1. Alfred Walz
Human Resource Management
OMM618
Rachana Misraraj
July 7, 2014
]

2. Presentation Breakdown
1. Need assessment for training
2. Training objectives
3. Training proposal
a. Title and brief description of the program
b. Training objectives for each training tracks
c. Training methods
d. Training outlines
e. Training material
f. Evaluation plan

3. Need Assessment (1)
 New inductees always need “Familiarity
Training” for the office environment and
their job responsibilities.
 We therefore recommend a special
training module for all new inductees to the
organization. The details of the module will follow.

4. Need Assessment (2)
 For continuing employees, we suggest a robust method,
trainMEplease, for training need assessment.
 The method would take into account an employee’s
assessment at three different levels:
a. Organizational analysis
b. Task analysis
c. Individual analysis

5. Need Assessment (3)[trainMeplease]
 Our need assessment module for continuing employees
is robust and takes into account all possible aspects.
Senior’s
Feedback
Work
Efficiency Test
Performance
Output
Annual Report
Stess
Indicators
Behavior with
Colleagues
Organizational
Familiarity
Satisfaction
Levels
Need
Assessment
Indicator
trainMEplease

6. Training Objectives (1)
 We have formulated three different tracks of training
depending upon the need assessment and training
objectives.
a. Familiarity training- Is a basic training program that lets
employee’s be trained in their own working environment (Cox,
1993).
b. Technical training- “Is job-related, and it usually focuses on the
technicalities of the job” (Youssef-Morgan & Stark, 2012).
c. Surviving in office environment
 Each training module has different set of objectives.

7. Training Objectives (2)
Familiarity
Training
• Introduction to office environment.
• Introduction to organizational hierarchy.
• Brief technical introduction to the nature of work expected.
Technical Training
• Introduction to technical datasheets of all equipment in use.
• Hands on training on all equipment in use.
• Training with all the softwares in use.
Surviving in Office
Environment
• Pressure handling in tense environment
• Setting priorities to meet all deadlines
• Dealing with colleagues and seniors

8. trainMEplease (1)
 The title of our training proposal is “trainMEplease”
which includes all three types of trainings we have
mentioned.
 The proposal for the third leg (and the most important
one) is given in detail here in the coming slides.
 The program is targeted at the employees requiring training to
survive in the office environment. The need assessment for this
program is the same as explained already. Studies of ‘stress’
tend to be more applicable to specific workplace issues
(Michie, 2002.).

9. trainMEplease (2)
 Objectives of trainMEpleas0e:
• Stress management
• Meeting deadlines
• Working Coordination
Module 1
• Dealing with colleagues
• Keeping office order
Module 2 • Setting priorities
• Sharing work
responsibility
Module 3

10. trainMEplease (3)
 Training method:
 We propose an interactive training method with instructors
in the class with a bunch of attendants.
 It has been proved in many researches that interactive
method of training is much more effective as compared
with web-based or other PC based training methods.
 The justification for using class based interactive method of
training comes from various literatures.

11. trainMEplease (4)
 Training method’s justification:
 Murphy, L. R. (1984). Occupational stress management: A review
and appraisal. Journal of occupational psychology, 57(1), 1-15.
 Murphy, L. R. (1996). Stress management in work settings: a
critical review of the health effects. American Journal of Health
Promotion, 11(2), 112-135.
 Van der Hek, H., & Plomp, H. N. (1997). Occupational stress
management programmes: a practical overview of published
effect studies. Occupational Medicine, 47(3), 133-141.

12. trainMEplease (5)
 Training instructors:
 Since our method is based on interactive training with the
instructors, we stress the need for hire a good and
competent instructors for the said job.
 There a lot professional companies providing instructors for
stress management at office. Any of such good company can
be contacted for services.
 One example of such companies is: Mindtools.com

13. trainMEplease (6)
 Training instructors:
 Our method of training is largely dependant on instructor
and his ability to interact effectively with the participants.
 It is therefore important to pay a lot of attention to the
instructor and his abilities.

14. trainMEplease (7)
 Tentative training outlines:
a. Introduction to stress management
b. Why stress management is necessary for
better efficiency
a. Five stages of stress
b. Stress reduction when it becomes unbearable
c. Managing the ones who give stress
d. Controlling the damage of stress
e. How to become stress resistant
f. How to respond to a specific type of criticism

15. trainMEplease (8)
 Tentative training material
 Since we are proposing an instructor based training
program, the selection of material for the training should
be left to the excretion of the instructor.
 The objectives of the training should be given to the
instructor who should then decide which material to use.
 We however give here some of the text books and research
articles which can be used for this purpose.

16. trainMEplease (9)
 Tentative training material
 Finn, P. (2000). Addressing correctional officer stress: Programs
and strategies. US Department of Justice, Office of Justice
Programs, National Institute of Justice.
 Schabracq, M. J., & Cooper, C. L. (2000). The changing nature of
work and stress. Journal of Managerial Psychology, 15(3), 227-241.
 Goldenhar, L. M., LaMontagne, A. D., Katz, T., Heaney, C., &
Landsbergis, P. (2001). The intervention research process in
occupational safety and health: an overview from the National
Occupational Research Agenda Intervention Effectiveness
Research team. Journal of occupational and environmental
medicine, 43(7), 616-622.

17. trainMEplease (10)
 Evaluation Plan
 The most important task of any training activity is to
evaluate the attendants.

18. trainMEplease (11)
 Evaluation plan
a. We suggest to resort to the objectives of training for
evaluation purposes. We would like to evaluate with the
following categories.
i. Short-term evaluation
ii. Long-term evaluation

19. trainMEplease (12)
 Short-term evaluation
a. Short-term evaluation can be done by end of training
exams.
b. The exam will consist of two parts: the written and practical
exam.
c. Written exam will cover all aspects of training where
participants will be given intense situation to suggest an
outway from.
d. The practical exam will involve discussion between two
participants on matters creating troubles inside the office.

20. trainMEplease (13)
 Long-term evaluation
a. Long-term evaluation will be tested by the improvement of
the performance of the participants at their desks.
b. A monthly, six monthly and annual report cards of all the
participants will be compared before and after the training
to evaluate the effect of training.

21. References
 Cherniss, C. (1980). Staff burnout: Job stress in the human services (p. 18).
Beverly Hills, CA: Sage publications.
 Murphy, L. R. (1996). Stress management in work settings: a critical review
of the health effects. American Journal of Health Promotion, 11(2), 112-135.
 Cox, T. (1993). Stress research and stress management: Putting theory to
work (Vol. 61). Sudbury: HSE Books.
 Michie, S. (2002). Causes and management of stress at work. Occupational
and Environmental Medicine, 59(1), 67-72.
 Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource
management: Concepts, controversies, and evidence-based applications. San
Diego, CA: Bridgepoint Education, Inc.
This text is a Constellation™ course digital materials (CDM) title.