Comprehensive Employee Training Program Proposal for Klein Inc
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AI Summary
This report proposes an employee training program for Klein Incorporation, a financial services company. It outlines a two-day face-to-face training program for HR recruitment and Placement Specialists, focusing on training needs analysis (TNA) covering onboarding, performance management, and employee development. The report details training objectives, including SMART objectives, and provides a cost analysis for the program. An agenda of activities for the two-day training is included, covering topics such as onboarding challenges, performance objectives, and coaching. This training aims to enhance employee skills, knowledge, and productivity, aligning with Klein Inc.'s vision and mission. Desklib offers this document and many other solved assignments and past papers for students.
Running Head: MANAGEMENT 0
Business Management
Business Management
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MANAGEMENT 1
Table of Contents
Introduction................................................................................................................................2
Designing a Training Program...................................................................................................2
Overview of Two-Day Training Program..................................................................................3
Training Needs Analysis (TNA)................................................................................................3
Onboard training....................................................................................................................3
Performance Management.....................................................................................................3
Employee Training and Development...................................................................................4
Training Objectives....................................................................................................................4
Onboard training objectives...................................................................................................4
Performance Management objectives....................................................................................4
Employee Training and Development Objectives.................................................................5
Training Cost for the Training Program.....................................................................................5
Two-day face-to-face training program.....................................................................................7
Agenda of activities for the Training Program......................................................................7
References................................................................................................................................10
Table of Contents
Introduction................................................................................................................................2
Designing a Training Program...................................................................................................2
Overview of Two-Day Training Program..................................................................................3
Training Needs Analysis (TNA)................................................................................................3
Onboard training....................................................................................................................3
Performance Management.....................................................................................................3
Employee Training and Development...................................................................................4
Training Objectives....................................................................................................................4
Onboard training objectives...................................................................................................4
Performance Management objectives....................................................................................4
Employee Training and Development Objectives.................................................................5
Training Cost for the Training Program.....................................................................................5
Two-day face-to-face training program.....................................................................................7
Agenda of activities for the Training Program......................................................................7
References................................................................................................................................10
MANAGEMENT 2
Introduction
A business that invests in its employee increases the possibility to operate at a profit.
Moreover, training and educating employees can be considered as key elements in identifying
an organisation prosperity and can considerably increase profits. This report is a proposal
intended towards the design of an employee training programme in Klein incorporation.
Klein Bank offers a wide range of financial services including savings and checking
accounts, auto and mortgage loans and business banking. It was founded in 1907 and
currently situated in Minnesota. Doug Hile is the current CEO of this financial corporation.
The report structure is divided into a two-day training programme, training need
analysis, objectives of training, training cost for the training programme, key training
procedure for delivering the programme to employees and a proposed agenda.
Designing a Training Program
Klein, Inc. proposal appeal for HR recruitment and Placement Specialist on 30 April
2014 to 1 May 2014. The main objective and reason for the yearly Klein, Inc. Development
and Training are to offer obligatory HR recruitment and Placement Specialist training as per
policy guidelines and objectives. With the help of this training and development programme,
Klein, Inc. to train all twenty employees in extent with various subject matters experts
including a learning environment. This training will be of 2 days and it ensures annual
training in reference to the current environment will help all HR recruitment and placement
specialist under respective policy guideline. Some of the training needs for Klein employees
include training employee on procedure of promoting a culture of learning. This yearly plan
of training will be comprised of training programmes, enterprise training objectives, critical
training in support of numerous certifications necessary to preserve the enterprise mission
(Annual Training Plan Template, 2015). Considering all, Klein can address the most
extensive scope of the employee interests and needs. This will change the perception of
individual towards the work. The approach to these training needs is the apprenticeship. For
instance, a worker studies under the direction of an expert employee.
Introduction
A business that invests in its employee increases the possibility to operate at a profit.
