Running head: TRAINING PROGRAM PLAN

Training Program Plan

Tania Karney
AET/570
April 18, 2016
Dr. Gale Cossette

Running head: TRAINING PROGRAM PLAN

Training Program Plan
Part I Training Program Description

As a current employee at XPO Logistics, a vital piece to the success in adult

learning is proper training and staffing. The training program is intended to provide newly hired
employees with the necessary skills to provide quality services to our customers The main topics
that are covered in the training are policies and procedures, how to handle customer complaints,
and providing excellent customer service. The new hire training program is intended to provide
newly hired associates with the best training and technology there is in hopes of producing
exceptional employees. The plan is to provide an overall experience that each employee will find
helpful and resourceful during their employment. Each employee will have an opportunity to ask
questions as well as shadow seasoned employees to get a feel for the workflow. Our focus is to
help the new associate transition into their position and ensure that they are successful
employees.
Target Audience
Our target audience will consist of the trainer, the newly hired associates, and also the
team lead or department leads. After conducting an audience analysis we find it necessary to
include the selected group based on the fact that the new associates will have many questions for
the trainer regarding the company policies and procedures as well as the team lead/department
lead regarding their particular job description and expectation as a new associate.
Goal
Our goal at XPO Logistics is to ensure that each associate has the best possible training
experience that will allow them to be knowledgeable, helpful, and resourceful for our customers.

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Objectives
We feel by providing an extensive four week training course we will accomplish just that.

To teach our associates how to provide exceptional customer service

To ensure each associate is prepared for the production floor

To provide the necessary resources for each employee to be successful

Needs Analysis
A needs analysis is important to understand what changes are needed and other

factors that surround that need. It helps us to properly assess problems instead of just identifying
symptoms, and it helps us understand for what problems a training solution is the proper
approach. The analysis outlines measurable line items to follow in accordance with our training
program. These line items help us to meet each objective. A survey was conducted throughout
the company to see if employees felt that they could benefit from a new hire training program.
The data collected indicated that 75% of XPO employees felt that the training program would
have increased their knowledge regarding company policies and their learning experience would
have been beneficial to their current roles. Using information gathered from observations of
employee interaction with customers showed that those same employees did well in providing
customers with general information, but were unsuccessful in providing in depth information
regarding products or polices. 25% of XPO employees were efficient in providing accurate
information to their customers.
Based on the lack of knowledge displayed by employees, it was determined that the new
hire training program is a great need. The need for new hire training was also determined by

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feedback from employees during coaching sessions and town hall meetings. We feel by
incorporating strategies to help employees assist our customers this will have a positive impact
on adult learning as well as help employees overcome obstacles and achieve their goals.

Budget
CATEGORIES

EXPENSE

PERSONNEL
FRINGE BENEFITS

$23,000
$3,000

EXTERNAL STAFF
MATERIALS
TECHNICAL SUPPORT
EQUIPMENT
TRAVEL
FACILITIES
SUPPLIES
MISCELLANEOUS
Total:

$8,000
$160
$6,000
$1,700
$953.35
$2,500
$27.50
$5,600
$50,490.85

Budget Items with Explanation

REVENUE SOURCE

AMOUNT

PARENT COMPANY
EXTERNAL
STAKEHOLDERS
DONATIONS
GRANTS

$100,000
$10,000

Total:

$120,500

Budgeted Amount

$10,000
$500

Subtotal

Personnel

Training Manager Assistant

Full-time trainer 1x $100/hr. x 80 hrs.

$5,000
$8,000
$13,000

Fringe Benefits
- Total salaries x 30% (10,000 x 30%)
Medicare
FICA
Social Security

$3,000

$3,000
External Staff
- Training Manager1x $125/hr. x 80 hrs.

