about the trainee background
Their relevant skills
Objectives and their preferred location
Estimated performance prior to training and after training
Method for gathering
feedback
Questionnaires, e-mails, one to one interview and other
relevant data
Stakeholders who will
provide feedback
Customers
Owners
Version 1.4 © 2017 Blackwater Projects  22

Learning Activities ● Designing Learning
Existing employees
Method for reviewing,
collating and
summarising feedback
The feedback will be reviewed on analysis base. This means
that each feedback will be analysed and the outcomes will be
recorded separately.
Recommended
improvements to be
approved by
Manager and owner
Version control
considerations
The performance of managers and sales.
Ongoing review
strategy
Performance management.
Version 1.4 © 2017 Blackwater Projects  23