Running head: TRAINING PROGRAM PLAN

Training Program Plan

Aaron Flores
AET/570
September 8, 2015
Dr. Marsha Benton

TRAINING PROGRAM PLAN

Table of Contents
Introduction.................................................................................................................................................. 3
Training Program Description...................................................................................................................... 3
Scope of the Program.............................................................................................................................. 3
Intended Audience................................................................................................................................... 4
Program Goals......................................................................................................................................... 4
Program Objectives.................................................................................................................................. 4
Needs or Gap Analysis................................................................................................................................ 5
Key Techniques........................................................................................................................................ 5
Budget......................................................................................................................................................... 6
Personnel................................................................................................................................................. 6
Fringe Benefits......................................................................................................................................... 6
External Staff............................................................................................................................................ 7
Materials.................................................................................................................................................. 7
Technical Support..................................................................................................................................... 7
Equipment................................................................................................................................................ 8
Travel....................................................................................................................................................... 8
Facilities................................................................................................................................................... 8
Supplies................................................................................................................................................... 9
Miscellaneous.......................................................................................................................................... 9
Staffing Plan................................................................................................................................................ 9
Stakeholders & Goals................................................................................................................................ 10
Communication Plan.................................................................................................................................. 10
Program Evaluation................................................................................................................................... 11
Conclusion................................................................................................................................................. 12

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3
Training Program Plan

Designing or developing a training program can be challenging; however, needed in

many organizations. Training programs can provide products effects if implanted in the correct
manner (Brown & Green, 2011). This means that before a training program can developed, the
individual or individuals designing the training program should have an idea or know exactly
what outcomes will take place (Brown & Green, 2011). In addition, the training program will
need to align with the goals and objectives or the organizations need for the training program.
Currently, a training program is being developed for the organization Medical Wholesale, Inc.
There will be several parts to the training program such as, a training program description, needs
or Gap analysis, budget, Staffing plan, stakeholders and goals, communication plan, and the
program evaluation. This program will be able to fill gaps at Medical Wholesale by teaching,
training, mentoring, and coaching employees in a positive and productive manner. In addition,
the training program will incorporate diversity and multiculturalism to reach all employees and
overall enhance the learning environment.
Training Program Description
The training program description will be the first part of the training program and will
discuss topics such as, defining the scope of the program, describing the intended audience,
defining the program goals, and defining the program objectives. Training and development
have been around for ages (Jackson, 2012).
Scope of the Program
Because Medical Wholesale is a fast paced business, managing time is crucial to
delivering service, product, and customer care in a timely manner, while upholding a
commitment to quality. It seems that sometimes, eight hours is not enough time to get things

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done. So, a question is raised, can things be done more efficiently. The answer is yes. Training
does occur; however, there is no training when it comes to prioritizing a making time work for
the company (Goodman, 2011). The training program will be based on time management and
filter down to organizing and prioritizing tasks, multitasking, and making deadlines. The
program will be split into four-three week blocks totaling 12 weeks. Each block will cover the
different areas already listed.
Intended Audience
Directing information to an intended audience is a key element to sustaining business
(Wlodkowski & Ginsberg, 2010). If the intended audience does not receive the message from
the sender, then the sender should adjust how information is being conveyed (Wlodkowski &
Ginsberg, 2010). The intended audience may vary and cover all types of employees from 16
years and up, new hires, and veteran employees. New hires will benefit from the program
mostly; however, veteran employees will not be excluded based on time worked. They will also
have to take the training program to keep them up to date.
Program Goals
Each organizations goals will vary depending on its needs. The needs of the
organization can be specific or general and be projected short-term, mid-term, or long-term
(Jackson, 2012). The goal of the training plan for Medical Wholesale is projected to be shortterm in nature but have long-term effects. Each employee will have the understanding that
managing time can reduce stress, save money, and cut cost.
Program Objectives
All organizations have goals. Goals can range from short-term to long-term depending
on what direction an organization is currently heading. In order for an organization is

