Planning a Training Event: A Comprehensive Guide

This report delves into the meticulous planning of a two-day training event for forty employees within an organization. It explores the crucial aspects of effective training, including the demonstration of interpersonal and transferable communication skills, problem-solving scenarios in event design and delivery, the significance of team dynamics, and the role of Continuous Professional Development (CPD) in the workplace. The report provides a detailed training schedule, highlighting interactive sessions, workshops, team-building activities, and seminars on CPD. It also examines the importance of problem-solving techniques in overcoming challenges during event planning and implementation. The report concludes by emphasizing the ongoing nature of professional development and the need for continuous learning to enhance employee competencies and organizational success.

Planning Training Event 1
PLANNING A TRAINING
EVENT

Planning Training Event 2
Table of Contents
Introduction.................................................................................................................................3
Demonstration of a range of interpersonal and transferable communication skills to target
audience and the training schedule.............................................................................................3
Discussion on problem-solving scenarios in the design, planning and delivery of the event and
a short dialogue on the importance of team dynamics................................................................8
Assessment of the need for Continuous Professional Development (CPD) and its role within
the workplace and for higher level learning...............................................................................9
Conclusion................................................................................................................................11
References.................................................................................................................................12

Planning Training Event 3
Introduction
This report deals with planning of a training event of an organization. The training is going to
be conducted for the purpose of professional development of a group of forty employees who
are working in the company. It shall be conveyed at places like organizational auditorium and
outdoor centres, breakout centres, seminar halls etc. Some of the important parts of the report
are- demonstration of a range of interpersonal and transferable communication skills to a
target audience; discussion on problem-solving scenarios in the design, planning and delivery
of the event and a short dialogue of the importance of team dynamics; assessment of the need
for Continuing Professional Development (CPD) and its role within the workplace and for
higher level learning. The purpose of this report is to understand the insights of training event
and significances of professional development.
According to the study, this event is going to take place for two days only. Some of the
essential segments of the event shall be – interactive session between trainers and employees,
different workshops, lecture session, conference on team-building initiatives, etc. For this a
timetable is required and which is going to be provided along with the training event plan.
Add to this, there is also planning to arrange session of motivational speeches from business
leaders (Van Dorsal 2015).
Demonstration of a range of interpersonal and transferable communication
skills to target audience and the training schedule
In this regard, it is important to highlight different types of training events before planning to
organize a training event. According to a report, there are numerous kinds of training events
and it can be categorized in terms of its nature, usages and outcomes. However, some of the
well-known training events are- human resource training session, e-learning training, CPD or
Continuing Professional Development, direct interactive session, skill development workshop,
team building events, coaching etc (Kirkpatrick 2017).

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For developing an effective training plan, the things which have to be clarified first, are-
training objectives, topics of training, schedules of different sessions, list of main activities,
ground requirements, etc (Jucious 2013) . Some of the basic techniques and associated skills
for effective training session are discussed below-
Techniques Characteristics
Setting of objectives  It can truly facilitate to apportion a
draft of the training event.
 Before commencement of the sessions
knowing the objectives is crucial.
 It shall help to develop effective
interaction between trainers and
learners.
Building comfort  Creating easy and comfortable
environment is another important
criterion.
 It shall encourage audiences to
participate in training activities
without any hesitations.
 However, it is not the most essential
requirement, as sometimes it has been
seen that excessive talks kills the
times.
Knowledge  Training events are conducted mainly
to convey specific ideas and concepts
regarding something new or
something that would be essential to
know.
 For this, trainers as well as organizers
should possess the exact knowledge in
respect of training objectives, topics,
target audiences and expected

