Signature Assignment: Training Program Plan

Training Program

Denielle Allen

AET/570 Program Development in Adult Education

May 13, 2017

Professor Gregory Dlabach

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Signature Assignment: Training Program Plan

Part I: Training Program Description

The training program will focus on implementing social media in recruitment practices.

Our recruitment team is tasked with selecting top talent to fulfill the business needs of our clients

we serve. Integrating social media along and the appropriate technologies throughout our

recruitment department will enhance or our continued success and expansion to a globally and

diverse audience.

Scope of Training

Our recruitment team will learn techniques to use social media and technologies to

interact and engage diverse candidates globally. Collaboration internally in a social learning

environment at any time of day. The training program will teach our recruitment team methods to

utilize social media and technology to search, screen and select diverse candidates. As well as

share knowledge, ideas, and problem solving techniques used.

Intended Audience

Our recruitment team will receive training on how social media is used to overcome

geographical barriers. Social media used as a tool to expand options in selecting diverse

candidates will strengthen our organization ability to meet the business needs of our clients we

serve. The audience the training program designed for consist of our internal recruitment team,

external business partners and clients.

Program Goals

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Signature Assignment: Training Program Plan

The goal of the training program is to implement tools and resources that will develop the

skill set our recruiters need to effectively perform in their roles. In addition the goal of the

training program is ensure our recruitment is robust and up to date with current technologies and

trends in recruitment practices. The programs final goal is to create a social learning platform

which fosters peer to peer communication, knowledge sharing, and collaboration in a convenient

informal environment.

Program Objectives

The objectives are to recruit diverse, qualified talent globally, through using social media

and technologies. Recruiters will utilize technologies such as mobile devises, laptops which

provide convenience and assess to learning materials. Recruiters will learn to use social media

and technologies to overcome geographical barriers and time zones. The training program will

present a new platform that our recruitment teams can be proactive in their learning,

teambuilding skills which will improve the organizations success.

Part II. Needs and Gap Analysis

A 60 day timeframe a needs analysis was conducted to gather data on the current

recruitment practices in place. This data was used to ensure that training designed will have

meaningful impact on job performance and organizational productivity. The training developed

will teach recruiters the skills that is transferable to their day to day responsibilities in their roles.

The identified techniques applied to reach determination were:

Observations

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Signature Assignment: Training Program Plan

The observations of how current recruiters are filling the open requisitions assigned to

them. The job boards recruiters are selecting to post positions and select candidates from. The

skill sets, locations, and diversity of candidates recruiters found on the selected job boards were

compared and analyzed as a whole. All interactions and communication tools used were

observed and analyzed.

Questionnaires

An anonymous and electronic questioner was distributed to the entire recruitment

department. Areas of focus were if current tools and their usefulness. Tools recruiters felt were

needed, and willingness to try out new tools that will improve ability to perform. Interest in

developing new techniques to fill and post job requisitions. Final area of questions were based on

the wiliness or lack of to implement social media and technologies into the recruitment process.

Individual were asked questions to gather insight on their current awareness and usage of social

media both personally and professionally.

Informal Interactions with Colleagues

The informal interactions between recruiters within the organization identified that the

current team collaboration and communication is effective and supportive. Informal interactions

among peers identified as an effective and resourceful learning tool. Colleagues regularly share

their experiences and findings with each other.

Needs and Gap Analysis

Based on the evidence compiled and analyzed from the observations, anonyms

questionnaires and informal interactions among colleagues a need has been identified for a

training program implementing social media and new technologies to improve performance.

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Signature Assignment: Training Program Plan

Evidence from observations, informal interactions, and questionnaires shows a need to capture,

store and share peer findings will benefits other recruiters. Observations conducted of electronic

communications will improve with training on new technologies. Questionnaire responses reflect

an overall willingness to usage social media and technologies to gain access to a diverse

population.