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accomplish those goals, they have to establish objectives for those goals (Jackson, 2012). An
organization that does not have goals or objectives may be impacted in a negative manner
(Jackson, 2012). In order for Medical Wholesale to meet their goals, trainers and employees
must use clear communication, use active listening, ask questions to clarify, and take initiative in
learning outside of the workplace. In addition, employees may do this by speaking with
experienced employees, establish their pace, and immerse themselves in the organizations
cultural environment.
Needs or Gap Analysis
Many companies perform a needs or a gap analysis if there is an issue or something needs
improvement. In addition, an organization will compare their actual performance with their
desired or expected performance to see where the company falls (Goodman, 2011). Currently,
Medical Wholesale has either performed a half finished gap analysis or has not performed one in
a while. It is critical that Medical Wholesale perform a gap analysis to determine if any goals
have been accomplished and if any improvements need to be made. Medical Wholesale has
much potential to become more than what it is currently; however, a gap analysis will show that
there is too much time wasted when employees do not enforce company policies onto customers.
The policies where designed to help balance work flow during working hours and not at the end
of the day. Employees have too much control of how they service their customers. A small
portion of employees do enforce company policies and the majority of the company does not.
By performing the gap analysis, employees will see where their performance is costing them
time and money. A way this was performed was through observation, interviews, and job and
task analysis.
Key Techniques

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The three key techniques that were listed in the previous paragraph were ways to identify
and determine a need for the training program. First the observations started due to employees
using different reasons for completing task after specified deadlines. Certain deadlines were put
in place to maintain the proper balance of work flow. Those deadlines were not being fulfilled
and no one said anything about it. Second, the operations manager started to interview each
employee to see what reasons were specified. The operations manager wanted to see if there was
a consistency or if the reasoning was sporadic. After the information was obtained, the last task
that was performed was a job and task analysis. This was to ensure that everyones job
description was being fulfilled. Performing all tasks will help redirect employees, goals, and
objectives back in the direction the organization should be heading (Brown & Green, 2011).
Employees will see first-hand how important it is to regularly conduct the needs or gap analysis.
Budget
Every organization has a budget or what they would like to spend on training. Training
can be costly depending on how training is implemented (Brown & Green, 2011). If an
organization chooses to use the latest technological software and devices, but has no need for it,
then the organization will over spend or exceed their budget (Brown & Green, 2011). In order
for Medical Wholesale to budget appropriately, they will need to integrate personnel, fringe
benefits, external staff, materials, technical support, equipment, travel, facilities, supplies, and
miscellaneous expenses.
Personnel
Personnel expense for 12 weeks of training will range from $8k-$15k depending on who
is conducting the training at that time. Generally, one person is able to train up to four
employees. This is to ensure coverage. By not exceeding four people, the company will have

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enough employees to cover each others job description. Other employees may be added;
however, those employees will already be getting paid for a days salary, and the employees will
be able to observe and mimic. This will help cut cost on this area of training.
Fringe Benefits
Fringe benefits are a form of payment other than physical money (Wlodkowski &
Ginsberg, 2010). Employees can be paid by performing a service while using something that the
company is paying for, and sometime, the individuals does not have to be employed by the
organization to receive fringe benefits (Wlodkowski & Ginsberg, 2010). A good aspect about the
medical supply industry is many vendors will often volunteer to conduct what is called an inservice, especially if their products are being sold. Typically, training is conducted only during
business to avoid paying overtime. Currently, fringe benefits are not a part of the training
program. Demonstrating how products are used and learning about them will help speed the
process of helping customers. This will enable employees to recall the information and help
their customers instead of guessing or researching it on the spot.
External Staff
External staff may be used in place of employees that work for the organization. Often,
using an external staff may be less expensive. Could Medical Wholesale use an external staff? It
would not be beneficial to use an external staff due to the size of the organization. It would
probably cost more time and money to outsource than to use employees that are or have become
experts in the field. The cost for an external staff would equal zero.
Materials
Materials go hand-in-hand with any kind of training. Materials are an important
component when training, because it guides and directs the trainer and employees on what is

