i am writing a report on training and development (TND)program and i need a sample TND program to get an idea on how to write an effective report on this. thanks
From Sri Lanka,
From Sri Lanka,
SAMPLE T&D PROGRAM PROPOSAL
ABC CONSULTING/ TRAINING COMPANY PROFILE
ABC Consulting Services has been serving the business community since 1975, functioning as a resource to support companies in the realisation of their corporate objectives through the increased efficiency and productivity of their staff .
ABC designs specific training programs and workshops for client companies covering a wide range of individual and business development areas.
ABC maintains a selected staff of experienced consultants and professional trainers to respond to the changing needs of the marketplace. Close customer contact and personal involvement have been major factors in contributing to the long term relationship with our clients.
ABC Consulting Services is a recognized leader in the field of human resource development , Business development and corporate productivity throughout AustraliaAsia.
================================================
COURSE OVERVIEW
Managers do not work in isolation. They must develop the ability to influence individuals and groups to work towards attaining organizational goals. Increasingly organizations are recognizing the important role that effective interpersonal skills play in achieving these goals.
This workshop is designed to develop the personal insight necessary to lead, manage and interact with colleagues effectively and productively. Participants will have the opportunity to identify and practice the key skills of communication, motivation, delegation, problem solving and decision making so they can learn to maximize their own potential and that of their staff.
===========================================
LEARNING OUTCOMES
• Demonstrate a variety of techniques to strengthen team morale
• Identify the factors which contribute to effective leadership in the workplace
• Demonstrate a range of communication tools to establish credibility
• Delegate appropriately
• Negotiate and manage conflict constructively
• Counsel employees for performance improvement
• Build and maintain networks and relationships
===========================================
PARTICIPANTS
•First line Managers
• Team leaders
• Project managers
• Senior Supervisors.
Programme Benefits to the
Participants
•Bridges the gap between managers and staff to help solve people problems.
•Provides a system of supervision to master interpersonal skills.
•Builds teamwork and team spirit through group dynamics.
*Develops all ways communication for better performance.
*Gets leadership to reach your goals and behavioural objectives.
*Encourages training to save time and get better performance.
•Motivates the supervisor to get action and productivity.
•Encourages correct decisions quickly and effectively.
•Stresses self improvement for increased productivity.
•Creates and atmosphere of action for improved morale and employee job satisfaction
===============================================
People Management
Skills Program
Subject Overview
1 Analysing the subordinate's job.
What is a good job. What do you need to manage a team. Analysing the job. Developing the job profile. Developing the job specification and standards.
---------------------------------------------------------
2. Selection process.
Why improve the selection process. Job requirements and qualifications. Preparation for selection. Areas of probing. Planning for the interview. Conducting the interview. Rating the evaluation.
-------------------------------------------------------
3. Setting objectives.
Managing by objectives. Steps in managing by objectives. Establishing objectives. Developing measurable objectives. Written "objectives" statements. Conducting the objective setting interview.
-----------------------------------------------------------
4.Performance review and development plan.
Preparing for the interview. Importance of advance planning know you staffs performance positive feedback managing negative feedback. Causes of performance problems. Analysing performance problems and critical incidents. Conducting the development interview. Using probing questions. Handling the fear of change. Managing conflicts. Developing and negotiating a development plan.
----------------------------------------------------------------------------------
5.Counselling during the interviews communication skills.
-------------------------------------------------------------------------------
6.Managing by situational leadership influence.
Your leadership styles. Personal and individual factors. Situational factors. Assessing the various situations. Developing and adapting appropriate styles for effectiveness. Understanding staff readiness.
---------------------------------------------------------------------------
7.Managing by exception techniques.
--------------------------------------------------------------------
8.After performance review meeting.
Coaching for improved performance. Mentoring.
--------------------------------------------------------------------
9.Staff counselling and problem solving.
------------------------------------------------------------
10. Managing problem employees.
*Behaviours and intervention strategies.
-----------------------------------------------------------------
11. Motivating people through supporting communication.
*Praise. Positive reinforcement. Continuous feedback. Empowerment to spark exceptional performance. Enabling to bring out the best.
------------------------------------------------------------
12. Managing the change.
Changes in market, methods and organisation. Resistance to change. How to initiate change. Managers' roles in change. Communication in change.