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outcomes.
 The training should help audiences to
gather specific knowledge and explore
their skills.
Resource criteria  A training event will be conducted
successfully, if there are no shortages
of training resources.
 It is fact that training event has some
costs associated with it.
 Plus, training equipments like laptops,
internet, projectors, presenters,
audios, speakers, sitting arrangements,
printed materials, papers and pencils,
etc.
Communication  Communication skills of trainers are
the most crucial elements for any
training programme.
 Almost every thing of a training event
depends on how effectively
communication is being done during
the training session. Good
communication is the key.
 It includes effective presentation
expertise, and creating interests about
the topic discussion among the
audience.
 Another part of communication is the
pro-training communication. It is
done before actual training
programme starts. It includes mode of
invitation for the event, such as
letters, emails, messages, etc. Plus,
there is need of some introductory
communication between audience and

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company representatives. Such
communication really sets the tone of
training events. This also can be done
through open letters, audio visuals,
speeches etc (Wentling 2014).
Summary  Summary representation is a vital
technique of training. It is expected
that trainer is going to conclude
his/her lecture in a brief end notes.
 Most of the cases it has major long
term impacts on audiences.
 It should be precise but adequately
denotes the essential matters of entire
training session.
Assessment  Feedbacks from audiences are, in fact,
must for training events.
 It is usually done after full-completion
of all sessions.
 The feedbacks can be taken by
different modes like, feedback forms,
short discussions, etc.
 Assessment shall be done on the basis
of feedbacks. This is going to help
organization to improve on its
upcoming training programmes.
Table 1 [Source: Jucious 2013; Wentling 2014]
According to a study, in present times, there are numbers project management soft-wares
available in the market, by which scheduling and analysis become quite easier. Previously,
excel sheet work and manual data analysis was the only option for management. However,
basic elements of information and expected outcomes shall be the same (Halim & Ali 2014).
For this two days training event, range of activities, seminars, workshops, team-building
activities and break-out sessions shall be, as follows-

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First day-
(Place- organization auditorium)
 Introductory Session-
Duration- 2 hours, (10 AM – 12 PM)
Things to be happened- introductory
speech from one of the top most
official of the organization;
distribution of training materials along
with self-introductory form which
every employee need to fill up by
their own.
 Interactive Session-
Duration- 4 hours, (1 PM - 5 PM)
Things to be happened- each
employee among this forty people
group, shall be asked to come one by
one with their serial numbers as
provided in their form, at a podium
and submit the filled form to the
officials and introduce themselves; it
would be an interactive session, here
employee shall be asked numerous
questions like their habits, favourite
sports, movies, etc; aim of this session
is to develop friendly relationship
between the company officials and the
employees.
 There shall be a recess of one hour in
between. (12 PM – 1 PM)
Second day-
(Place- organization seminar rooms, few
more sitting arrangements are to be made)
 Workshop on team dynamics-
Duration- 2 hours (10 AM – 12 PM)
An introductory speech shall be given
by the trainer; he will provide the
related materials of his discussion;
any member from the audience can

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ask question after presentation is over.
 Team building activity-
Duration- 3 hours (1 PM – 4 PM)
The trainer shall provide one team
building activity which has to be done
in groups; objective of this activity to
develop team building skills among
the employees.
 Seminar on Continuing
Professional Development (CPD)
Duration- 1 hour (4 PM – 5 PM)
Human Resource Manager of the
organization will deliver a power
point presentation on this topic; and
after the end of presentation
employees can ask related questions,
if they want to.
 There shall be a recess of one hour in
between. (12 PM – 1 PM)
Discussion on problem-solving scenarios in the design, planning and
delivery of the event and a short dialogue on the importance of team
dynamics
It has identified that problem-solving techniques are useful tools for organizational planning.
In this event planning different problem solving scenarios have been occurred. As a matter of
fact, in this part of the report utility of problem solving techniques are discussed. Besides, it
deals with short discussion of the importance of team dynamics and evaluation group task.
The most imperative principle for effectual deliverance of the guidance material is that it must

