Training Proposal for Insurance Legal Department

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If I were in charge of training in my department, I would develop a training program that would reduce the number of transaction errors by implementing a “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance.” (Aamodt, 2013, p. 284) It is essential for an organization to train its employees to enable higher success rates amongst them and more balance between them with all possessing a learned higher level of knowledge and skills to aid them in highly efficient and effective performance. “If you want to outperform the competition, you have to out-train them.” (Hood Crecca, 2005, p. 1). This has been my professional M.O. to outperform the competition and to continually change and adjust with society and technology.
Training methods can be accomplished by performing a few fun knowledge quizzes (pretests and posttests); implement a survey to identify training needs or customize a training need in order to develop an individual’s desire for further responsibility, promotion, or even cross-training to cover positions when necessary. Training would then actively commence with the employee through a process of one-on-one coaching, modeling techniques, feedback, and assessing method with the motivation and desire to learn emulated by the employee. It is also important to hire the right people, who are motivated, passionate, and desire to be the best that they can be at their jobs.
First, it would be important for me to conduct a training needs assessment that “includes an organizational analysis, task analysis, and person analysis.” (Aamodt, 2013, p. 320). The purpose for this assessment would be to determine if any training is needed within the organization and what type of training w...

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...aining expense). (Aamodt, 2013, p. 316). It is also important to evaluate training results on a regular basis to determine if they can be improved or continued, and whether they provide “significant increased performance or affects positive changes in behavior.” (Aadmodt, 2013, p. 314). By providing updated and resourceful training throughout the year, every year, it provides organizations an inexpensive, in-house method of maintaining a high performing work force that will maintain sustainability of the organization in the competing industry.

Works Cited

Aamodt, M. (2013). Industrial/Organizational Psychology. Wadsworth Cengage Learning. Belmont, CA.
Hood Crecca, D. (2005). Chain Leader. Pal’s Sudden Service combines technology with hands-on training to drive results. Retrieved from: http://www.foodservice411.com/clmag/archives/2005/02/training.asp

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