Part III: Budget

Expense Categories Cost Supporting

Facts
Personnel $9,000 13 staff members

Fringe Benefits $0
External Staff $7,000 consulting
Materials $350 flyers, posters, postage
Technical Support $0
Equipment $500 mobile devises
Travel $400 facilitators only
Facilities $200 water, coffee, sodas
Supplies $100 promotional materials
Miscellaneous $0
Total Expense $17,550

Income Estimates Amount

Clients $10,000
Community Organizations $6,000
Grants $8,000
Donations $4,000
Total Income Estimate $28,000

Personnel

The training program will primarily utilize internal resources. Our internal Learning and

Development Team and the Director of Recruitment will aid in design and delivery of training,

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Signature Assignment: Training Program Plan

overseeing all related training sessions, materials, and schedules. Administrative support staff

will be assigned to task prior to training, during and after. Our internal IT team assigned to this

project will oversee all technical needs of design, implementation and evaluations.

Fringe Benefits

None

External Staff

In addition to internal observations and evaluations, we will bring in an outside

consultant. To insure we have a fresh perspective from the outside of the organization, the

training program will be closely monitored for effeteness by outside consultants. All facilitation,

course content, and design will be observed and evaluated on an ongoing basis. Therefore the

consultants hired to monitor training development and performance will oversee the project on a

projected 12 month timeframe.

Materials

Training will be conducted in both traditional classroom settings and online. Facilitators

will have flyers, handouts, learning materials, presentations and exercises for distribution.

Internal materials and supplies to create course content are available. Posters will be posted in

common areas of the buildings. Additional funding for unexpected expenses will be allotted.

Technical Support

The training program requires minimal technical support. Our internal IT department is

fully staffed and capable to support the project. No funding will be necessary.

Equipment

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Signature Assignment: Training Program Plan

Our Learning and Development department is prepared with the equipment necessary to

conduct hands on social media training utilizing laptops. Handheld devises will need to be used

for traditional classroom sessions, in group projects. The facilitators will have access to utilize

our internal training rooms, projectors and conference lines as needed. In addition facilitators

will have access to internal printers, copiers and scanners for instructional materials.

Travel

Facilitators are expected to travel to various locations in their assigned area, for trainings

that will be held in traditional classroom setting. All mileage, public transit, and meal expenses

will be reimbursed.

Facilities

Internal facilities will be used.

Supplies

Supply needs anticipated are minimal, a small amount of funding will be allotted for promotional

materials and any unanticipated needs.

Miscellaneous

None

Income Estimates

The training program is designed to ensure our recruitment team is robust and current in

utilizing technology and social media to recruit diverse candidates. In efforts to provide our

business partners with qualified, diverse and professional talent to help them meet their business.

No fees will be charged to our recruitment staff, attendance is mandatory. Funding resources will

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Signature Assignment: Training Program Plan

come from the clients we serve, community organizations. Our grants department will also

continue to solicit and apply for annual grants and donations received from women owned

business and business owners that support adults with disabilities win the workforce.

Part IV: Staffing Plan

Staffing Needs

The social media and technologies staffing plan is designed to ensure the appropriate

resources are in place to execute an successful adult learning experience that meeting the

business needs. With a combination of internal and external resources the training will be held

online and some face to face facilitator lead instruction to support a positive impact on the adult

learning experience. A description of the positions, skill set and qualifications are outlined;

3- Learning and Development Consultants; Responsibility and Skills Required

40 hours per week. Minimal of 5 years experience; Responsibilities will include program

development, selecting best evaluation methods for training programs and project management.

Skills: Facilitation experience and social media awareness and expertise.

1-Recruitment Director; Responsibility and Skills Required

40 hours per week. 7 years experience, Responsibilities and skills requirements; talent

management, curriculum design. Implement strategies that meet business needs,

6-Recruiters; Responsibility and Skills Required

40 hours per week. 3 years of recruitment and facilitation experience. Ideal skills public

speaking, computer savvy, team building and problem solving strategies in adult learning.

3- Legal Analysis; Responsibility and Skills Required

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Signature Assignment: Training Program Plan

30 hours per week. 10 years corporate legal risk experience, required skills: Partner with

Recruitment and Learning and Development Leaders to address legal risk and impacts of training

program.