$10,000
$10,000

Materials
- Handouts 20 copies x $1.00/copy
- 2 3 Ring Binders 20 binders x $2.00/each

$20
$40

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-

Training Manuals 20 manuals x $5.00/each

$100
$160

Technical Support
- IT Coordinator 1x $75/hr. x 80hrs

$6,000
$6,000

Equipment
- Internet $35/day x 20 days
- Screen Projector $15/day x 20 days
- Copier/Printer $35/day x 20days

$700
$300
$700
$1700

Travel (Training Manager and Assistant)

- Mileage $0.55/mile x 97 miles (week)
- Lodging $135/night x 2 nights
- Meals $60/day x 3 days

$53.35
$540
$360
$953.35

Facilities
- Meeting Room Rental $125/day x 20 days

$2,500
$2,500

Supplies
- 1 Case of copy paper

$27.50
$27.50

Miscellaneous
- Breakfast and lunch allowance $10/day x 22
- Chef 1x $30/hr. x 40hrs

$4,400
$1,200
$5,600

Total Expenses

$42,490.85

Staffing Plan
According to Caffarella and Daffron (2013) Program planning staff members design,
conduct, evaluate, manage, and coordinate education and training programs (p. 270). One person
may take on all of these tasks or the tasks may be divided among a number of people, depending on
the size and complexity of the program being planned (Caffarella & Daffron, 2013, p. 270). At XPO
Logistics a structured training course is something that has never been implemented. As of now, we
feel that this will be a great way to test out our training plan and see if this is going to be effective

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moving forward. The staffing need for our training program will consist of the training manager,
training manager assistant, as well as a full time trainer.

Training Manager
The qualifications for the training manager position require the candidate to possess a
minimum of a graduate studies degree preferably in Adult Education and Training or Human
Resource Management with a concentration in Training and Development. The position requires 1015 years of experience in facilitating and program development, 5-10 years experience in
leadership/supervisory. The requirements also call for the person to have excellent communication
skills, personable attitude, and motivational skills. The training manager is responsible for
developing the training material, ensuring that the training is effective as well as the course being
user friendly. The training manager is responsible for overseeing the training program. Their role

is to provide a resource for the trainer in case there is any uncertainty regarding material or the
appropriate way the course should take place. The training manager has years of experience in
facilitating as well as program planning.
Training Manager Assistant
The role of a training manager assistant is to serve as a backup for the training manager in
their absence. This person should have the same qualifications s the training manager because there
isnt much of a difference in their roles. The trainer position requires a minimum of a 4 year degree.
This person should possess a Bachelors degree in Adult Education or Human Resource Management.

Full Time Trainer

The trainer is responsible for facilitating the material for the entire training course. The
trainer position requires a minimum of a 4 year degree. This person should possess a Bachelors

Running head: TRAINING PROGRAM PLAN

degree in Adult Education or Human Resource Management. The trainer should have a minimum on
5-7 years experience in facilitating and supervision. This person should also have experience in
delivering training material to new hires as specified by the training material. Supervising

associates performance and administers progressive discipline process while in training class.
Maintaining a level of technical proficiency in subject matter of businesses supported. The
trainer is responsible for ensuring that a level of proficiency in meeting instructional methods for
adult learning. Evaluates student performance and provide coaching and remediation conducting
performance appraisals; and coaching and developing associates,
The training course is divided into 4 hour sessions over the course of 4 weeks. Each
session is completed during the normal business hours of 8 am-5 pm Monday-Friday. With this
being our first structured training course at XPO our goal is to see if the duration of the training
needs to be extended to cover additional material or if the allotted time frame will be sufficient.
The training professional will spend the majority of their time ensuring that each trainee has a
thorough understanding of each section of the training manual. Over the next 4 weeks the trainer
will serve as a go to person while the trainees finish up their course. During the final week of
training the perspective managers will come in to introduce themselves and meet their new team
members.
Additional Resource needs
XPO Logistics hours of operation are 8-5pm Monday Friday and our off site training
will run between the same hours. There may be a need to bring a tech support staff member to
our training location to ensure that equipment is properly working.
Resource gaps

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The first week of training is expected to have a few hiccups and kinks. The training
manager and assistant are here to monitor the training to ensure that if any additional resources
are needed they will be added immediately.