Moreover, training and educating employees can be considered as key elements in identifying
an organisation prosperity and can considerably increase profits. This report is a proposal
intended towards the design of an employee training programme in Klein incorporation.
Klein Bank offers a wide range of financial services including savings and checking
accounts, auto and mortgage loans and business banking. It was founded in 1907 and
currently situated in Minnesota. Doug Hile is the current CEO of this financial corporation.
The report structure is divided into a two-day training programme, training need
analysis, objectives of training, training cost for the training programme, key training
procedure for delivering the programme to employees and a proposed agenda.
Designing a Training Program
Klein, Inc. proposal appeal for HR recruitment and Placement Specialist on 30 April
2014 to 1 May 2014. The main objective and reason for the yearly Klein, Inc. Development
and Training are to offer obligatory HR recruitment and Placement Specialist training as per
policy guidelines and objectives. With the help of this training and development programme,
Klein, Inc. to train all twenty employees in extent with various subject matters experts
including a learning environment. This training will be of 2 days and it ensures annual
training in reference to the current environment will help all HR recruitment and placement
specialist under respective policy guideline. Some of the training needs for Klein employees
include training employee on procedure of promoting a culture of learning. This yearly plan
of training will be comprised of training programmes, enterprise training objectives, critical
training in support of numerous certifications necessary to preserve the enterprise mission
(Annual Training Plan Template, 2015). Considering all, Klein can address the most
extensive scope of the employee interests and needs. This will change the perception of
individual towards the work. The approach to these training needs is the apprenticeship. For
instance, a worker studies under the direction of an expert employee.
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MANAGEMENT 3
Overview of Two-Day Training Program
It is essential for the trainer to acknowledge the organisation environment and
situation thoroughly before developing any training programme (Larsen, 2018). There are
various such important aspects which can only be analyse with depth research. In extent with
HR recruitment and Placement specialist, all the 20 employees of Klein, Inc. will be given
critical performance management training in accordance with policy guidelines of Klein, Inc.
and some local state and federal laws. In addition, Placement Specialist and HR recruitment
will obtain training on certain specific programmes and automated systems having significant
impact on development and training if not assumed well. Considering the final stages of
placement process, Placement Specialist and HR recruitment will able to sustain or enhance
quality control measures. This will be highly encouraging to attend this development and
training programme and thus also help various individuals in their role performance.
Training Needs Analysis (TNA)
For overall success of HR recruitment and Placement Specialist, the main three
aspects of TNA (Training Needs Analysis) i.e. Performance management, Onboarding and
Employee development and training will be considered. It will also result in the success of
performance management skills on a greater extent. To all new and future employees, it is
necessary for all HR recruitment and Placement Specialists to give a positive impression for
Klein, Inc. In addition, organisation training needs are assessed with help of Training Need
Analysis (TNA) under its root i.e. Gap analysis. This will provide various approaches under
the training design (Morrison, 2017).
Onboard training
The key objective of Onboarding training is to offer the Placement Specialist and HR
recruitment with data relating to the human resource tool for onboarding new employees. The
term onboarding will be defined with training including various phases of onboarding and the
role of manager, employee and enterprise in the onboarding process.
Performance Management
Overview of Two-Day Training Program
It is essential for the trainer to acknowledge the organisation environment and
situation thoroughly before developing any training programme (Larsen, 2018). There are
various such important aspects which can only be analyse with depth research. In extent with
HR recruitment and Placement specialist, all the 20 employees of Klein, Inc. will be given
critical performance management training in accordance with policy guidelines of Klein, Inc.
and some local state and federal laws. In addition, Placement Specialist and HR recruitment
will obtain training on certain specific programmes and automated systems having significant
impact on development and training if not assumed well. Considering the final stages of
placement process, Placement Specialist and HR recruitment will able to sustain or enhance
quality control measures. This will be highly encouraging to attend this development and
training programme and thus also help various individuals in their role performance.
