In this you will get the answer of the following questions which is very useful for success in training plan
Some items that you may consider are:
• How would you set up training?
• Would it be classroom or Web-based?
• How long, and how consistent would the training be?
Your training plan may include, but may not limited to:
• Procedures, processes, and protocol.
• New hire training.
• Mentoring.
• Resource manuals.
• Product training—for example, provide a description of what it would consist of.
2. Training Plan 2
Training Method
On the Job Training
Classroom Training
3. Training Plan 3
Process
Set of Objective
Instructional Design
Validation
Implementation
Evaluation
4. Training Plan 4
New Hire Training
Learning environment
Provide taken time to learn new concepts
Encourage to adopt new skills
Offer individual feedback to participants
5. Training Plan 5
Mentoring
Provide instruction to the trainee
Assist in achieving career goals
6. Training Plan 6
Resource Manuals
Training manuals and books
Wall charts
7. Training Plan 7
Flash Cards
Visual Cards
Boards
Classroom
8. Training Plan 8
Time Frame Work
Two hours per day for one month will be
sufficient.
It will help to maintain employees’ interest in
training programs.
9. Training Plan 9
Product Based Training
It focuses on training the sales person on the
product features, functions, speeds and feeds.
It includes competitive positioning, elementary
objection handling.
10. Training Plan 10
References
References
Exploring the training process. (2003). Retrieved November 01, 2010,
from
http://www.healthlink.org.uk/PDFs/training.pdf
Hallier, J & Butts, S. (2000). Attempts to advance the role of training:
process and context.
Employee Relations 22(4). pp. 375-402.
Higdon, H. (2005). Marathon: The Ultimate Training Guide. USA: Rodale.
Mathis, R, L & Jackson, J, H. (2008). Human Resource Management. USA:
Cengage Learning
Pike, R, W. (2003). Creative Training Techniques Handbook: Tips, Tactics,
and How-to's for
Delivering Effective Training. Canada: Human Resource Development.
Wickman, L.E.(2008). Best Methods for Product-Based Training
http://www.growthresourcesinc.com/news/News65.pdf
Editor's Notes
To decline turnover of the salespersons and to increase sales, training method play a fundamental role. For sales representatives, on-the job training method would be used by the firm. In this way, classroom training technique can be used by the firm to deliver the required knowledge and skills to the salespersons. It will include assembling live sales calls in a “virtual office” environment (Mathis & Jackson, 2008).
Online is a good option for the basics, but classroom training for the salespersons would be done more beneficial for the firm. It would give an opportunity to employees to ask any question or query that they will have. Also they can get better understanding on processes and procedures of the training plan. Selling is about communicating effectively and learning effective communication skills, face-to-face communication would be required (Higdon, 2005).
In the present business scenario, training process is also an important part of the firm in terms of organizing effective and strong training plan. The firm would develop a clear and well defined training strategy as well as objectives. It will direct and drive all the decisions that would be prepared especially for training decisions. For making effective and success of the planed training plan, different steps would be designed (Mathis & Jackson, 2008).
Need analysis of the training in the firm would be included as a first step in the training process. Instructional design in terms of collecting relevant data would be introduced as a second part of the training process. Validation, implementation and evaluation will be other steps of the training process (Exploring the training process, 2003). With the help of this training process, the firm will develop a sturdy and valuable training method. It will support the firm to increase sales and decrease salespersons turnover (Higdon, 2005).
New Hire Training
At the time of hiring new employees, it is essential for the firm to provide training to new hire employees. In this way, on-the job training would be provided by the firm to new hire employees. Company would engage their new employees with senior employees for providing training to them (Mathis & Jackson, 2008). So, new hire training program would provide the following opportunities:
Create a comfortable learning environment, acknowledge that new concepts take time to learn, encourage people to practice new skills during the class, offer individual feedback to participants, welcome questions and provide timely and give accurate answers to new employees (Hallier & Butts, 2000).
Mentoring
To work without any problem, it is important to aware about goals of individuals’ and organizations’. In this manner, mentoring programs play an important role (Pike, 2003). To make successful of the training plan, mentoring process would be developed. In this process, practical ways to build a good relationship and recognize the changes of the implemented training plan would be included. In this step, mentor would provide instruction as well as advice to face them and doing work in proper way (Higdon, 2005).
Resource manuals
To make success of training program, its content also plays a central role. Contents of training and mentoring program can be described as follow:
Training manuals and books: Training manuals and books are usually the main source of information for trainers and trainee. These would be included as resource manuals. It would help trainers to get access to the expertise and knowledge of other people (Pike, 2003).
Wall charts: The firm would use pictures, diagrams or graphs that are put on a wall as a part of training manual (Mathis & Jackson, 2008).
Flashcards: A series of cards, with words or pictures, which are shown to a group to stimulate discussion, would be used by trainer or the firm.
Visual aids: Pictures, drawings, photographs, pictures cut out of books or magazines or other visual aids would be used by the firm to provide the training to new or old salespersons (Pike, 2003).
Boards: Boards are the content that shows written statement of training functions. Trainer would use boards to demonstrate the instructions and other information to the trainee.
Classroom: Classroom is the place where the training and mentoring programs will run successfully. It would be also used as a resource manual (Mathis & Jackson, 2008).
Time Frame Work
Time frame work of training and mentoring programs indicates the needed time to complete training program. Long time frame work will be cause of loss workforce as well as minimum use of resources that may cause of low production (Mathis & Jackson, 2008). So, two hours per day for one month will be sufficient for training time frame work. It will not a long time and it will help to maintain employees’ interest in training programs. It will turned result into good for the organization in manner of enhancing learning skills of employees (Mathis & Jackson, 2008).
Product based training
Product based training focuses on the training of salesperson on the product’s features, functions, speeds and feeds. It would include competitive positioning, elementary objection handling. In this training, the way of selling to product would be taught to the new hire employee (Hallier & Butts, 2000). It would incorporate seldom the processes, methods and approaches introduced in sales training sessions. There will be a great opportunity to get the high results in sales by incorporating sales training into the product training.
