Motors and More Inc: A Comprehensive Training and Development Plan

This report provides a comprehensive training and development plan for Motors and More Inc., addressing the need for improved employee skills and alignment with organizational objectives. The plan outlines a step-by-step process for developing an effective training program, including conducting a training needs assessment, determining learning principles, formulating learning objectives, designing training materials, implementing training, and evaluating results. Specific training methods are recommended for new employees (on-the-job training, coaching, guidance), current employees (benchmarking, directing), and managers/supervisors (computer-aided instruction, seminars, workshops). The plan also includes details on training equipment, timelines, budget, and criteria for evaluating the effectiveness of the training program, such as changes in production and performance against objectives. Furthermore, the report discusses facilitation techniques for team development, staff participation in training, the importance of understanding learning goals, and methods for determining individual training needs within the organization, emphasizing the need to record training results and track employee scores to measure effectiveness. Desklib offers this document along with a wealth of resources for students.

TRAINING AND DEVELOPMENT PLAN 1
Develop Teams and Individual
STUDENT’S NAME
COURSE
UNIVERSITY
DATE

TRAINING AND DEVELOPMENT PLAN 2
TRAINING AND DEVELOPMENT PLAN FOR MOTORS AND MORE INC.
INTRODUCTION
Employees training and development is very crucial for the success of any organization as
training and development enables the employees acquire relevant skills necessary for the
performance of the job hence enabling the organization to achieve its set goals and objectives
(Lewis, 2016). Efficient training can only be accomplished by the organization through the
formulation of an efficient training and development plan (Morel & Coburn, 2018). The existing
training and development program for Motors and More Inc. is not sufficient for the achievement
of the organizational goals and objectives due to increasing number of employees hence the
organization needs to formulate an effective training and development plan which shall facilitate
the growth and development of all the employees within the organization.

TRAINING AND DEVELOPMENT PLAN 3
The process of developing Training and development plan for the organization
According to Sobzinski, Diogo& Masson (2015) the company can formulate an effective training
and development plan by following the following procedure
1) Conducting a training needs assessment
Motor and More Inc. should follow the steps below when conducting a training
needs assessment:
Identification of the organizational objective that the training should support
Training and development for the employees is planned for a given purpose
within the organization. The organization might have purchased a new machine for
production, hence the need for training and development initiative which shall be
to train the employees on how to operate the machine efficiently to enhance
production with minimal injuries and losses. This enables the organization to
maximize the profits hence achieves success in the competitive business
environment. The organization should align the training needs with the
organizational objectives for the efficiency of the training and development
program.
Determination of the tasks that need to be performed by the employees
Technical tasks require very skilled employees for effective production. The
organization should analyze various tasks that need to be done within the
organization and chose tasks which the employees can be trained.

TRAINING AND DEVELOPMENT PLAN 4
Assess the performance gaps in the current tasks
The organization can conduct a performance appraisal on various tasks performed
by the employees within the organization and establish areas of weaknesses hence
facilitating the formulation of the training plan.
Establishing organization learning behavior of the work force
The behavior of learning for the employees is very crucial for the formulation of an effective
training and development plan within the organization. The training and development team of the
organization should be in a good position to identify effective methods for training the
employees to make training program effective. This enables the incorporation of the training
method in the training and development plan of the organization.

TRAINING AND DEVELOPMENT PLAN 5
2) Determine the learning principles of the employees.
The training and development program should be aligned with the learning
principles of the employees within the organization to make it effective. A training
program should be strategized in a way that the employees feel respected, some
employees may want training that is task oriented or else they would feel as though
they are wasting their time
3) Formulation of learning objectives
The learning objectives for the training should be well drafted for effectiveness of
the training program.
4) Designing of the training material
The organization should be fully equipped with relevant materials to be used for
the process of training and development of the employees for the success of the
training and development program.
5) Implement training
The organization should train the employees according to the formulated training
program
6) Evaluate the results
The results of the training should be evaluated and make the program the corporate
plan for training the employees.

TRAINING AND DEVELOPMENT PLAN 6
Training and development plan for Motor and More Inc.
Training of new employees
The training program demands the training of new employees for various roles in the company.
This happens the second week after the orientation process to save time and focus on production.
Training of the current employees
The organization performs regular appraisals to ascertain the performance of the employees. This
is because the organization’s main objective is to ensure that the employees master the tasks
accordingly hence those employees who still have some issues with performance are trained
accordingly.
Managerial and supervisory training
The company shall have a special training program for the managerial and supervisory
department because the success of the organization relies not only on the competent workforce
but also the managerial team of the organization. Competent personnel are usually hired by the
company to train the managerial and supervisory team on various aspects.

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METHODS FOR TRAINIG THE EMPLOYEES IN THE COMPANY
Saks (2015) states that the company can use various methods for training various categories of
employees for the achievement of training and development objectives.
Training methods for new employees
For the training of the new employees the company shall use
a) On the job training
Some of the on the job methods that can be used are:
Coaching method
The employees shall be assigned supervisors who shall perform tasks with the observation of the
employees who will emulate whatever they have seen.
Guidance
The supervisors monitor the performance of the employees and offer guidance where
appropriate.

