Project Proposal

 

 

 

 

 

 

 

Training Project Proposal 

 

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Table of contents

Foundation. 2

Executive Summary. 2

Background of the Problem.. 3

Analysis of the Problem.. 4

The Project 6

Target Population. 6

Rationale and Goals. 6

Learning Objectives. 8

Evaluation Strategies. 9

Overview of the Training Solution. 10

Program Outline. 10

Required Training Resources. 11

Capabilities/Our Qualifications for the Training. 13

Conclusion. 13

References. 13

 

 

 

 

 

Training Project Proposal 

Foundation

Executive Summary

Companies worldwide face challenges in their operations because of decreased levels of expertise needed to register high productivity. This implies that there is an expertise deficiency in employees thus causing organizations to register enormous losses.  Insufficient skills lead to strained economical conditions in the operations of a business: decreased production, low quality products, poor service delivery and accidents in the workplace that put the lives of workers and other people in jeopardy thus upsetting the business. Other situations include committing of costly errors and taking time correcting the errors by the administration (Franklin, n.d., p. 1). Consequences include high financial costs for each year for the organization resulting from reasons such as the absence from work, retraining, and lose of clientele. 

Normally, organizations in such situations would replace the incapable employees; then again, that choice is limited because of absence of skilled individuals.  Today’s education systems are producing dynamically less competent workers. The organization has no better alternative other than train its own workers in order to boost production and reduce overhead costs (Franklin, n.d., p. 1). Equipping employees with the fundamental business skills is now popularly becoming an essential need for businesses geared towards high profitability. This paper recommends that organizations incorporate employee-training programs especially for manufacturing organizations in order to address skill deficiency in workers.  It will use valid data from credible sources of information including publications, journals and website to achieve this objective. 

 

Background of the Problem

The company’s shareholders put their money in the business with one specific goal, which is to realize enormous returns, and they must pressurize the company’s management appropriately. The shareholders communicate their demands by threatening to replace the management team and constant appraisals of the organizations fiscal performance records.  The management understands the requirement to realize profitability as a guarantee of job security. This necessitates viable and proficient management of the organizations resources including assets and labor in order to establish a framework for immense productivity. This includes creation of products and services with least wastage of resources (D.E., n.d., p. 1). The shareholders and management feel that training workers for a specific goal overhauls the profitability of the business whilst reducing expenses incurred due to incompetency.

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The organizations creditors have applied more pressure on training employees because of the firm’s high level of deferred payments thus requiring management that is more effective.  Normal operations of organizations are subject to a number of inconveniences because of the non-expert nature in which workers perform their duties. This creates unnecessary conflict, which is different from non-facilitative situations such as stress.  The organizations clients also contribute to the pressure on employee training by openly displaying their disappointment, which they say is decayed.

Analysis of the Problem

For the business to register high productivity, the labor must be powerful.  A powerful labor places more emphasis on the essential features that the organization lacks.  The organization has to deal with wastage on immovable assets including time and financial resources due to wrong use of raw materials. Employs waste a considerable amount of time on straightforward tasks. Additionally, some basic tasks require the input of several employees in order to be executed successfully. An expert would have taken less time to complete each task without assistance thus saving time and resources, which can be used in improving performance in other areas. The employees present low levels of coordination and cooperation whenever performing tasks. The consequences of these problems display in poor quality products because of lack of communication between system methodologies. This increases risks of errors in the value of final products (LE, 2010, para. 3).

The managers are also not powerful enough in the production processes due to failure in actualizing practical work coordination methodologies that guarantee high production. Because of all the flaws in the production processes, considerable amount of time is lost, and this spreads across all segments of operations, which require longer periods of rectification.  The aforementioned features also mean total labor production measured. These features also mean that the total productivity of labor, measured by the number of units successfully completed over specified timeline, being very low (LE, 2010, para. 3). The organizations employees are non-acquainted with the revamped technology employed in order to enhance production and reduce expenses. 

These proposed offers review of features in order to establish a culture of hard work with minimal supervision and effective communication between different stages of production, effective supervision and less wastage in resources.   The technique of developing the recommendations serves to realize the aforementioned beliefs. The recommendations shall center on the problems delineated above.  Training is imperative in developing the right business culture, and ensuring smooth congruity in the organizations operations.  Training programs are necessary in enhancing business operations because the market keeps changing and these requiring regular improvements.  Training provides a viable parkway for such overhauls, which is helpful in the procurement of vital information required for smooth production.  It creates a general consciousness of the business setting in which the organization operates, thus furnishing pragmatic abilities for workers to exploit in order to improve their performance and general output (Giffin, 2007, p. 3).

