The document discusses training trainers for a new human resource development program. It addresses issues to consider when training and coaching trainers, such as peer training, coaching, and mentoring. Ensuring motivation and transfer of training are also discussed. The document suggests providing demonstrations, testing knowledge, and involving trainees to ensure an effective and efficient training session. Finally, it recommends keeping the session on track and allowing breaks to avoid inconveniences.

1. Running Head: Week 8
1
Running Head: Week 8
2
Week 8
Eddie Feliciano
Rasmussen
Author Notes
This research is being submitted on November 28, 2013, for
Eddie Feliciano B250/LBS2030 Training and Development
You have agreed with upper management to provide a "Train
and Coach the Trainers" element for your new HRD program.
Discuss what issues you will need to be concerned with in order
to effectively and efficiently train and coach the trainers.

2. Discuss issues that may arise pertaining to such things as: "peer
training", "coaching", and "mentoring." How can you ensure
motivation connected with the training topic? How can you
ensure "Transfer of Training"? Suggest follow up training topics
which may help to ensure trainees remain up-to-date in their
abilities and skills connected with the topic.
Coaching is a sure way to strengthen the communication
between the staff and their employees. This helps to outline
performance, thus increasing the chances of the employee’s
performance actions to meet the desired expectations. To
effectively train and coach the trainers, a number of issues have
to be observed. Informing the trainees the subject to be covered
in the training session, including a brief highlight of the subject
to be covered is one of the concerns. Ensuring that there is
demonstration of procedures and a relation of all the relevant
information that trainees need to know ensures effectiveness of
the session. Testing and giving quizzes also facilitates training,
the trainees will be keen and as a result give back valuable
information as a matter of giving contribution to the topic.
Involving the trainees in such activities as interactive
questioning to let them share their knowledge is also a way of
ensuring effectiveness and efficiency of the session. Analyzing
the session as training proceeds gives you a view of what works
out best, thus a way of promoting effectiveness. Finally,
keeping the session on track is very vital. Make sure to keep
time as scheduled to avoid inconveniences, be part of the group
and involve them in one to one conversations having frequent
breaks throughout the session.
With such issues as “peer training”, coaching and mentoring, a
more informed and interactive staff is brought up which have all
the necessary technical skills, interpersonal skills and also self-
developmental skills.
To ensure mentoring in relation to the training topic, the trainer
should remain very clear and to the point throughout the
training session. Engaging the audience through such activities
as discussion forums in which they are given a chance to

3. contribute motivates them as they feel a part of the program.
Running Head: Week 7
1
Running Head: Week 7
2
Week 7
Eddie Feliciano
Rasmussen
Author Notes
This research is being submitted on November 22, 2013, for
Eddie Feliciano B250/LBS2030 Training and Development
Training oriented to the task of filling the skill gap requires
patience and understanding of the exact skills lacking in the

4. personnel. The two office personnel presented by the vice
president Cindy Kramer, lack workplace competencies that
relate to the vast changing technology field. The training topic
would be most helpful to these two personnel, as it will help
them appreciate the individual skills that they contribute to the
company despite their weaknesses. This training will enable the
two personnel to identify their strengths in performing their
work and will show them how they are unique to the company
on a team-based approach. The training will also steer them
towards learning new skills from other personnel who are
skilled in new technology, while stressing on the need to share
skills and learn from others. While turning focus on Maria, her
relatively limited English-speaking skills despite being the most
valuable employee in the company and the sensitivity her job
position bares upon the need for effective communication. The
training remedy for Maria would be encourage her to take part-
time English classes at the same time organize a support
structure whereby the other workers would be requested to
communicate with her in an educative fashion, and to exercise
patience with her as they communicate during operations. Maria
will benefit from the above suggestions, as she will be relieved
of the pressure to learn quickly as the entire staff will support
her.
Running Head: Week 6
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Running Head: Week 6
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Week 6