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allow members to realize the training objectives. With the purpose of assist this trainer need
to sense as regards how material can be distributed so that members accomplish the expected
objectives. The trainer need to accept that different members possibly will favour to want be
trained in different ways, and they might have been come to training with dissimilar sets of
expertises and awareness. It is fact that for the factual success, certain training objective may
require diverse types of deliverance techniques (Flippo 2017).
According to a report, problem-solving is a continuous process of thinking, arguments,
accomplishments, and judgments that arise from the first reflection of difficult circumstances
to the end-process. Organization works in different units and the problems each unit faces are
of different in nature, occurrence, and its solutions. For instances, marketing department may
face problem concerning customer relationships, sales declines, etc; on the other hand finance
department may face problems regarding company budgeting loopholes, financial statements,
etc. So, it is a fact that different groups will have different problems. However, all problems
have some similar elements, viz, it is an undesirable occurrence, there is the opposite side, i.e.
desirable or preferred situation, and there have to be some reasons behind the occurrence such
undesired condition (Ridge 2017).
A study shows that planning, designing and subsequent implementation of training event is an
unpredictable job. During its execution numerous problems may arise. Nevertheless, problem
solving techniques are the viable option to overcome these obstacles. As a matter of fact,
during the second day of training programme, problems may arise in respect of sitting
arrangements. It is being planned to organize second day’s training on seminar rooms, which
contain only thirty sitting arrangements, together. Total number of trainee is forty. In this
context, extra ten more sitting arrangement needs to be done. And this can be easily managed,
if ten chairs are brought from the breakout rooms.
It is reported that any problem solving method possesses five basis steps, viz., identify the
trouble, analyze the difficulty, create probable way outs, assess way outs, apply and measure
the way outs. Identification of the elements of a trouble assists the group to initiate and adapt
its problem-solving progression. It is a fact that nature and characteristic of each troubles may
differ from one and other. However, as highlighted previously, there are few common
phenomena among the problems. During the time of making basic plan and design, these key
phenomena are to be considered. Though problem solving method shall five steps algorithm,
it is reported that there are few associated issues need to be taken into consideration. These

Planning Training Event 10
associated issues are called as general characteristics of problems. for instances, job
complexity, quantity of probable way outs, group member awareness in difficulty, group
member acquaintance with crisis, and the requirement for way out approval (Matley 2016).
A study shows that team dynamics are the insentient, psychosomatic powers that control the
course of a group’s performance and achievement. It is like the invisible force of wind in the
atmosphere that influences the gilding of a bird in the sky. It is fact that organization works in
different departments, and each departments are assigned works into many small teams. If
such teams are performing well, it will definitely have an impact on organization’s overall
performances. In the same way its opposite can also be true. Each team should work towards
the specific objectives. The dynamics of the team should be objective oriented. For this,
individual differences within the team-members have to be set-aside and they all should work
as a unit. As a matter of fact, in the training event there is a group task, and also a lecture is
conducted on this topic. Truly, it will help to create clear idea on - working in a group and
team dynamics, etc (Lichfield 2013).
Assessment of the need for Continuous Professional Development (CPD)
and its role within the workplace and for higher level learning
As a part of the training event, it is important to highlights some of its true outcomes. As
mentioned earlier, Continuous Professional Development (CPD) is one of the most significant
topics of the training event. In this context, it would be critical to put some more lights on that
topic. According to a report, CPD has often been recognized as a fundamental part of
enduring education although quite often it has been marginalised by managers at some stage
of times like economic recession, resource crisis, decline in demand, asceticism, and etc.
however, report suggests that it should have given utmost importance for organizational
developments (McGhee & Thayer 2013).
According to a study, Continuous Professional Development (CPD) is the persistent
preservation and development of the awareness, skills and capability to perform the
specialized function all through the working verve. As a matter of fact, CPD includes any
actions which improve an employee’s competent exercise and covers recognized, unofficial,
option based, employment based, free and concerted learning. CPD has a number of
principles and acquires relation of training requirements and professional development. It can