------------------------------------------------------------
13. Managing diversity
--------------------------------------------------------
14. Assertiveness.
-------------------------------------------------------------
15. Delegation
==================================
OUR APPROACH TO THE TRAINING PROCESS
Learning Techniques Include:
Workshop activities
Problem solving exercises
Training videos
Case discussions/presentations
Role play simulations
On the job real life exercises during the phases
Of the program.
The Learning Process
While the emphasis is on learning practical knowledge and skills which can be immediately implemented back on the job, the participants will also find the programmes to be stimulating, motivational and fun.
The design of each workshop is such that the participants will be involved in problemsolving, syndicate discussion groups, practical case study assignments and the development of real life strategies to use on returning to their workplace. In effect, they are expected to bring their jobs to the classroom in order to deal with their day to day challenges. This approach results in higher level of involvement and motivation to learn and practice the attitudes and skills set as learning objectives.
ABC Consulting Services also supports internal reinforcement of training programmes though on job coaching by company management.
This is a key factor in the long term success of any skill learning programme, as lasting change requires the formation of new habits of thought and action which takes time and needs constant reinforcement.
The ABC approach is results oriented
PROGRAM IMPLEMENTATION
PHASE 1 [ 3 days ]
MODULES [ 1-4]
-on the job exercises phase 1 [ 3 nos.]
--------------------------------------------------
PHASE 2 [ 3 days]
Refresher on phase 1
Review of ‘’ on the job exercises’’ [ phase 1]
MODULES [ 5-8]
-on the job exercise phase 2 [ 3 nos ]
-----------------------------------------------------
PHASE 3 [ 3 days]
Refresher on phase 2
Review of ‘’ on the job exercises’’ [ phase 2]
MODULES [ 9--12]
-on the job exercise phase 3 [ 3 nos ]
PHASE 4 [ 3 days]
Refresher on phase 3
Review of ‘’ on the job exercises’’ [ phase 3]
MODULES [ balance of modules]
-on the job exercise phase 4 [ 3 nos ]
TELEPHONE FOLLOW UP ON THE PARTICIPANTS.
===============================================
Your Investment
Your company total investment includes the following:
• Research an structuring of materials.
• General consulting and discussions pre and post programme.
*Development of the program contents.
• Production of manuals.
• Facilitator's fees.
• Follow up assistance.
TOTAL FEES.
The above fee does not include the cost of hiring the venue, hotel accommodation for participants and facilitator, travel for participants and facilitator, hiring of equipment etc. which is the responsibility of the company.
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
260ABC CONSULTING/ TRAINING COMPANY PROFILE
ABC Consulting Services has been serving the business community since 1975, functioning as a resource to support companies in the realisation of their corporate objectives through the increased efficiency and productivity of their staff .
ABC designs specific training programs and workshops for client companies covering a wide range of individual and business development areas.
ABC maintains a selected staff of experienced consultants and professional trainers to respond to the changing needs of the marketplace. Close customer contact and personal involvement have been major factors in contributing to the long term relationship with our clients.
ABC Consulting Services is a recognized leader in the field of human resource development , Business development and corporate productivity throughout AustraliaAsia.
================================================
COURSE OVERVIEW
Managers do not work in isolation. They must develop the ability to influence individuals and groups to work towards attaining organizational goals. Increasingly organizations are recognizing the important role that effective interpersonal skills play in achieving these goals.
This workshop is designed to develop the personal insight necessary to lead, manage and interact with colleagues effectively and productively. Participants will have the opportunity to identify and practice the key skills of communication, motivation, delegation, problem solving and decision making so they can learn to maximize their own potential and that of their staff.
===========================================
LEARNING OUTCOMES
• Demonstrate a variety of techniques to strengthen team morale
• Identify the factors which contribute to effective leadership in the workplace
• Demonstrate a range of communication tools to establish credibility
• Delegate appropriately
• Negotiate and manage conflict constructively
• Counsel employees for performance improvement
• Build and maintain networks and relationships
===========================================
PARTICIPANTS
•First line Managers
• Team leaders
• Project managers
• Senior Supervisors.
Programme Benefits to the
Participants
•Bridges the gap between managers and staff to help solve people problems.
•Provides a system of supervision to master interpersonal skills.
•Builds teamwork and team spirit through group dynamics.
*Develops all ways communication for better performance.
*Gets leadership to reach your goals and behavioural objectives.
*Encourages training to save time and get better performance.
•Motivates the supervisor to get action and productivity.
•Encourages correct decisions quickly and effectively.
•Stresses self improvement for increased productivity.
