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Creating a Training Plan for Your Business. "Increasingly I am realizing
that whatever we are involved in, in all aspects of our ...
... of the costs involved in creating, operating and ... your plans for hiring and training
your sales associates ... personnel, budget and procedures you plan to implement ...
... during their encounter with your business, you increase ... Creating training programs
that fit the business's budget and ... is no clearly defined plan for training ...
... competition, marketing strategy, personnel plan, break even ... goals, hiring staff,
developing, training, and motivating ... and brand, and creating and conveying a ...
... is room for improvement -- work on creating an innovative ... a critical area, identify
how you plan on compensating ... Whether it is additional training required or ...
Submitted by slitwin on April 29, 2006
Category: Business
Words: 795 | Pages: 4
Views: 393
Popularity Rank: 26,421
Average Member Grade: N/A (Add a Comment / Grade this Paper)
"Increasingly I am realizing that whatever we are involved in, in all aspects of our lives, ultimately the activity itself is about being in relationship. I believe this to be a fundamental truth about living our lives. What is clear to me is the potency of how we might wittingly or otherwise influence and guide, if not control, the other(s) in our relationships. This feels to be particularly true in the supervisory relationship given its innate power differences" (Bailey, C., 2004).
Too often, existing and newly hired supervisors/directors are left out of the training loop. Not only does this lack of training impair the supervisor/director, it can also harm his or her direct reports, leading to a lackluster organization. SMC is determined to improve the level of support and training our supervisors/directors receive, which will be demonstrated by our aggressive and comprehensive training program.
First, SMC had to identify the training needs of our supervisors and directors. This company has experienced a rather high rate of promotions based on sole contributor performance, rather than proven managerial skills. Often, this type of introduction to the management role can be overwhelming, and detrimental to the associate. To understand what type of training needs existed within the supervisor/director roles, SMC conducted assessments for each associate in these roles, regardless of their years with the company. The assessments conducted by Human Resources confirmed that supervisors and directors needed training in "softer" areas such as: Leadership, motivational techniques, and establishing exceptional communication skills. In addition, assessments also displayed the need for training in company strategy and vision, supervisor transactions, and Human Resource policies.
After identifying the training needs of supervisors and directors, SMC determined how the training would be conducted. Given SMC's desire to reach out to all...
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