Planning Training Event 11
also acquire an array of outlines counting: learning industrial narrative; attending numerous
occurrences for instance tutorials, meetings and trade fairs; screening scientific or industrial
videos and attending company’s’ practical appearance programmes. Besides, CPD can be
supported by planned actions like educational curriculums, e-learning, teaching on numerous
documents and productions, mentoring, participation in industrial workshops, or other related
controlled exertions (Elam 2013).
It is true that recognized off-job training is an integral element of CPD. Learning is a
continuous lifelong process, attending a mere two days training event is not going to sustain
the significant impact for long. In fact, daily life experiences and different activities related to
the work shall help a lot. The fact is that education qualification alone can not make one
person competent for job. Beside that, he/she shall require gaining job oriented skills, and
upgrades those skills with the ever changing business world. Here, competencies of
employees are the key criterion. Competency denotes a collaborative effect which comes from
skills, knowledge, abilities and core values of an individual (Lynton & Pareek 2015).
A study shows that professional portfolio preparation is an integral part of CPD training. This
portfolio includes varieties of data such as performance records, promotions, incidents of self-
motivation and activities that truly shows potential, set of skills and educational
qualifications, appraisal reports, success and failure stories, etc. It truly helps to develop plans
from organizational as well as individual point of views. Another basic component in CPD
and upholding such portfolio is to boost the crucial personality manifestation as astoundingly.
In fact, be taught from incidents will aid individuals to grow from strength to strength as a
superior member of staffs. It will reinforce the condition for individuals on taking additional
responsibilities of their own professional improvements (Bozarth 2015).
Conclusion
It is a widely accepted fact that training is mere part of continuous process of development. In
this context, planning of a two days training session is a difficult job. However, selective
measures haven engaged during preparation of the training plan. As mentioned above,
scheduling of sessions is an important part of training planning. It has to be more or less
perfect in terms of the audiences, trainers and the outcomes. It is fact that recess is a vital part

Planning Training Event 12
of each session. It gives the time laps that are required to reenergise the audiences and regain
their focus back. In addition, some essential requirements in training planning such as basic
ideas regarding problem solving utilities, array of interpersonal and transferable
communication skills, team dynamics, and continuing professional development are
thoroughly discussed (Bass & Vaughan 2017).
References
 Bass, B. M, & Vaughan, J. A (2017), ‘Training in industry: The management of
learning’, Wadsworth Publishing, Belmont.
 Bozarth, J (2015), ‘From Analysis to Evaluation: Tools, Tips, and Techniques for
Trainers’. Pfeiffer, Print, San Francisco.
 Elam, S (2013), ‘Performance based teacher education: What is the state of the art’,
AACTE, Washington, DC.
 Flippo, E. B (2017), ‘Principles of personnel management’, McGraw Hill, New York.
 Halim, A, & Ali, M (2014), ‘Administration and management of training
programmes’, Bangladesh Journal of Training and Development, 1 (2), 1-19.

Planning Training Event 13
 Jucious, M. J (2013), ‘Personnel management (5th ed.)’, Richard D. Irwin,
Homewood.
 Kirkpatrick, D (2017), ‘Evaluation of training. In R. L. Craig (Ed.), Training and
development handbook’, McGraw Hill, New York.
 Lichfield, N (2013), ‘Evaluation in Planning: Facing the Challenge of Complexity’.
Kluwer Acad. Publ, Print, Dordrecht u.a.
 Lynton, R. P, & Pareek, U (2015), ‘Training for development’, Kumarian Press, West
Hartford.
 Matley, H (2016), ‘Contemporary Training Initiatives in Britain: A Small Business
Perspective’, 24, 1-17. Print, Oxford.
 McGhee, W & Thayer, P. W (2013), ‘Training in business and industry’, John Wiley
and Sons, New York.
 Ridge, J (2017), ‘Evaluation Techniques for Difficult to Measure Programs’, Xlibris,
Print.
 Van Dorsal, W. R (2015), ‘The successful supervisor’, Harper and Row, New York.
 Wentling, T. L (2014), ‘Planning for effective training: A guide to curriculum
development’, FAO, Rome.