TRAINING AND DEVELOPMENT PLAN 8
Training method for current employees
Benchmarking experiences
Some of the potential employees who might play some unique roles can be taken to successful
organizations where they can have a good opportunity of seeing how things are done and learn.
Directing
The management can appraise the performance of the employees and direct them on areas where
they are experiencing short comings.
Training method for managers and supervisors
Off the job method
Accoding to Muscat (2016) this is a very effective method for training top management team.
Some of the off the job methods are:
Computer Aided Instruction
This enables the senior managers to acquire some skills at the comfort of their homes through
using specific programs to learn.
Seminars and workshops
The managers and supervisors can be trained on various skills through seminars organized by the
company where they obtain knowledge from experts in different fields.

TRAINING AND DEVELOPMENT PLAN 9
Training equipment
The company shall use the following equipment for employees training
 Projectors during workshops
 Tutorials
 Company journal and magazine
 Circulars for the employees.
Training time line
The training shall be after two months to enhance efficiency of the employees in their various
areas of specialization which makes the organization achieve a sustainable competitive
advantage over other similar firms.
Training budget
The training budget shall be $2000 due to the short span between training periods for the
employees within the organization.

TRAINING AND DEVELOPMENT PLAN 10
CRITERIA FOR EVALUATING THE EFFECTIVENESS OF THE TRAINING
Change in production
An increase in production is a clear implication of the effectiveness of the training program
among the employees.
Evaluating performance against the objectives
The extent of achievement of the objectives by the employees is a clear indication of the
effectiveness of the training and development program
Tools for self-assessment.
Individuals shall assess their progress through self-appraisal and compare their performance
objectives with the results.

TRAINING AND DEVELOPMENT PLAN 11
TASK TWO
QUESTION ONE
Facilitation techniques that encourage team development and improvement
Such techniques are
Team involvement in decision making
Involving the members of the team in making some critical decisions in relation to various
subjects is critical as it enhances their critical thinking skills
Team spirit
The team should be encouraged to work in one accord as it enables individuals to learn from
each other facilitating their growth and development.
Question two
Staff participation in training
The training program and learning opportunities should involve all the members of the staff
because it enables them to acquire unique skills facilitating team development in the organization
and they acquire knowledge for formulating various policies that enhance the achievement of
organizational objectives.

TRAINING AND DEVELOPMENT PLAN 12
QUESTION THREE
Trainers should clearly understand the learning and development program goals and objectives
because of the following reasons
 Enhances effective evaluation of the effectiveness of the training and development
program by evaluation of the performance objectives and the results
 Enable them to provide effective training to the individuals which facilitate the
achievement of the organizational goals and objectives.
QUESTION FOUR
Some of the learning and development needs within the organization are
 Need for mastering of tasks by the employees in the organization.
 Need for developing leadership skills
 Need for time management when doing tasks
 Need for developing critical thinking skills among the individuals
QUESTION FIVE

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The following process can be used to determine training needs among the individuals in
the organization
Performance appraisal
The employees’ results are measured against the performance objective after which
performance gaps might be established
Job analysis
The skills required to perform a given task are established and employees who lack the
skills become possible candidates for training program
Organizational analysis
The overall performance of the organization in the competitive business environment is
established and areas of weaknesses addressed through effective training programs for
employees in that sector
Employees’ survey
Through a survey by the management, the area of weakness by the employees is
established and effective training program planned.
QUESTION SIX

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It is very important to record the training results so as to determine whether the training
plan can be incorporated into the organizational culture.
QUESTION SEVEN
The register should contain the training areas and scores so that when the employees
achieve various targets, the scores are marked hence their effectiveness can be measured.
References

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Lewis, E. (2016). Changes to local plan policies following adoption of the joint core strategy.
Little, G. (2017). Training Plan for OPD Authorized Facilitators: The Development Plan for
Certification OPDQF (OPD Qualified Facilitator).
Megginson, D., & Whitaker, V. (2017). Continuing professional development. Kogan Page
Publishers.
Morel, R. P., & Coburn, C. (2018). Access, Activation, and Influence: How Brokers Mediate
Social Capital Among Professional Development Providers. American Educational
Research Journal, 0002831218788528.
Muscat, R. J. (2016). The Fifth Tiger: Study of Thai Development Policy: Study of Thai
Development Policy. Routledge.
Saks, A. (2015). Managing Performance through Training & Development, (Canadian Ed.).
Nelson Education.
Sobzinski, J. S., Diogo, E. M., & Masson, G. (2015). EDUCATIONAL TRAINING AND
VALUATION POLICY: AN ANALYSIS OF THE DEVELOPMENT PLAN FOR
EDUCATION AND THE GOALS OF THE NEW NATIONAL EDUCATION
PLAN. REVISTA IBERO-AMERICANA DE ESTUDOS EM EDUCACAO, 10(4), 1212-
1233.