3-Administrative Support Staff; Responsibility and Skills Required

40 hours per week. Provide administrative support to training leaders and participants.

Skills and experience required; Effective communication skills, calendar management,

coordination of training schedules. Administrative support will be responsible for ensuring all

scheduling, travel, facilities, and training sessions.

Internal Resources:

The social media and technologies training program will utilize our internal staff. Our

learning and development team will aid in the training design, development and implementation

process. The Director of Recruitment and recruiters selected will facilitate trainings and creation

of materials used for each session. Our legal team will assign resources to monitor program from

start to finish. Last the training program will utilize our administrative support to fulfill

operational needs of the training program.

External Resources:

Outside consultant will be used to observe, analyze, and evaluate the training program to

ensure goals and objectives are met, and adequate resource allocation to training program. The

consultant will identify areas of concern with the director of Learning and Development and

recruitment leadership team.

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Signature Assignment: Training Program Plan

Strategy to fill resource gaps

The learning and development team will monitor and assess the training program throughout its

entire duration. Additional recruiters will be added if necessary, to assist with face to face

facilitation. The training program is designed to have two traditional classroom trainings and the

remaining online. An external consultant will be brought on to address any areas that may be

overlooked or unidentified by internal staff. Recommendations of consultant will be basis for

training modifications by in-house resources.

Staff performance evaluation

The director of recruitment, learning and development leaders will evaluate their assigned

staff throughout the training program. The performance evaluations will focus on high volume

areas of questions, problems and techniques used to address them. Staff performance evaluation

will also be based on participants transition and usage of new technologies, platforms in

completing day to day task. Staff evaluation will be conducted to determine trainings overall

effectiveness for learners and business objectives. Training staff performance evaluation will

following Kirkpatrick evaluation models 4 phrases, Kirkpatrick, D. L. (2008).

Level 1- Measure how training attendees feel about the trainings usefulness in improving

their recruitment options and techniques.

Level 2- Evaluation of what was learned, skills developed or improved because of

training program.

Level 3- Measurable job behavioral changes as a result of training; are recruiters

interacting more frequently, are ideas and problems being solved through usage of information

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Signature Assignment: Training Program Plan

available on social media platforms, are mobile devises being used outside of business hours that

are positively impacting adult learning and meeting business goals.

Level 4- Results; Are our recruitment team utilizing skills learned in training, has our

candidate pool expanded to new geographical areas, are we placing diverse resources in open

positions our clients have. Last are communication and coaching skills from our trainers and

support staff helping participants with new methods to increase departmental productivity and

teambuilding efforts.

Part V: Stakeholders and Goals

Stakeholders Partnership Goal Ways to Build Support

1) Learning and Provide learning models, Design and revise content and delivery to impact
techniques that will positive adult learning out comes
Development expand recruitments
practices and company Consistently provide frequent opportunities for
expansion feedback from recruitments staff and program
participants
2) Recruitment Utilize communication Create an encouraging and safe learning environment.
and coaching skills in
Leaders facilitation using new Demonstrate patience and user friendly practices and
technologies. methods to incorporate technologies and social media in
day to day operations.

3) Legal Support Inform and direct training Provide real life examples of legal problems companies

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Signature Assignment: Training Program Plan
program leadership staff
throughout all phases of
program.
Effectively inform staff of
legal risk in business
communication within
recruitment practices
4) Business Partners Improve on expanding the
diversity of the
organization
5) Administrative Staff Provide support to
increase training
participants productivity.
Provide support to
increase positive
experience.
Part VI: Communication Plan
Slogan: Diversity Creates Dimension in the World (Lawless, 2017).
Logo:
faced due to improper social media usage.
Collaborate with learning and development staff in
curriculum design of legal risk scenarios and
simulations. Business language that is discriminatory
free and legally safe in
Support business practices that attract and retain diverse
staff.
Encourage employee communication skills, cultural
awareness, and social media etiquette
Schedule employee trainings and provide participants
materials before sessions for review.
Utilize internal sources to arrange and prepare all
logistic to achieve flawless training delivery sessions,
both in face to face sessions and online.
Inform participants in electronic communications using
new platforms and technologies that will be utilized in
training program.
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Signature Assignment: Training Program Plan

Image Retrieved from: http://www.ericgarland.co/wp-content/uploads/pix/2012/10/diversity-inclusion.jpeg

Fact Sheet

Who: Recruitment department, business partners and clients we serve.