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going to be covered (Brown & Green, 2011). Many objects can play a role in training such as,
pens, pencils, software, devices, paper, office equipment or office supplies. Medical Wholesale
uses hand-on material such as, actual product, MWI software, live orders, or a television to view
videos and power point presentations. The total cost for all supplies needed for materials is
$2,000.
Technical Support
When using mass servers and networks, technical support will play a major role in
making sure software is running smoothly. Technical support can be described as individuals
that are experienced with technological equipment and software to help or aid employees when
there is an issue. Due to the limited amount of employees, there are only two people that aid in
this area. One person is outsourced and the other person is the owner. Another source that is
used is Time Warner Cable. Time Warner Cable aids with the internet and emails. The total cost
for Time Warner is about $300 per month. For training purpose, this will be used every day for
12 weeks. For the outside source is at a rate of $120-150 an hour, and at times may be used for
eight hours a month.
Equipment
Equipment is inevitable for an organization to use before, during, and after training
(Wlodkowski & Ginsberg, 2010). In addition, it is also essential that equipment be used in order
to train in various learning styles for all trainees. Medical Wholesale uses computers, television,
DVD player, or sometimes laptops. This will help the trainer at Medical Wholesale train
employees that may have different learning styles than others. The total cost of equipment is
about $6000.
Travel

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Some organizations require employees to travel to various areas to receive initial training
or further training (Wlodkowski & Ginsberg, 2010). Depending on where or when employees
have to travel, this can impact the price to travel tremendously. Medical Wholesale will send
employees to train; however, thankfully, they use some training classes to their advantage. For
example, Medical Wholesale has a contract with Xerox. Under this contract, Xerox provides
free classes in Word, Excel, or Publisher, and they are only day classes. The cost to travel will be
about $25-35 to use for gas. Sometimes, Xerox will give away Visa gift cards just for attending.
Facilities
Just as traveling can become costly, renting a facility to train can become expensive.
Some organizations will rent facilities out in order to separate new trainee employees from
established employees (Wlodkowski & Ginsberg, 2010). The only facility Medical Wholesale
uses to facilitate training is at the establishment of employment. This will save the company
money, and with the savings can utilize it in other areas that are more important. The facility is
rented and can rage up to $4,500 per month.
Supplies
Supplies and materials work well together. Some organizations would rather buy quality
supplies and be able to reuse it with other training programs such as, folders, binders, videos,
pamphlets, or literature (Brown & Green, 2011). The total cost of using these supplies is about
$200.
Miscellaneous
Organizations that use outside materials, resources, or parent companies will utilize other
essentials their employees cannot get; however, some will buy breakfast or lunch, or sometimes
both. One meal may cost up to eight dollars per person. Four is the max to train at Medical

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Wholesale. The total cost to feed the employees in trainee will be about $720. Once in a while,
a vendor will donate samples or their time as a way to persuade Medical Wholesale to be its
main vendor for buying products.
Staffing Plan
When developing a training program, organizations need to remember to identify and
clarify required qualifications that pertain to job skills, knowledge, and abilities or overall job
summary (Jackson, 2012). This will help aid in developing a staffing plan. In addition, the
staffing plan can help answer questions about what is needed and how it will best support the
organization after training. Medical Wholesale is in need of structure though out the entire
company. Many employees know their job title; however, they are doing more than what their
job titles says. Some required job titles that are desperately needed are managers in the areas of
sales, warehouse, customer service, and routing. All mangers must be at the job for a minimum
of five years or with equivalent experience in other jobs. When in training, managers in training
may seek veteran experience as an internal resource. Some strategies to fill gaps may include
collaboration of managers to keep a balance in place, formative and summative evaluations
quarterly and yearly, and open communication by all means of communication.
Stakeholders and Goals
Stakeholders (minimum of
five)

Partnership goal

President

Give input and make final

decision on implementing
training plan

Vice President

Give different perspective

Employees

Primary and secondary

resources.