5. Eddie Feliciano
Rasmussen
Author Notes
This research is being submitted on November 16, 2013, for
Eddie Feliciano B250/LBS2030 Training and Development
Fleet Trucking Training
Welcome to fleet trucking training
The following will be covered:
· Orientation into new systems
· Workplace motivation
· New employees induction
This session will be important to new employees for:
· Induction
· Socialization
Sessions will be chaired by human resource manager
WELCOME!!
Running Head: WEEK 5

6. 1
Running Head: WEEK 5
2
Week 5
Eddie Feliciano
Rasmussen
Author Notes
This research is being submitted on November 09, 2013, for
Eddie Feliciano B250/LBS2030 Training and Development
List of objectives.
This list will focus on a simple task of welcoming guests into
the front office of the company, objectives will include; formal
greetings, courtesy in welcoming clientele, good communication
skills, and hospitality in accommodating them within the
business premises.
Preparing a lesson plan

7. The training will take two weeks each having five business
days. The first week will focus on understanding the different
types of clientele and their cultures. The second week will focus
on welcoming skills, courtesy requirements and hospitality
techniques to be used in the business premises.
i. Week 1- Introduction and brief outline of the training course.
Objectives and expected outcomes of the training course will
me mentioned here. The need for sensitivity towards different
clientele races, cultures will be emphasized on during this week.
At the end of the week, the trainees will undertake a weekly
assessment test to evaluate what they have learned.
ii. The training for the second week will focus on sharpening
the welcoming, courtesy and hospitality skills of the trainees.
They will watch videos on hospitality and perform mock run
tests to evaluate the improvement of their skills.
Training methods and media
The training will utilize a classroom approach with a facilitator
who will be responsible for the training. In addition, an open
forum approach will be utilized in the last week of the training.
Training media will include charts, pictures and video depicting
hospitality techniques. This will give the trainees a real time
example of the task they are required to undertake.
Running Head: WEEK 4
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Running Head: WEEK 3
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Week 4
Eddie Feliciano

8. Rasmussen
Author Notes
This research is being submitted on November 03, 2013, for
Eddie Feliciano B250/LBS2030 Training and Development
Task
Person
· Task: Preparing accounting records and financial statements
· This task involves creating accounts entries for all assets,
liabilities and capital items. From these accounts entries, the
accountants balance them off and post the balance to the
financial statements. These financial statements include income
statements, statement of financial position and the statement of
changes in owner’s equity.
· The task needs all the expenses, purchases, revenues receipts
as they are the original materials of data entry.
· They should have the computers and ledgers used to compile
these financial statements.
· There are two areas which need training needs assessment.
These two areas are time management skills of the accountant
and the communication skills.
· Communication skills of most accountants are not the best
ones required for optimal result achievement in an organization
and so they need enhancement.

9. · On the area of time management, most reports are not got
when needed and thus accountant will need to improve on this.
One important data source which is vital and will be used for
this need assessment is through job descriptions. This will be
necessary as they will allow study of all the responsibilities
entailed in a certain job. It also leads to understand the
employee responsibilities and their expectations on the job. This
understanding will then identify the areas of weakness and
strength and thus a rationale will be developed which will lead
to thorough supervision and training (Gupta, 2011).
The training will be useful to accountants in order for effective
performance of their duties. The type of program which will be
needed is individual as not all the accountants are having this
problem, but some identified few. The challenges on the way
will be technical, meaning that the finding the trainers will be a
painstaking as good trainers are rare. Another challenge is the
costs involved in training facilities and materials. The challenge
of cost can be overcome by using the company’s already
existing premises (Cekada, 2010).
References

10. Cekada, T. L. (2010). Training needs assessment. Professional
Safety, 55(3), 28-33.
Gupta, K. (2011). A practical guide to needs assessment. Wiley.
com.
Running Head: WEEK 3
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Running Head: WEEK 3
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Week 3
Eddie Feliciano
Rasmussen