What: Social Media and Technologies Training Program

When: May 2, 2017

Where: Offices located in San Francisco CA, Charlotte NC and Scottsdale AZ

Why: Leveraging social media and technologies to expand globally, diversify organizations, and

expand flexibility and social learning

How: Implementing social media platform to engage, interact, and collaborate

Marketing Message

The social media and technologies training program is designed to expand the

organization to a diverse and global audience. The communication plan will provide our staff and

stakeholders the information on the benefits and instructional practices of the training program.

The marketing message of the social media and technologies training program will be
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Signature Assignment: Training Program Plan

Benefits

This training program will position our recruiters with the skills, tools, and basic

techniques to develop a multi-cultural candidate pool. Social media platforms will allow

recruiters to seek, screen and select candidates from various backgrounds and locations. In

addition the platforms are free and will accumulate minimal cost.

Technologies such as laptops and mobile devises will be used as during the classroom

trainings. This hands on usage during instruction to raise awareness and familiarity with tools.

The mobile and other portable devises will positively impact the adult learning experience in

giving learners the flexibility to access trainings, content at their own schedules. The flexibility

from the technologies and social media will also allow our recruiters the ability to connect with

talent outside of standards business hours. Overcoming barriers due to time zones.

Social learning is encouraged throughout training as all learning styles will be

accommodated. The training program is designed to use facilitator lead trainings in the

classroom, hands on exercises using technologies and simulations, classroom discussions, and

videos.

Promotional Channels and Materials

Our stakeholders and business partners will receive communications about the training

program; goals, objectives, and benefits to our organization, recruitment staff and the benefits to

their organizations or communities. The business impact were plan to achieve is a positive adult

learning experience, social learning and implementing a platform that expands our brand, talent

pool and cultural diversity.

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Signature Assignment: Training Program Plan

The initial promotional channel to raise awareness of the training program will be verbal

communications from upper management to staff and stakeholders . The second phase of

training programs awareness will be through flyers placed in common areas throughout each

location. Flyers will be distributed in the mail and standard postal mail. The final promotional

channel will be a series of email communications to the recruitment department, which will

detail the registration dates, required participants.

Part VII: Program Evaluation

The training program will be evaluated throughout the entire course and after.

Evaluations will be focusing on the areas; expansion of our candidate pool, expansion of our

brand and the diversity of placements with the clients we serve.

The learning and development department will be evaluated on the design s of

curriculum, modifications made as necessary, measured against the performance of the

recruitment staff.

Administrative supportive staff evaluations will be based around participants enrollment

and attendance, timely distribution of campaign promotional materials, handouts and materials

prior to sessions, set up of facilities, training equipment. Administrative support performance

will be evaluated bases on feedback from recruiters.

Our legal representative will be evaluated on the feedback gathers from training

participants on legal risk, impacts. Participants will be tested to demonstrate their awareness of

the policies and procedures of social media usage for business.

Recruiters and the director of recruitment evaluations over a 1 year period on the

expansion of candidate based on race, gender, religious backgrounds, and physical disabilities.

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Signature Assignment: Training Program Plan

Data from our clients we served will be evaluated and included in determining the effectiveness

of the training program.

The training program participants will be provided surveys to complete after each

session, quarterly and end of year to measure effectiveness of training program and if business

goals are being met.

References

Kirkpatrick, D. L. (2008). Section VI: Measuring and evaluating impact - luminary

perspective: Evaluating training programs. Alexandria: Association for Talent Development.

Retrieved from https://search.proquest.com/docview/896136537?accountid=35812

Lawless, E. A. L. (2017). Good Reads Inc. Retrieved from

http://www.goodreads.com/quotes/243428-diversity-creates-dimension-in-the-world

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