The management noted that the organizations culture and routines were not yielding any viable results and thus needed enhancement in order to go hand in hand with the company’s objectives.  The management approached a number of organizations with comparative projects and, upon conviction of the constructive effects, it had on workers decided to introduce in-house training as a convenient way to solve problems.

The Project

Target Population

The training program suggested should target the in all workers organization and heads of each departments involved in the operations and support of the company’s operations namely, the Personnel Manager, Raw materials manager and operations manager.   Training shall be undertaken in shifts to avoid disrupting operations in the company.

Rationale and Goals

The training is reckoned to infuse in the managers, supervisors and workers a culture that facilitates smooth operations in the organization, a culture that centers on the accomplishment of high productivity for the organization, workers and clients.  This is vital in light that the management has conceptualized to the competent workers with focus on attaining the company’s objectives.  Absence of an efficient training program would mean a prevalence of the existing problems including time wastage, resources wastage, reduced customer loyalty and low profits (Long, n.d., p. 12; WES, 2000, p. 2). The shareholders and owners of the business ought to see the achievements of the company, and that training is a great stride in establishing frameworks necessary for prosperity.

This training targets a number of objectives. The first objective of training is to change the mindset of workers towards work to a more focused result oriented and committed mindset.  This would make the workers have a yearning to advance their potentials in the operations of the organization thus resulting in higher and better quality production. The second objective of training is to enhance production through efficient operations. To achieve efficiency in operations means increasing output within a short timeline whilst utilizing less resources to avoid wastage of raw materials. Skilled utilization of technology to train workers on unique and ultra modern technology that enhance productivity is imperative segments in training programs (Long, n.d., p. 12). A third objective of training is to create strong contracts and relationships between workers and their seniors as well as amongst workers in order to facilitate cooperation and coordination especially when disseminating information during the process of production. 

 

 

 

Learning Objectives

The training program ought to have the following

1. Attitude towards tasks: The fulfillment of this objective ought to enable works to:

·         Appreciate the significance of having a favorable mindset about work

·         Commit them enthusiastically and willfully towards activities assigned in production.

·         Rate output in production at a personal level. 

2. Work proficiency: Completion of training out to prepare workers to:

·         Appreciate the need for high value products and a purpose to generate them through production.

·         Learn how to use resources with minimal wastage.

·         Learn how to manage time in order to beat production deadlines.

·         Learn how to use latest innovations to ensure efficient production of high value products.

3. Workplace communication: Completion of this training out to prepare members for the following:

·         Appreciate the need for effective communication during production processes.

·         Learn how to communicate with colleagues and seniors efficiently

·         Learn how to create associations that are favorable in realizing high productivity.

4. Product value: Completing of this part ought to prepare workers for the following:

·         Appreciation for the value of producing an exceptional product

·         Know the dos and don’ts, the particular methods required for high quality production. 

5. Knowledge and Research: completion of this training prepares managers and supervisors for the following:

·         Appreciate the need for understanding of market trends and other changes in the industry.

·         Understand the different strategies in the accomplishment of such knowledge.

·         Understand how to utilize information in adjusting the company’s production in order to boost competitiveness.

6. Workplace safety: Completion of this training prepares workers for the following:

·         Acknowledge the need to uphold safety in a working environment.

·         Understand diverse ways of upgrading safety in the workplace

·         Understand measures to take in case of security break in the working environment.

Evaluation Strategies

The assessment of the suitability of training ought to happen at the same time and after the training program. During the training program, standard tests, face to face interviews  provides general report on the performance of the workers, the observation of trainers shall be used in the formation of an idea of progress for each participant after the training. After the training, the participants may be screened disposition, output and other comparisons before, during and after the training (TP, n.d., p. 264). Standard tests may include: what actions are indispensable for proficiency in the workplace? What technology or innovation is appropriate for a particular operation in production? What courses of action are necessary in order to produce high value products? What information from industry research is relevant in enhancing the company’s production in order to produce competitive products? How can employee build good working associations with colleagues and his/her seniors? What measures should be undertaken in order to guarantee safety in the workplace? Trainers may ask other questions they deem appropriate.