11. Author Notes
This research is being submitted on October 27, 2013, for Eddie
Feliciano B250/LBS2030 Training and Development
To: The Vice President (Cindy Kramer)
From: Eddie Feliciano
Date: 10/27/2013
Re: Training Adult Learners
Educators have determined that most adults, adolescents, and
children learn best by experiencing a blend of activities that
promote the three learning domains: cognitive, affective, and
behavioral. Adult learning is so much important for the
company because of many reasons. Adults are motivated to put
time and energy into learning if they know the benefits of
learning and the costs of not learning. They have a self-concept
of being in charge of their own lives and being responsible for
their own decisions, and a need to be seen and treated as being
capable of taking responsibility. Their experience is a resource
for themselves and for other learners, and gives richer meaning
to new ideas and skills. Adults learn when they to choose to
learn and commit to learn. The desire to learn usually coincides
with the transition from one developmental stage to another and

12. is related to developmental tasks, such as career planning,
acquiring job competencies, and improving job performance.
We have mainly three learning styles: visual, auditory and
kinesthetic. So it is essential to know the learning styles of each
individual learners because it helps to make him or her learn so
effectively and rapidly.
Visual learners need to see an instructor’s facial expressions
and body language to fully understand the content of a lesson.
They tend to sit at the front of the classroom to avoid visual
distractions. They tend to think in pictures and learn best from
visual displays.
Auditory learners learn best through lectures, discussions, and
brainstorming. They interpret the underlying meaning of speech
by listening to voice tone, pitch, and speed and other speech
nuances. Written information has little meaning to them until
they hear it.
Kinesthetic learners learn best through a hands-on approach and
actively exploring the physical world around them. They have
difficulty sitting still for long periods of time, and easily
become distracted by their need for activity and exploration.
Adult learns when he needs it but in case of child or young have
the curiosity and much learning interest. Adults learning style
might be different from the young because of their experience.
The individual learning needs can be handled by know the
learning styles of each separately.
The training will seek to address adult trainee characteristics by
using the latest techniques of training abilities like ISD model
and Kolb’s learning styles. The awareness of the terms like
Trainability, Motivation, Perception of the work environment
and Personality and attitudes are so much important for
effective training program and it helps to develop skills within
the trainee.
It is important to plan to meet each learner's individual learning
style needs in the design of the program by the Kolb’s model.

13. The Kolb’s model comprises four stages—Diverging,
Assimilating, Converging, Accommodating. The analysis
design, development, implementation, and evaluation and is a
systems approach to instructional design in that it views human
organizations and activities as systems in which inputs, outputs,
processes and feedback and control elements are the salient
features.
Running Head: WEEK 2
1
Running Head: WEEK 2
2
Week 2
Eddie Feliciano
Rasmussen
Author Notes
This research is being submitted on October 19, 2013, for Eddie
Feliciano B250/LBS2030 Training and Development

14. Week 02 - What Do You Expect?(10 points)
Explain the expected outcomes once employees have attended
the training program you are designing. Submit a short report
addressing the following issues:
Outcomes: Explain the types of outcomes and the effects on
employee motivation toward doing the job duties being targeted
in the training. (In Chapter 2 of your textbook, refer to the
section on "Motivation.")
Performance Expectations: What type of improvement do you
hope to see in performance after the employees have attended
the training? (Show where this skill improvement fits in the
overall chart of "Employee Behavior" in Figure 2-1 of your
text.)
Job Enrichment: How will this training assist with job
enrichment for the employees? (See "job enrichment" in Chapter
2.)
KSA: Explain how your training will assist with the employees'
knowledge, skills, and abilities to conduct their job duties. Why
is this important? (Refer to the discussions of KSAs in Chapter
2.)
Answer
In any industry organizational success is mostly dependent
on its work force. Many
companies mistakenly believe that employees are only seeking
financial benefits from their
jobs. So they have not paid any attention of training or
employees motivation. Lack of