Training Needs Analysis (TNA)
For overall success of HR recruitment and Placement Specialist, the main three
aspects of TNA (Training Needs Analysis) i.e. Performance management, Onboarding and
Employee development and training will be considered. It will also result in the success of
performance management skills on a greater extent. To all new and future employees, it is
necessary for all HR recruitment and Placement Specialists to give a positive impression for
Klein, Inc. In addition, organisation training needs are assessed with help of Training Need
Analysis (TNA) under its root i.e. Gap analysis. This will provide various approaches under
the training design (Morrison, 2017).
Onboard training
The key objective of Onboarding training is to offer the Placement Specialist and HR
recruitment with data relating to the human resource tool for onboarding new employees. The
term onboarding will be defined with training including various phases of onboarding and the
role of manager, employee and enterprise in the onboarding process.
Performance Management
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MANAGEMENT 4
The significance of role of Placement specialist and HR recruitment in the process of
performance management will be reinforced by training. It will also assist them by
considering all new employees as members and individuals of the group (team spirit) in
enhancing enterprise effectiveness with attainment of Klein, Inc. vision and mission
statement. After the collation of training, both Placement Specialist and HR recruitment will
effectively explore the role of supervisor in relation with all employees with help of
performance management process.
Employee Training and Development
Both Placement Specialist and HR recruitment will be considered under this training
focusing on responsibility and significance of training in developing all and new employees.
This training will give necessary information so as to ensure development and training
activities for all employees cautiously planned and in coordination with the vision and
mission of Klein, Inc.
Training Objectives
It is important that the training objectives need to be clear and relevant and must be
conversed with the audience to whom the training is intended (Smith, 2012). Around 14
training objectives will be accompanied in which five will be inclusive of Onboarding, five
consisting of employment training and development and four will be related to performance
management.
Onboard training objectives
There will be five lectures challenges of Onboarding, the important to identify there
will be challenged to the onboarding process and challenges. The stages of Onboarding,
outline of the four levels of the onboarding process – the Fit, the Basics, the Job and the
Affirmation. The Onboarding Process assess the arrangement of events for the onboarding
procedure. Three Groups of Onboarding measure the role of the supervisor, employee and
that of Klein, Inc. It is not just for New Hires, an outline of how the integrating process starts
all over again as staff are transferred, promoted, reassigned or rehired.
Performance Management objectives
The significance of role of Placement specialist and HR recruitment in the process of
performance management will be reinforced by training. It will also assist them by
considering all new employees as members and individuals of the group (team spirit) in
enhancing enterprise effectiveness with attainment of Klein, Inc. vision and mission
statement. After the collation of training, both Placement Specialist and HR recruitment will
effectively explore the role of supervisor in relation with all employees with help of
performance management process.
Employee Training and Development
Both Placement Specialist and HR recruitment will be considered under this training
focusing on responsibility and significance of training in developing all and new employees.
This training will give necessary information so as to ensure development and training
activities for all employees cautiously planned and in coordination with the vision and
mission of Klein, Inc.
Training Objectives
It is important that the training objectives need to be clear and relevant and must be
conversed with the audience to whom the training is intended (Smith, 2012). Around 14
training objectives will be accompanied in which five will be inclusive of Onboarding, five
consisting of employment training and development and four will be related to performance
management.
Onboard training objectives
There will be five lectures challenges of Onboarding, the important to identify there
will be challenged to the onboarding process and challenges. The stages of Onboarding,
outline of the four levels of the onboarding process – the Fit, the Basics, the Job and the
Affirmation. The Onboarding Process assess the arrangement of events for the onboarding
procedure. Three Groups of Onboarding measure the role of the supervisor, employee and
that of Klein, Inc. It is not just for New Hires, an outline of how the integrating process starts
all over again as staff are transferred, promoted, reassigned or rehired.
