Effectivetraining of managers could not take place as planned. The reason hasthat there were 10 hours needed for training managers on both the useof the new platforms as well as host of new compliance policies beingintroduced. Moreover, managers of could not commit themselves toabandon normal responsibilities just for some training. One of thechallenges noted was that large scale centralised training has notbeen done before by this company.
Trainingeffectiveness project tries to provide guidelines on how to conducteffective training sessions. The project also addresses theparameters to be considered to ensure all the participants attend thetraining. Potential stakeholders involved in the project includechief executive officers (CEO), managers and hosts of new compliancepolicies being introduced. Training effectiveness project also aimsat ensuring there is a holistic condition between the stakeholdersinvolved (Meredith& Mantel, 2012).
Oneof the objectives of the project is to ensure there is permissiveconcentration in the objective statement. The goal of the company isrolling out companywide compliance system. This objective should bevisually repeatedly stated throughout the training. Participants geta sense of direction. Benefits statements are important in training.As a matter of fact, this is so because it makes sure that individualin the training sees the benefits of the training. In short, itmotivates participants (Schmidit, 2008).
Anotherobjective of this project is to provide comfort to stakeholders.Breaks are very crucial during training. It will be appropriate ifthe training could be broken in sessions of about one hour per dayrather than holding training in one-ten hours session. Managers andstakeholders concerned will avail themselves for the training whenthis consideration is put in place. Long sessions may result that theparticipants end up concentrating more on the issue not related tothe topic of discussion.
Theproject also noted that the choice of training method is alsoimportant in training. There are those who favour training throughinteractive methods (quizzes and small group discussions),E-learning, hand-on training (coaching, apprenticeship anddemonstrations) or computer based training (CBT).
Duringthis era of technology, the most recommended method of training iscomputer based training (CBT). Instead of conducting face to facetraining, the company should employ the use of CBT. Computer-basedtraining is easy to use and apparently, they are often customdesigned. The stakeholders could opt to use CBT as it is an efficientway to develop and practice new skills (Meredith& Mantel, 2012).Every stakeholder will be present as training is done at his/her ownconvenience because there is flexibility. Performance of eachstakeholder is also measurable. What is promoted by this fact is thatthere is a possibility of tracking what each stakeholder has learnedthrough the computer. Therefore, the company should opt to use thistechnique to conduct training as it is more appealing to stakeholdersmore than the others.
Thesuccesses of above proposals can be evaluated using the followingways. How good stakeholders liked the training session is one of theways to evaluate the successes of the project. It describes howmotivated and engaged the participants are. It Mostly gives traineesthe stakeholders the opportunity to respond to the trainer on theadvantages as well as disadvantages of the session that is vital inproviding information that shows the specific areas of improvements(Hobbs, 2009).
Theother option of evaluating successes of the project is learning.Learning measures how much desired principles, techniques and skillstrainees learned in the training session. In order to evaluate whatthe trainees learnt in the training session, one is advised to knowwhat they knew before training. The third mechanism to evaluatesuccesses of the project is the observation of trainees behaviourchange on training. The goal here is to see how magnificent traineesincorporate learned principles, skills and knowledge on theiroccupation that is, the impact of the training on compliance systemon their occupation (Schmidit, 2008).
Thefourth assessing technique is results evaluation. This measurefocuses on the results of training on the company in terms ofincreasing quality as well as reducing absenteeism and turnover.There is a method that is best considered to be effective in theevaluation of the successes of the project. This method is beingreferred to as ROI (Return on Investment). ROI gives the trainer dataabout the financial impact training sessions have on the company. Itdiffers from the other methods of evaluation in that this methodtakes into consideration non-financial data such as employeesatisfaction (Schimidit, 2008). Return on Investments deals strictlywith the financial impact of training. Considering that the companywants to introduce compliance system, the objective of the initiativeis to make additional profit.
MeasurableOrganisational Value (MOV) can be defined as the same tool to thepopularly known Return on Investment (ROI) concept which is commonlyused term in project management. Ascertaining the measurable MOV ofthis project, the objectives have to be measurable, provide value tothe organisation and to be verifiable (Hobbs, 2009). The MOV of thisproject can be discovered by auditing company financial reports.Therefore, MOV is done primarily to determine the profit the companyaccrues from the introduction of the compliance system.
Inconclusion, an effective training session can be conducted whenfactors such as methods of conducting training, coordination of allstakeholders, concentration on objectives, evaluation of thesuccesses of the project, as well as ascertaining of MOV areimplemented.
Hobbs,A. (2009). ProjectManagement: efficient Managers.Dorling Kindersley Limited.
Meredith,J. R., & Mantel, S. J. (2012). Projectmanagement: A managerial approach.Hoboken, NJ: Wiley.
Schmidit,A. (2008). StrategicProject Management Made Simple: Practical Tools for Leaders.New York: John Wiley & Sons.