Developing a Training Program for Work-Life Balance in Probuild Construction

The report aims to develop a training program for target audience in Probuild Construction about the work-life balance. The goal is to become more efficient and managing time at the workplace within the next six months. The target audience is 10 HR managers from other countries of Probuild Company who will deliver the training to other personnel. The program is intended for supervisors who seek to enhance their work-life balance and interested to endorse the balance in an organization.

Scholar ID:
People, culture and leadership

Introduction
The main aim of this report is to develop
the goal and target audience for training
programs in Probuild Construction.
This report presents the goal of developing
the training program for target audience in
Probuild Construction about the work-life
balance
It also defines the target audience for
training who will participate in the training
program.

Goal
The training program related to Work-life
balance goal should be SMART goal such as
Specific, Measurable, Achievable, Realistic
and Time Framed (Jaggi and Bahl, 2016).
The key goal of developing a training
program for target audeince in ProBuild
constructions is to become more efficient
and managing time at the workplace within
next six months.

Cont…
Following are the key advantages of
developing training programs for target
audience regarding work-life balance:
Increased happiness
Achieving better work and life balance
Hard work can be done flexibly
Motivation with a wide variety (Direnzo,et.
al.,2015).
Greater appreciation for both individual and
managers
Reduce the emotional and mental stress

Target Audience
Company will select 10 Hr managers from
the other countries of Probulid Company to
give training on work life balance.
An employee survey can facilitate Probuild
construction to address the type of training
that each employee requires.
Probuild constructions employs large
number of managers who work in a
different location as it will target the
manager and group of supervisor for
developing training program regarding
work life balance.

Cont…
The manager can deliver the training to
other personnel (Schermerhorn, et. al.,
2014).
This program is intended for supervisors
who seek to enhance their work-life
balance and interested to endorse the
balance in an organization (Cahill, et. al.,
2015).

Conclusion
It can be also summarized that Goal should
be smart means specific, measurable,
attainable, realistic and time period.
It can be also concluded that company
should categories their target audience
before developing the training program.

References
Cahill, K.E., McNamara, T.K., Pitt-Catsouphes, M. and Valcour, M.,
2015. Linking shifts in the national economy with changes in job
satisfaction, employee engagement, and work-life balance.
Journal of Behavioral and Experimental Economics, 56, pp.40-54.
Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A. and
McBarron, E., 2014. Management: Foundations and Applications
(2nd Asia-Pacific Edition). USA: John Wiley & Sons.
Direnzo, M.S., Greenhaus, J.H. and Weer, C.H., 2015. The
relationship between protean career orientation and work-life
balance: A resource perspective. Journal of Organizational
Behavior, 36(4), pp.538-560.
Jaggi, S. and Bahl, S.K., 2016. Exploring the Impact of Work-Life
Balance on the Employee and Organisational Growth.
International Journal of Engineering and Management Research
(IJEMR), 6(2), pp.1-5.