Performance Management objectives
MANAGEMENT 5
Developing Performance Objectives, searching for criteria necessary to objectively
discuss, observe and rate performance, avoiding surprises at the last of annual discussion. In
addition, looking for critical elements, recognising guidance policy necessities as it will help
in building objectives related to the performance of current, new and future employees by
recognising any one key component and any number of non-critical elements. SMART
objectives (Specific, Measurable, Relevant, and Time-bound) helps in building a framework
to aid Placement Specialist and HR Recruitment to write concise, clear and quantifiable
statements that define the particulars of what new employees anticipated to attain. In
addition, it also enhance the ability to reach them by encouraging with defining the objectives
without the need of specialist training or tool. Observing performance, assess policy guidance
necessities for observing performance contains conducting progress reviews with the
workforce in which their performance is equated in contradiction of their standards and
objectives.
Employee Training and Development Objectives
The objective of Training will be focused on the process where it leads to enhanced
performance, skills and knowledge, increased productivity Klein, Inc. It also discusses the
role of supervisor in transfer of training, reinforcement of overall training, supervisory
responsibility and procedure of encouraging utilisation of attained skills in the work
environment. In addition, Coaching is also being selected where the employee performance is
required to observe and communication between employee and manager relating to job
performance. Moreover, how supervisors are benefitted by individual development plans,
identifying how all employees will be accompanied by it in attaining their job
responsibilities. Levels of the Individual Development Plans Process, elaborate the enduring
cycles of planning, implementation and evaluation of the workers and Klein, Inc.
Training Cost for the Training Program
For increasing and improving employees’ skills, training is considered to be a major
aspect where monitoring and tracking training-cost-per-employee metric aids in exploring the
investment in training at a specific level (Johnson, 2019). For two days, training will be
considered i.e. Wednesday and Thursday including a total of 8 hours per day compiling with
Developing Performance Objectives, searching for criteria necessary to objectively
discuss, observe and rate performance, avoiding surprises at the last of annual discussion. In
addition, looking for critical elements, recognising guidance policy necessities as it will help
in building objectives related to the performance of current, new and future employees by
recognising any one key component and any number of non-critical elements. SMART
objectives (Specific, Measurable, Relevant, and Time-bound) helps in building a framework
to aid Placement Specialist and HR Recruitment to write concise, clear and quantifiable
statements that define the particulars of what new employees anticipated to attain. In
addition, it also enhance the ability to reach them by encouraging with defining the objectives
without the need of specialist training or tool. Observing performance, assess policy guidance
necessities for observing performance contains conducting progress reviews with the
workforce in which their performance is equated in contradiction of their standards and
objectives.
Employee Training and Development Objectives
The objective of Training will be focused on the process where it leads to enhanced
performance, skills and knowledge, increased productivity Klein, Inc. It also discusses the
role of supervisor in transfer of training, reinforcement of overall training, supervisory
responsibility and procedure of encouraging utilisation of attained skills in the work
environment. In addition, Coaching is also being selected where the employee performance is
required to observe and communication between employee and manager relating to job
performance. Moreover, how supervisors are benefitted by individual development plans,
identifying how all employees will be accompanied by it in attaining their job
responsibilities. Levels of the Individual Development Plans Process, elaborate the enduring
cycles of planning, implementation and evaluation of the workers and Klein, Inc.
