Supervisor Training Program
The Supervisor Training Program is a necessity that this company has. Since we are rapidly expanding, we have more people that we must integrate into our company. These people need to be introduced to our culture and be trained on the things that are needed to make this company successful. In the past, we have sent our supervisors to public seminars and conferences. However, now we have the opportunity to develop a program that helps our supervisors to continue to grow and improve. This program will help management throughout this company build a culture based on engagement, empowerment, and innovation. The program will be learner centered instead of event driven. In order to develop the Supervisor Training Program the development planning process must take place.
Development Planning Process
The development planning process “refers to a system to retain and motivate employees by identifying and helping to meet their development needs” (Noe, 2013). This process can be used in the internal hiring process. When brining internal employees into the supervisor training program this process will motivate the employees so they will continue to grow within the company. The morale of the overall company will improve when employees are chosen internally for the supervisor training program. This process has four steps to it; they are self-assessment, reality check, goal setting, and action planning. Self-assessment identifies the improvement that is needed from the employee. The company can provide testing that shows the strengths, weaknesses, interest, and values of the employee. Reality check is when the employee determines which of the needs can be developed realistically. The company can create a performanc...
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...t. This method would allow upper management to see the feedback as well as the success of the program and the improvements that can be made for the next training program. (Noe, 2013)
Leadership Development Program
All in all, the supervisor training program will benefit the company. This program will be good for the development of newly hired and internal employees. The development planning process can help with the development of the internal employees. Since we are training in house the training program will be learner centered. The skills learned in this training will help the trainees succeed in the supervisor role. The different methodologies used to teach the trainees will ensure that the material is retained. Evaluations will be done on the supervisor training program. This will provide the company with feedback and improvements for future training programs.
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
The goals include training on leadership. The objective is for management to gain the proper skills to effectively lead teams, resolve conflicts, and better their management abilities. The training will address employee turnovers to low wages, effective communication strategies, and effective leadership. Management will become more strategic in selecting the right candidates to fill positions. The knowledge and skills attained will be that managers will become better leaders by becoming more empathetic. Employees will begin to feel appreciated and become more motivated. As a result, the company’s morale will be boosted and there will be less consumer complaints about bad customer service.
Once an officer feels the need to make a difference in his or her organization, they have the option to level up in the ranks and become a supervisor. Becoming a supervisor comes with a plenty of responsibilities and benefits that contributes to a good work/life balance. With this in mind, being a supervisor also comes with a great deal of responsibilities such as having to make a schedule that accommodates officers as much as possible, handle complaint whether it’s from employees or non-employees, and/or report to a supervisor above his or her level. Not to mention, due to being supervisors being the authority figures of organizations, having a better schedule and a higher salary, it looks appealing to the subordinate staff.
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
...izations tuned to success in the 21st century know they will be operating in a shifting environment. They are well aware that information both individual and organizational will be a key success area. In this area of continuous change, 360° feedback becomes an invaluable tool to not only stay current, but to always grow the cutting edge of the skills needed to thrive. 360° feedback can also be a quick and easy way of conducting training needs requirement. By keeping track of the skills needed and the proficiency levels shown, training departments can rapidly and accurately examine the subject, content, and frequency of their program curriculum. What used to take days can now be done in hours. Perhaps more than any other tool, 360° feedback promotes continuous learning and growth because it is designed and intended for repeated, not single, use (Martınez. 2007).
When organizations plan to conduct training they first begin with a training needs assessment (TNA). According to Cekada, “a training needs assessment is defined as a process to determine whether training is the right solution to a workplace problem” (Cekada, 2010). This process includes gathering information from managers and stakeholders to determine training needs for further organization development. Within a needs assessment there are three parts: organizational analysis, person analysis, and task analysis. An organizational analysis involves determining the appropriateness of training given the company’s business strategy, its resources, and support by managers and peers for training
In today’s business world, supervisors must have a unique skill set that includes being able to communicate well with others, having the ability to effectively coach others, understanding the dynamics of working through others, and possessing performance management skills that allows them to handle changes in a positive manner.
Training should be conducted under the supervision of a trained officer of the company who
In conclusion, each of these strategies will be used to not only assist the company but to better inform those perspective employees, once they finish with this learning module they will better understand how the company works, but they will also know that if they become an employee that they will be respected, informed, all supervisor will have an open-door policy if a problem arises and that their skill will be a value to everyone involved and comfortable in their workplace.
The HR manager can use the five step analyze, design, develop, implement and evaluate (ADDIE) training process to introduce a program that will be effective. There will be strategic training needs analysis to train employees to fit future jobs. Current needs analyses train current and new employees. Task analysis identifies specific skills training needed. The HR manager after the analysis the designs the training program with its objectives, delivery method and program evaluation. Then the manager will implement the training with on the job training where the person learns while doing the job and , apprenticeship training where the employee becomes skilled while having formal and on the job training. There can be formal lectures, programmed learning, audiovisual training and use of electronic media training
On the basis of the identified needs, we can set goals on when to develop those skills, what are our intended results and the strategies to achieve them. My personal and professional development plan on the basis of the identified development needs is as follows:
Through self development program employees will gain carrier growth, become competence, multi tasking, high confidence level, self esteem, good teamwork, had a vision, motivation and appetite in the journey for self development.
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.