15. employee training is not only a mistake of employee’s retention
and satisfaction but it also
has unfavourable consequences for the company’s business. .
Business success depends on
how well employees are performing their duties and how much
customers satisfy with them.
For the purpose of employees motivation I have organised
training on the issue
How to appropriately answer a business call
My employee training and development program have a
wonderful effect on employees
motivation. Following benefits has been achieved by the
training program
· Increased employees Morale
· Positive interpersonal relationships
· Positive customer relationship
· Competence to adapt to changes
· super innovation
· Improved company’s image
· Improved efficiency and productivity
After the training program we have observed
· Improved employees communication skills, both in the verbal
and written areas
· Improved computer knowledge which is most important in
this technological era
· Improved customer service so that the company is going
highly successful in client relationship.
· Reduction in organizational conflicts and Improving personal
relationships
· Flourishing skills in buying, selling, quality management,
standards of quality, benchmarks and so on.
· Low Employees turn over
As the result of more training employee’s satisfaction will

16. high, instead this less training
reduce employee’s satisfaction level. All the companies that are
using training and
development as a business strategy, and they have higher job
satisfaction rates as compared
to other companies in the industry. They are well aware of high
employee satisfaction
because they target along with applicants, turnover and new
hiring’s. So as the results of this
type of program employees got more satisfied because they
aware that company are making
such a large investment on them.
As the results of my training employees understanding of
each and every aspect of
customer handling is increased and they will go smooth for their
daily work performance.
This training program develops their confidence, efficiency and
as well as decreases the cost
of production, which helps the organization to maximize its
profits. This enables the
company to provide employee better salary, packages, bonuses
and other facilities.
So there are many types of trainings that can be scheduled
on the basis of requirements
of the company. Continued improvement training is only one of
the patterns which can also
be used to refresh the knowledge and skills of already trained
employees on regular basis.
Running Head: WEEK 1

17. 1
Running Head: WEEK 1
3
Week 1
Eddie Feliciano
Rasmussen
Author Notes
This research is being submitted on October 16, 2013, for Eddie
Feliciano B250/LBS2030 Training and Development
Memorandum
To: Fleet Trucking Upper management
From: Fleet Trucking Manager
Date: Oct 16, 2013
Subject: Employees Training

18. Training is considered an essential part of any successful
business because by effective training and development
employees of a company will acquire the capabilities to perform
their jobs more effectively. Training is connected with
employee’s performance and retention. By writing this memo I
want to draw your attention on a very important issue that office
personnel are not apparently trained about their job duties. So
as you know without proper training they will not reach their
full potential and higher levels of productivity will never be
achieved unless they are properly trained. A poorly trained
work force will go with poor performance and results are costly
mistakes.
There are many reasons for employees training like
· Effective training will increase productivity and employees
will be able to provide better quality service and product as
well.
· Employee turnover will be reduced. When company will invest
on employees it will prove them that company is interested to
improve their skills and they will stay longer with us.
· It will decrease Supervision need
· Training will increase the ability to cope with new
technologies.
· Work-related injury/illness will be controlled
· Employee’s morale and job satisfaction will goes up,
· It will Enhance company image, and risk management
While it is always possible to improve all the areas of a
company, but there are some areas that aren't performing up to
the right standards so after a deep study i have selected one of
them which are immediate need training i.e.
How to appropriately answer a business call
It is very important to correct this and encourage employees to
perform at their level best.

19. Good customer service is always considered the life blood of a
business. So Phone answering skills are very critical for
businesses. It is still consider business’s primary point of
contact with customers. And the way in which employee answer
company's phone will form customer's first impression about
business and company as well. So need to learn how to answer
the phone properly and win business:
In order to do this, employees training is necessary. Middle
management is my main point of focus for this training.
Through training sessions, they will learn important tactics
about phone handling like promptness, greetings,
Acknowledgment, Pleasantries, ending and why they are so
important. I hope you will allow me to conduct this training. I
hope it will give 100% results. Please grant me permission so
that I will prepare my training plan accordingly and conduct a
needs assessment before launching training.
Sincerely
Eddie Feliciano