Training Cost for the Training Program
For increasing and improving employees’ skills, training is considered to be a major
aspect where monitoring and tracking training-cost-per-employee metric aids in exploring the
investment in training at a specific level (Johnson, 2019). For two days, training will be
considered i.e. Wednesday and Thursday including a total of 8 hours per day compiling with
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MANAGEMENT 6
16 hours of training. The training and development programme will be attended by 20
Placement Specialist and HR Recruitment and the cost matrix is presented below –
Cost of training consultant
Considering two days – 8 hours per day with $156.00 hourly = $25,000.00
Considering Air Travel Cost per Individual $625.00
Staff of Klein, Inc. $12,500.00
Placement Specialist and HR Recruitment $1,250.00
Total $13,750.00
Considering Hotel Cost per Individual $212.00 for 1 night
Placement Specialist and HR Recruitment $4,240.00
Klein, Inc. Staff $424.00
Total $4664.00
Considering Proportional Meal Rate per Individual $74.00
Placement Specialist and HR Recruitment $1,480.00
Klein, Inc. Staff $424.00
Total $4664.00
Course Material per Individual $15.50
Placement Specialist and HR Recruitment $310.00
Klein, Inc. Staff $0.00
Total $310.00
Miscellaneous Expenses per Individual $6.00
Placement Specialist and HR Recruitment $120.00
16 hours of training. The training and development programme will be attended by 20
Placement Specialist and HR Recruitment and the cost matrix is presented below –
Cost of training consultant
Considering two days – 8 hours per day with $156.00 hourly = $25,000.00
Considering Air Travel Cost per Individual $625.00
Staff of Klein, Inc. $12,500.00
Placement Specialist and HR Recruitment $1,250.00
Total $13,750.00
Considering Hotel Cost per Individual $212.00 for 1 night
Placement Specialist and HR Recruitment $4,240.00
Klein, Inc. Staff $424.00
Total $4664.00
Considering Proportional Meal Rate per Individual $74.00
Placement Specialist and HR Recruitment $1,480.00
Klein, Inc. Staff $424.00
Total $4664.00
Course Material per Individual $15.50
Placement Specialist and HR Recruitment $310.00
Klein, Inc. Staff $0.00
Total $310.00
Miscellaneous Expenses per Individual $6.00
Placement Specialist and HR Recruitment $120.00
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MANAGEMENT 7
Klein, Inc. Staff $12.00
Total $132.00
Total $48,520.00
Two-day face-to-face training program
Agenda of activities for the Training Program
Wednesday – 30 April 2014
Duration Particular Site Coach Personnel
060:0-
07:00
Continuation of
Registration
Porch of Hotel Klein Staff HR Recruitment
and Placement
Specialist
07:00-
07:30
Starting Remarks Conference
Room
Several
Instructors
Everyone
07:30-
07:45
Onboarding Challenges Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
07:45-
08:00
The Levels of
Onboarding
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
08:00-
09:00
The Onboarding
Process
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
Klein, Inc. Staff $12.00
Total $132.00
Total $48,520.00
Two-day face-to-face training program
Agenda of activities for the Training Program
Wednesday – 30 April 2014
Duration Particular Site Coach Personnel
060:0-
07:00
Continuation of
Registration
Porch of Hotel Klein Staff HR Recruitment
and Placement
Specialist
07:00-
07:30
Starting Remarks Conference
Room
Several
Instructors
Everyone
07:30-
07:45
Onboarding Challenges Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
07:45-
08:00
The Levels of
Onboarding
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
08:00-
09:00
The Onboarding
Process
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
MANAGEMENT 8
09:00-
09:30
Interval Porch of Hotel Not Available Everyone
09:30-
11:00
Onboarding (Three
Groups)
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
11:00-
12:00
Lunch Not Available Not Available Everyone
12:00-
13:30
Onboarding is NOT
Just for New Hires
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
12:30-
14:00
Interval Porch of Hotel Not Available Everyone
14:00-
15:30
Building objectives
related to Performance
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
Thursday – 1 May 2014
Duration Particulars Site Coach Personnel
060:0-
07:00
Recognizing Critical
Components
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
07:00-
07:30 Objectives (SMART)
Conference
Room
Several
Instructors
Everyone
07:30-