Ways to build support

Communicate and collaborate
with trainer. In addition be
the person that supports the
need for the training program.
Have a difference of opinion
to ensure group think does not
occur. In addition, support
the need for change.
Share insight, experiences,
and advice.

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11

Customers

Quality control

Potential Buyer for the

Company

Prospect

Give opinions of service and

share what could be done to
better serve the community.
Demonstrate a thriving
business wants to sustain
business for the long-term.

Communication Plan
Marketing can play a vital role in obtaining new business, retaining loyal customers,
opening new opportunities, and creating a brand that people can trust and remember (Shimp &
Andrews, 2013). Medical Wholesale is currently trying to obtain new business and new
prospects. The message that Medical Wholesale has always conveyed was it is a small company
that can help customers find what they need without the headache of a large corporation.
Medical Wholesale still treats people like people. Medical Wholesale created a pamphlet with
MWI logo, contact information, and some key products that any person may need to buy or want
to buy. In addition, MWI has started to use online ordering to the public and Facebook to
advertise the company, sales, or and sale events. The training program for this company will
dramatically impact the organization in a positive manner and will start to see an increase in
sales one all aspects of the training program have been properly implemented. Not only will
customers see benefits such as, cut prices, and better service, but all employees will enjoy a
better cultural and relaxing atmosphere. With morale up and stress down, the company and its
employees will finally have the opportunity to reach their full potential. Using social media and
other free sites may enhance the overall experience of buying form Medical Wholesale.
Program Evaluation
Item

Rate Scale

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Company Policies: How well did employee

enforce company policies when placing orders,
speaking with customers, speaking with
vendors, or when collaborating with other
employees?
Goals: How well did the employee understand
how to align his or her own goals with the
company?
Deadlines: How well did employee understand
the purpose and need of the training program?
Utilizing Resources: How well did employee
understand the need to learn how to use
resources in increase efficiency?
Communication: How well did the employee
understand to need to use clear
communication?
The program evaluation was intended to ensure employees are able to understand all the
materials, information, and feedback that they are getting from training. In addition, they must
demonstrate expected change and performance. Trainers will be responsible for communicating
all evaluations and feedback to upper management and stakeholders. Each block of training will
be evaluated to adjust and improve flaws within the training program. At the end of the training
plan, Medical Wholesale should see an increase in sales, increase in productivity, and an increase
in operational efficiency.
Conclusion

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By developing a training plan that is most needed for an organization, the organization
will sustain business and improve in many areas. In addition, by implementing this particular
training plan, Medical Wholesale will see immediate change, and its employees will become
more confident with their job skills and duties. Time and money are both virtues in an
organization that cannot afford to be wasted.

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References

Brown, A., & Green, T. D. (2011). The Essentials of Instructional Design (2nd ed.). Retrieved
from
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view/activityDetails/activity/7eaea536-687e-473a-9d36-2eee83999770/expanded/False.
Goodman, N. (2011, November 2). The Evolution of Training and Development: Defining the
Next Generations of Leaders. Association for Talent Development, p. . Retrieved on
September 2, 2015
Jackson, J. (2012, April ). Training Evolution . Training & Development , (2), 34-36.
Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/10150337
17?accountid=458 Retrieved on September 2, 2015
Shimp, T. A., & Andrews, J. C. (2013). Advertising, Promotion, and other aspects of Integrating
Marketing Communications (9th ed.). Retrieved from The University of Phoenix eBook
Collection database.
Wlodkowski, R. J., & Ginsberg, M. B. (2010). Teaching Intensive and Accelerated Courses.
Retrieved from
https://newclassroom3.phoenix.edu/Classroom/#/contextid/OSIRIS:46599693/context/co/
view/activityDetails/activity/2c9f6aca-72b3-4683-8495-e0c380666457/expanded/False.