Developing Training Programs for Work-Life Balance in Probuild Construction

This report discusses the goal of developing a training program for work-life balance in Probuild Construction. It emphasizes the importance of setting SMART goals and defines the target audience for the training program. The report also outlines the mission and objectives of the program and the advantages of developing such a program. The target audience is categorized into different departments and locations, and the report concludes with the benefits of targeting managers for organizing the training programs.

Running head: PEOPLE CULTURE AND LEADERSHIP

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Table of Contents
Introduction.................................................................................................................................................3
Goal.............................................................................................................................................................3
Target audience...........................................................................................................................................4
Conclusion...................................................................................................................................................6
References...................................................................................................................................................8

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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 in
Probuild Construction about the work-life balance. It also defines the target audience for training
who will participate in the training program.
Goal
Target setting entails the development of specific, measurable, achievable, and realistic with
time-targeted goals. Goal setting theory defines that a significant technique to make development
is to make sure that respondents in a group have a common goal and also aware of what is
desired from them. Goals are an element of visualization about the future of Probuild
constructions. A goal is a form of motivation that determines the standard for self-satisfaction as
well as performance (Shanafelt, et. al., 2015). For accomplishing the goal, managers should
measure the success. It is an effective way to deal with the challenges of job in Probuild
constructions.
The training program related to Work-life balance goal should be SMART goal such as Specific,
Measurable, Achievable, Realistic and Time Framed. It is stated that the self-management,
redefining success, declining workplace stress and destiny control are four powerful practices to
develop a satisfying work-life balance. The SMART work-life goal requires both time
management and project management (Deery, and Jago, 2015).
The key goal of developing a training program for target audience in ProBuild constructions is to
become more efficient and managing time at the workplace within next six months. It also aids
the target audience for emphasizing on prioritizing tasks, developing feasible and realistic goals
and communicating effectively with subordinates within an organization and family members

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within the residence (Jaggi, and Bahl, 2016). 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
 Greater appreciation for both individual and managers
 Reduce the emotional and mental stress
Mission and objectives
The following objective will be used to develop the training programs for target audience in
Probuild construction:
 Discuss the advantageous of work-life balance
 Address the signs of unbalanced life
 Evaluate employer resources for a balanced lifestyle
 Enhance management of time and setting of goal (Michel, et. al., 2014).
 Apply most effective work technique for employees
 Create balance at home and at work
 Managing stress
Target audience
Company will select 10 HR managers from the other countries of Probulid Company to give
training on work life balance. There are different ways of dividing the employees into a set of
groups in order to make it easier for adapting the requirement of each group. In Probuild

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constructions, the three-layered approach should be used by the organization in order to develop
the training program. These are:
 Executives
 Human resource department
 End users
Following are different groups who have different understanding and experience of Work life
balance policy. Company should use effective content for training program as it would be
beneficial to eliminate the boredom from training session and increase the number of
participants. Managers highly focus on effective policy which creates balance between work and
life. Another way of developing target audience group is to group the audience for training
efforts by departments and location (Direnzo, Greenhaus, and Weer, 2015). An appropriate list
of target audience can be focused on following department:
 Executives
 Human resource department
 Sales and marketing department
 Marketing department
 HR department
 Accounting and construction workers
Although each department has their different needs but some of the training content is like to
include all departments such as work-life balance is a requirement for sales and marketing and
another department. Probuild constructions should contain more approaches in their training
programs to target the audience such as culture related approach. Targeting the audience for the
training program is depending on the company such as it can use one of the effective approaches

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(Melo, et. al., 2018). The key aim of selecting the audience is to develop the awareness about the
work-life-family balance policy and meet the expected need of employees. The company should
deliver an easy training program for managers to learn as it will make it easier for an individual
to produce a favorable outcome (Cahill, et. al., 2015).
Under the targeting stage, the company can define the workforces who will participate in the
training program. Certain training topics for example work-life balance may require involving all
workforces. Other may involve only those workforces who will participate the training for daily
tasks. An employee survey can facilitate Probuild construction to address the type of training that
each employee requires. Work procedure can also be addressed via interviews and observation
with employees of all levels. It is stated that 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. 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.
Conclusion
From the above interpretation, it can be concluded that the work-life balance is vital for both
managers and individuals to reduce their stress level. It can be also evaluated that Probuild
Constructions build the training program for their managers to maintain their work-life balance.
It can be also summarized that Goal should be smart means specific, measurable, attainable,
realistic and time period. The key goal of formulating training program in ProBuild constructions
is to become more efficient and managing the time of workforces at the workplace within next
six months. It can be also concluded that company should categories their target audience before

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developing the training program. It would be beneficial to address the number of participants
who will participate in the training program. It can be evaluated that manager would be targeted
for organizing the training programs.

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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.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance, and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
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.
Melo, P.C., Ge, J., Craig, T., Brewer, M.J. and Thronicker, I., 2018. Does Work-life Balance
Affect Pro-environmental Behaviour? Evidence for the UK Using Longitudinal Microdata.
Ecological Economics, 145, pp.170-181.
Michel, A., Bosch, C. and Rexroth, M., 2014. Mindfulness as a cognitive-emotional
segmentation strategy: An intervention promoting work-life balance. Journal of Occupational
and Organizational Psychology, 87(4), pp.733-754.
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.
Shanafelt, T.D., Hasan, O., Dyrbye, L.N., Sinsky, C., Satele, D., Sloan, J. and West, C.P., 2015,
December. Changes in burnout and satisfaction with work-life balance in physicians and the

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general US working population between 2011 and 2014. In Mayo Clinic Proceedings (Vol. 90,
No. 12, pp. 1600-1613). UK: Elsevier.