•Creates and atmosphere of action for improved morale and employee job satisfaction
===============================================
People Management
Skills Program
Subject Overview
1 Analysing the subordinate's job.
What is a good job. What do you need to manage a team. Analysing the job. Developing the job profile. Developing the job specification and standards.
---------------------------------------------------------
2. Selection process.
Why improve the selection process. Job requirements and qualifications. Preparation for selection. Areas of probing. Planning for the interview. Conducting the interview. Rating the evaluation.
-------------------------------------------------------
3. Setting objectives.
Managing by objectives. Steps in managing by objectives. Establishing objectives. Developing measurable objectives. Written "objectives" statements. Conducting the objective setting interview.
-----------------------------------------------------------
4.Performance review and development plan.
Preparing for the interview. Importance of advance planning know you staffs performance positive feedback managing negative feedback. Causes of performance problems. Analysing performance problems and critical incidents. Conducting the development interview. Using probing questions. Handling the fear of change. Managing conflicts. Developing and negotiating a development plan.
----------------------------------------------------------------------------------
5.Counselling during the interviews communication skills.
-------------------------------------------------------------------------------
6.Managing by situational leadership influence.
Your leadership styles. Personal and individual factors. Situational factors. Assessing the various situations. Developing and adapting appropriate styles for effectiveness. Understanding staff readiness.
---------------------------------------------------------------------------
7.Managing by exception techniques.
--------------------------------------------------------------------
8.After performance review meeting.
Coaching for improved performance. Mentoring.
--------------------------------------------------------------------
9.Staff counselling and problem solving.
------------------------------------------------------------
10. Managing problem employees.
*Behaviours and intervention strategies.
-----------------------------------------------------------------
11. Motivating people through supporting communication.
*Praise. Positive reinforcement. Continuous feedback. Empowerment to spark exceptional performance. Enabling to bring out the best.
------------------------------------------------------------
12. Managing the change.
Changes in market, methods and organisation. Resistance to change. How to initiate change. Managers' roles in change. Communication in change.
------------------------------------------------------------
13. Managing diversity
--------------------------------------------------------
14. Assertiveness.
-------------------------------------------------------------
15. Delegation
==================================
OUR APPROACH TO THE TRAINING PROCESS
Learning Techniques Include:
Workshop activities
Problem solving exercises
Training videos
Case discussions/presentations
Role play simulations
On the job real life exercises during the phases
Of the program.
The Learning Process
While the emphasis is on learning practical knowledge and skills which can be immediately implemented back on the job, the participants will also find the programmes to be stimulating, motivational and fun.
The design of each workshop is such that the participants will be involved in problemsolving, syndicate discussion groups, practical case study assignments and the development of real life strategies to use on returning to their workplace. In effect, they are expected to bring their jobs to the classroom in order to deal with their day to day challenges. This approach results in higher level of involvement and motivation to learn and practice the attitudes and skills set as learning objectives.
ABC Consulting Services also supports internal reinforcement of training programmes though on job coaching by company management.
This is a key factor in the long term success of any skill learning programme, as lasting change requires the formation of new habits of thought and action which takes time and needs constant reinforcement.
The ABC approach is results oriented
PROGRAM IMPLEMENTATION
PHASE 1 [ 3 days ]
MODULES [ 1-4]
-on the job exercises phase 1 [ 3 nos.]
--------------------------------------------------
PHASE 2 [ 3 days]
Refresher on phase 1
Review of ‘’ on the job exercises’’ [ phase 1]
MODULES [ 5-8]
-on the job exercise phase 2 [ 3 nos ]
-----------------------------------------------------
PHASE 3 [ 3 days]
Refresher on phase 2
Review of ‘’ on the job exercises’’ [ phase 2]
MODULES [ 9--12]
-on the job exercise phase 3 [ 3 nos ]
PHASE 4 [ 3 days]
Refresher on phase 3
Review of ‘’ on the job exercises’’ [ phase 3]
MODULES [ balance of modules]
-on the job exercise phase 4 [ 3 nos ]
TELEPHONE FOLLOW UP ON THE PARTICIPANTS.
===============================================
Your Investment
Your company total investment includes the following:
• Research an structuring of materials.
• General consulting and discussions pre and post programme.
*Development of the program contents.
• Production of manuals.
• Facilitator's fees.
• Follow up assistance.
TOTAL FEES.
The above fee does not include the cost of hiring the venue, hotel accommodation for participants and facilitator, travel for participants and facilitator, hiring of equipment etc. which is the responsibility of the company.
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
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