07:45 Observing Performance
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
07:45-
08:00
Purpose of Employee
Development and
Conference Several HR Recruitment
and Placement
09:00-
09:30
Interval Porch of Hotel Not Available Everyone
09:30-
11:00
Onboarding (Three
Groups)
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
11:00-
12:00
Lunch Not Available Not Available Everyone
12:00-
13:30
Onboarding is NOT
Just for New Hires
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
12:30-
14:00
Interval Porch of Hotel Not Available Everyone
14:00-
15:30
Building objectives
related to Performance
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
Thursday – 1 May 2014
Duration Particulars Site Coach Personnel
060:0-
07:00
Recognizing Critical
Components
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
07:00-
07:30 Objectives (SMART)
Conference
Room
Several
Instructors
Everyone
07:30-
07:45 Observing Performance
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
07:45-
08:00
Purpose of Employee
Development and
Conference Several HR Recruitment
and Placement
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MANAGEMENT 9
Training Room Instructors Specialist
08:00-
09:00
Administrator’s Role in
Transfer of Training
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
09:00-
09:30
Interval Porch of Hotel Not Available Everyone
09:30-
11:00
Coaching
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
11:00-
12:00
Lunch Not Available Not Available Everyone
12:00-
13:30
How Supervisor will be
benefitted by IDP
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
12:30-
14:00
Interval Porch of Hotel Not Available Everyone
14:00-
15:30
Concluding Comments
Conference
Room
Klein Staff
HR Recruitment
and Placement
Specialist
Legend:
1. Placement Specialist and HR Recruitment
2. Klein, Inc. (Staff)
References
Training Room Instructors Specialist
08:00-
09:00
Administrator’s Role in
Transfer of Training
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
09:00-
09:30
Interval Porch of Hotel Not Available Everyone
09:30-
11:00
Coaching
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
11:00-
12:00
Lunch Not Available Not Available Everyone
12:00-
13:30
How Supervisor will be
benefitted by IDP
Conference
Room
Several
Instructors
HR Recruitment
and Placement
Specialist
12:30-
14:00
Interval Porch of Hotel Not Available Everyone
14:00-
15:30
Concluding Comments
Conference
Room
Klein Staff
HR Recruitment
and Placement
Specialist
Legend:
1. Placement Specialist and HR Recruitment
2. Klein, Inc. (Staff)
References
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MANAGEMENT 10
Johnson, E. (2019). EMPLOYEE TRAINING BUDGET: JUST FOR LARGE COMPANIES?.
Retrieved from http://www.brightideasforbusiness.com/article/employee-training-
budget-just-for-large-companies
Smith, T. (2012, July 2). Writing Measurable Learning Objectives. Retrieved from
https://teachonline.asu.edu/2012/07/writing-measurable-learning-objectives/
Annual Training Plan Template. (2015, November 24). Retrieved from US Department of
Energy: http://energy.gov/hc/downloads/annual-training-plan-template
Morrison, M. (2017, January 19). How to do a Training Needs Analysis – TNA (Learning
Needs Analysis LNA): https://rapidbi.com/how-to-do-a-training-needs-analysis-tna/
Larsen, S. (2018, May 10). How to Design an Effective Employee Training Development
Program in 5 Simple Steps. Retrieved from
https://www.business.org/hr/employees/steps-to-develop-an-effective-employee-
training-program/
Johnson, E. (2019). EMPLOYEE TRAINING BUDGET: JUST FOR LARGE COMPANIES?.
Retrieved from http://www.brightideasforbusiness.com/article/employee-training-
budget-just-for-large-companies
Smith, T. (2012, July 2). Writing Measurable Learning Objectives. Retrieved from
https://teachonline.asu.edu/2012/07/writing-measurable-learning-objectives/
Annual Training Plan Template. (2015, November 24). Retrieved from US Department of
Energy: http://energy.gov/hc/downloads/annual-training-plan-template
Morrison, M. (2017, January 19). How to do a Training Needs Analysis – TNA (Learning
Needs Analysis LNA): https://rapidbi.com/how-to-do-a-training-needs-analysis-tna/
Larsen, S. (2018, May 10). How to Design an Effective Employee Training Development
Program in 5 Simple Steps. Retrieved from
https://www.business.org/hr/employees/steps-to-develop-an-effective-employee-
training-program/
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