Performance Evaluations
Performance evaluations are to be conducted on continuous basis throughout the training
program. The new hires as well as the training manager will be responsible for evaluating the
trainer to ensure that the course is on track. The training manager will survey the learners after
each module is completed to ensure that the trainer is and keeping the trainees motivated for
learning. The program will utilize Kirkpatricks model as a tool for providing the performance
evaluations.
External Resources
N/A

Internal Resource
XPO will reduce their training budget by utilizing their internal staff to fill all of the
training program requirements. The trainer was chosen to facilitate the training program because
of their qualifications and background. The trainer is a current employee of XPO Logistics,
recently promoted to the current role. The trainer previously worked as an HRM assistant for 6
years where she often conducted the on boarding procedures for new hires. The new hire training
program is a new program recently implemented with hopes of transitioning new hire employees
into successful long-term employees. Because the trainer has been with our organization for
quite some time she is fully aware of the organizations culture, policies, and employee needs.

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Training Program Plan Part V: Stakeholders and Goals

The matrix describes the goals of each stakeholder in XPOs New Hire Training program,
and how to build support from the stakeholders in order to produce a positive impact on adult
learning for the training program.
Stakeholders

Partnership Goal

Trainees

Commitment to attend
and participate in the
trainings.

Trainer

Responsible for
delivering training
material and providing
resources to the new
employees.

Training Manager

Develop training
material

Training Manager
Assistant

Assists the training

manager in their
absence
Provides financial
support

External
Stakeholders

Ways to build
Support

Producing
positive impact
on adult learning
Utilizes their time
Become more selfwisely to maximize
sufficient in
their training
solving problems
experience to learn.
on their own and
taking the
initiative to
acquire skills and
knowledge to
perform effectively
Build support by
Encourage adult
ensuring commitment learners to
to being available to
participate and
assist the new
contribute to the
employees when
learning
needed.
environment.
Ensure commitment
Produces positive
to a safe learning
impact on adult
environment.
learning by
keeping updated
learning material
on the employee
website
Offers support.
Partners with the
training manager.
Invests in the
organization
financially

Ensures funding is
available need for
continuous
learning programs.

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Part VI. Communication Plan

Marketing Message
Slogan
We are what we repeatedly do. Excellence, then, is not an act, but a habit. Aristotle
Fact Sheet
Who
Employees, Trainer, Training Manager
What
New Hire Training Program
When
April 18th-May 17, 2016
Where
Offsite training facility
Why
To provide newly hired associates with material that will increase their learning about the
company and procedures. By providing the learners with the tools and resources that will ensure
their success within the company.
How
By implementing the new hire training strategies learned throughout the training course

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Benefits
The New Hire Training Program will provide many benefits for each employee as
well as the organization, and the adult learners. The new hire training program is an important
component to adult learner and their success. The program will determine how effective adults
learn and retain information in a learning environment. This program has a direct impact on adult
learning and how productive adult learners are in the workforce. The following is a list of ways
the training program will benefit employees and the organization as a whole:

Employees will learn policies and procedures regarding the organization.

Productivity will increase because employees are properly trained and staffed.
Staying on top of your work will increases the employees opportunity for
advancement and promotes growth opportunities.

Promotional Channels and Materials

The purpose of this communication plan is to use marketing resources to reach the target
audience of trainees, the training manager, and the training manager assistant to encourage them
to participate in the New Hire Training Program. The communication plan will do the following:

Encourages employees to utilize positive resources learned in training

Persuade employees to implement strategies learned in training.
Reassures employees that the company supports them and is concerned with their

cares about their performance.

Encourages employees to put effort in their training experience
Show enthusiasm during each training session
Address any concerns of the employees

The communication plan is important for employees, management, as well as

stakeholders. The marketing plan will play a vital part in the success of the training program. An
effective marketing plan will develop and promote the success of the organization. This will also

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help to retain and increase the customer base within the organization. In order to reach a wide
customer base standard marketing tools as well as advance marketing tools are utilized. The
process should encourage employees to participate in the training program and open to changes.
Each week leading up to the training program we will send out a marketing promotion to
remind our new hires and training staff of the upcoming training program. We will communicate
via email, social media, and by phone to the. This will be to inform them of the training and will include
the fact sheet. The purpose of the communication is to advise the new hires of the reason for the training
and to encourage them to prepare for the program. Social media is a great way to reach a mass

