Job Training Proposal
Our employer, Playtime Toy Company, is experiencing a reduction in production and income. The problem seems to be targeted at the lack of communication between supervisors and employees. Employee productivity is at a low point. They have low moral and do not fully understand what is expected of them. Unclear messages, perception, selective listening is creating barriers to effective communication. The cost of ineffective communication can be great. Research indicates the average person only remembers 25% of what he or she hears. Studies have shown that poor listening skills are often the cause of mistakes and problems that costs organizations more than 1 billion dollars a day (Gaddis, 1999). A needs assessment was performed at the organizational level, job level, and personal level to pinpoint where the problem was originating. After the needs assessment was performed, we concluded that the problem area lied in the communication between supervisors and employees. The supervisor and employee must have identical understanding of what is expected. If there is doubt that the employee understands, have them give feedback of what was understood (Supervisor, 2000). Therefore, supervisors will be train
The posttest will be distributed after the training to see what was learned. A motivational speaker and an expert in communication and human resources training, will administer the conference. One will be given before the training to see what the trainees expect to learn and improve on. For our training, we will utilize definitions and elaborations for communication. This leads to a smooth, automatic response that requires little thought. Learning criteria, or the behavioral aspects, will be demonstrated after the training, in the form of an examination. The evaluated results will be used to measure the outcome of the organizations productivity. A tentative itinerary will be followed. They can either be tested with an exam or trainees can ask the trainer questions. The closer the stimuli are, the more the trainees learn and can apply to the job. The purpose of these meetings will be to receive negative and positive feedback from employees and supervisors after the training. This type of training reduces error. The second component of sequencing of training sessions is massed training or a long session over a short period of time, versus spaced training. In our training session the modeling method will be utilized through video to show proper work ethics derived by imitation and training. Third, identical elements or the responses are the same in the training as in a job situation.
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Acceptance Essays