The trainers shall monitor the trainees during the training process to assess their personalities and attitudes towards work. They will conduct interviews at a personal level during the training. This is important because the trainers will know how to modify the program in order to tailor it to suit the needs of each participant. Trainees can use face-to-face interviews to seek clarifications on areas they do not understand. Different techniques may be used during the assessment process including writing self-evaluation reports and by use of checklists prepared by trainers. The trainers shall continue to evaluate the participants five months after the program to assess their progress (TP, n.d., p. 264).  

Overview of the Training Solution

The training program shall be scheduled to take about four hours every midday of the week for four weeks. To avoid disruptions of operations in the company and to make sure the employees grasp what they are taught, the participants shall be divided into three groups. Every group shall comprise of a member from each department.  Each group ought to undergo training process one of the three afternoons or training week. This will ensure there are no disruptions of operations during the training process. The first two hours of training will comprise of theoretical instructions, while the rest of the hours will be used for discussion, presentation and practice as well as simulation of other trainings that the trainers find appropriate.

In the second week, the trainees ought to visit a workshop in the company where they will meet experts who talk about a number of topics related to the training. Trainers ought to arrange a visit to one of the busiest and most successful firms in the region for practical lessons. The trainees ought to convince the trainers that they have understood everything they have learned during the training process before taking the final test.

Program Outline

The training program should be outlined as follows:

1.      Introduction of the entire program, the relevance, substance and requirements.

2.      Description of attitudes towards work and the need for proficiency

3.      Illustration on how to handle different situations related to efficiency and attitudes towards work. 

4.      Description of the values of good quality products measures on how to improve them.

Required Training Resources

In order to implement training program effectively, other resources are required. To begin with, there are materials used for guidelines and demonstrations. Also required are adult training materials for use by trainers.  These will aid in developing better training approaches for employees since the setting is different from that of a school. Handouts are necessary since most information the trainees receive during the training is largely based on research. In addition, a variety of viewpoints from different experts is necessary for the participants to comprehend issues. Given that very little time is allocated for the training programs, the handouts will also play a major role in providing detailed information other than that provided by trainers during the sessions. Training will also require offices for shelter, a board to write instructions, charts on various topics and other graphical representations for discussions (TP, n.d., p. 265).

Another set of resources is required in order to train employees successfully. These resources include software and hardware. Electronic facilities such as computer, video phones, air conditioning and projectors shall facilitate effective communication in order for the program to run smoothly (TP, n.d., p. 265).  Computers guarantee that information is easily stored and retrieved whenever required. Electronics shall also facilitate communication between guest speakers, trainers and trainees thus eliminating the need for writing on papers. Writing is a disadvantage because not all handwritings are illegible. Technology also makes it easier for trainers to reproduce information for a large number of trainees. Videophones on the other hand make it easier for trainers and experts to communicate to trainees in case they are unable to physically attend the training session.  Air conditioning equipments are necessary because they help circulate fresh air in the hall to avoid stuffiness. All these electronics are necessary to enhance comfort during the training process.

The training system requires an expert capable of facilitating the training process successfully. Every stage in the program including planning, preparation, training, evaluation requires employment of the right personnel (TP, n.d., p. 265). The personnel required include technology experts to facilitate right usage and maintenance of electronics and health experts in case of medical attention.

Qualifications for the Training

We are a proficient and experienced team of trainers with enormous presence in countries including the United States and United Kingdom.  We boast of decades of training and will be celebrating our 24th anniversary in the business in September this year in those two countries. We also have a huge presence in other nations including Germany and Italy. Our trainers are highly qualified and experienced individuals chosen through a strict selection process after a through training process. Their expertise has enabled us provide our clients with invaluable services, expertise that will highly be beneficial to this project.  We have 600 trainers all capable of working anywhere.

Conclusion

This paper suggests training program for a company that is encountering huge loses and low productivity because of ineffective operations.  The assumptions made in this paper are that the reasons for low productivity include lack of the needed expertise and poor supervision requirements.

References

Defining Efficiency (DE), (n.d.): http://media.wiley.com/product_data/excerpt/23/04703760/0470376023.pdf

Franklin, M. (n.d.), Basic Skills Deficiencies at Work: Perceptions of Small and Large Employers:  http://sbaer.uca.edu/research/sbida/1993/PDF/03.pdf