audience in regards to promoting the training program. Email communication is an excellent way
to keeps employees abreast to upcoming training within the company.
Evaluation
Program evaluations are a resourceful method for collecting, analyzing, and processing
information to answer questions about program development, particularly about their value and
effectiveness. In most cases, stakeholders often want to know whether the programs they are
funding are producing the intended effect. Important factors to consider are the cost of the
program, how the program will benefit the company, if the program will help the company save
money in the end, is there a different alternative, and whether the program goals are appropriate
and useful. Training evaluations are necessary to determine the overall effectiveness of the
training program as well as any opportunities for improvement.
Evaluation results are based on multiple factors including participant feedback. After the
training is completed, assessments are given to participants to determine their level of
understanding regarding the training material. The training manager will be responsible for
developing surveys and assessments that will be used to collect the evaluation data. The

Running head: TRAINING PROGRAM PLAN

evaluations are intended to determine if the program is providing value to the organization and
employees or if its necessary to add additional resources and training. The evaluation rubric is a
great tool to utilize when assessing the effectiveness of the training program.

Evaluation Rubric

Exceeds Expectat Meets Expectatio

ions 100%-75% ns 74%-51%

Approaches Expectati Falls Below Expectations less

ons 50%-25%
than 25%

Kirkpatrick
Level 1
Reaction

The training
material provided
a clear
understanding of
the purpose and
the content was
clearly written.

Material was
accurate and
somewhat clear
and
understandable.

Material was vague and Material lacked content wasn't

difficult to understand. relevant to the job description.

Kirkpatrick
Level 2
Learning

100%-75% of
trainees
successfully
completed the
new hire training.

74%-51%The
majority of the
trainees completed
the new hire
training and
transitioned to their
new departments.

50%-25% of the
trainees completed the
new hire training and
transitioned to their new
departments.

Kirkpatrick
Level 3
Behavior

Trainees displays Trainee utilizes

effective usage of learning material
the learning
most of the time.
material

Category

Less than 25% of the trainees

completed the new hire
training and transitioned to
their new departments.

Trainee seems unsure of Trainees displays no usage of

how to effectively
learning material
utilize training material.

Kirkpatrick
100-75% of
Level 4 Results participants found
the training
material
effectively
increased
employee
retention rate,
increased
production rate,
provided higher
employee morale.

74-51% of
participants found
the training
material was
mostly effective
with increasing the
employee retention
rate, increasing the
production rate,
and providing
higher employee
morale.

50-25% of participants Less than 25% of participants

found the training
found the training material was
material needs more
ineffective.
research in order to
increase the employee
retention rate, increase
the production rate, and
provide higher
employee morale.

Attitude

Rarely is publicly
critical of the
project or the work
of others. Often has
a positive attitude
about the task(s).

Occasionally is publicly
critical of the project or
the work of other
members of the group.
Usually has a positive
attitude about the

Never is publicly
critical of the
project or the
work of others.
Always has a
positive attitude

Often is publicly critical of the

project or the work of other
members of the group. Often
has a negative attitude about
the task(s).

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about the task(s).

task(s).

Motivation

Employee is eager
to be a part of the
training process.
Employee is
motivated to assist
others when
needed.

Employee is
willing to assist
most of the time
with others.

Employee will assist

others if asked.

Employee is never motivated

to assist others. Employee
often complains and
discourages other learners.

Initiative

Employees
display the
highest level of
initiative
regarding the
learning.

Employee often
shows initiative
regarding the
learning.

Employee will show

Employees show little to no
initiative when coached initiative regarding the
by the trainer.
learning.

Engagement in Always prepared

learning
for each day and
material
readily engaged in
the learning
material

Prepared majority
of the time and
engaged in the
learning material

Participated minimal in Showed no engagement in the

the learning process
learning material

Professionalism Appropriately
uses new
application
effectively and
possesses a high
level of
professionalism

Displayed
Displayed minimal
professionalism the amount of
majority of the
professionalism
time

Disregards new application

displays zero amount of
professionalism

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Reference:
Caffarella, R. S., & Daffron, S. R. (2013). Planning programs for adult learners (3rd ed.).
Retrieved from The University of Phoenix eBook Collection database.
Creating a Training Program Communication Plan. (2016). Retrieved from
http://www.businessperform.com/workplace-training/training-program-communicationplan.html