Signature Assignment: Training Program Plan

Alexandria S. Hawkins

AET/570

December 11, 2017

Dr. Gregory Dlabach

 Signature Assignment: Training Program Plan

This paper will discuss the Management Trainee Program for ABC Bank, proposed.

Valuable information about the needs analysis and program description will be discussed as well

as a detailed description of the program objectives, budget and promotional materials. Evaluation

techniques and activities for implementation will also be highlighted

PART I: NEEDS/GAP ANALYSIS

In a recent focus group, development program managers brought retail bank leaders at

PNC Bank together to identify and needs or barriers in their management talent pipeline. The end

result will be a development program designed to train candidates into future branch managers.

A couple of items were brought to light that could help shape the future leadership within this

designated line of business and affect adult learning at ABC Bank in a positive way. The first

concern that the retail bank leaders brought up is that new and young managers that are trained

and ABC Bank dont stay longer than one to two years. By taking normally six months to train

the employee and then at minimum another six months for the employee to be considered

knowledgeable in the role, they often leave to go to competitive companies for a variety of

reasons. These leaders are looking for something interest these employees to stay. Another

concern they had was that the individuals that are hired into these roles are not sold or

attracted to the retail environment (customer service). In their experience, the best managers

that are successful have customer service experience and a passion for the work. While
evaluating other cosmetic requests, such a training program time length, it was decided that this

training program would need major influence from not only subject-matter experts, but also

those responsible for recruiting efforts. The success of the program would have to start with the

recruiting, ensuring that the candidates in the program match the target audience these retail bank

leaders are trying to capture. Once recruiting efforts are tightened, the educational needs of the

program could then be analyzed. One need that was agreed upon is that there would need to be

current training sessions that are provided to traditional hires included in this training program

experience. These sessions were identified as the foundational knowledge. These formal core

training sessions would then need to be complimented with additional experimental and social

learning experiences to be aligned with the 70/20/10 learning model. These experiences would

include shadowing different individuals in the role and being exposed to all areas of the retail

bank to gain a better understanding of the whole line of business. Having this extra knowledge

would create and more well-rounded manager, or Retail Athlete as mentioned during the

discussion. Creating this individualized program within the company would show employees

(new and existing) that ABC Bank is invested in their development and their career.

PART II: TRAINING PROGRAM DESCRIPTION

The proposed training program for ABC Bank will be a Management Training Program

that targets individuals with customer service experience. These candidates will also be required

to have at least a bachelors degree in a business-related field. Once hired at ABC Bank, the

candidates through the extensive training program while working at a branch full time for 18-24

months. Upon completion of the program, they would be placed as a branch manager. During

this 2.5 3-year Training Program, the trainees will go through a variety of rotations with the

following goals in mind:

 Technical Training Rotation Trainee will learn the foundational knowledge pieces of

working at a branch to include the teller function, banker function and business banking

function

Leadership & Management Training Rotation Trainee will attend various leadership

classes as well as coaching classes to learn how to manage, train and development their

own employees

Department Training Rotation Trainee will rotate through the different areas of the

hotel to learn how each piece of the retail bank functions (Customer Care Center, Home

Lending, Business Banking, etc.). This would include learning roles/responsibilities as

well as budgeting/goals.

Cross-Cultural Training Rotation Trainee will go through diversity and inclusion

courses to learn how to manage people and assist customers with diverse backgrounds.

Other diversity groups such as Military, Multi-Generational Work teams, LGBT

Community and Disabled Employees will also be covered.

Program objectives provide clear statements of the specific results to be achieved through

education and training programs in alignment with the program goals (Caffarella & Daffron,

2013). The following educational and operations program objectives have been constructed for

the Management Training Program at ABC Bank.

To provide a social and formal learning experience that will successfully prepare

participants for an entry-level management position to start their career (educational)

To offer a blended training environment, including technical training, soft skill

development and leadership development that will enable program participants to be

 qualified managers that are able to lead a diverse team to sales and customer service

success (educational)

To involve stakeholders in all planning, decision-making and implementation processes,

when appropriate) to ensure we meet their needs are met and the program is as effective

as possible (operational)

To provide adequate and experience mentors and coaches who will led program

participants experience through interest in their development and success (operational)

PART III: BUDGET

Expense Cost Quantity Total

PERSONNEL $50,000 4 EMPLOYEES $200,000

EXTERNAL STAFF $0.00 N/A $0.00

(internal support)

MATERIALS $3,000 PER QUARTER $12,000

(i.e. technology, office
supplies, marketing)

TECHNICAL SUPPORT $0.00 N/A $0.00

(internal support)

TRAVEL $25,000 PER QUARTER $100,000

(in-person classes with or
without overnight stay)

FACILITIES $0.00 N/A $0.00

(all training will be held in
ABC Bank buildings)
 PART IV: STAKEHOLDERS AND GOALS
Goal
Trainee to the foundational
knowledge pieces of working
at a branch to include the teller
function, banker function and
business banking function
Trainee to learn how to
manage, train and development
their own employees
Trainee to learn how each
piece of the retail bank
(Customer Care Center, Home
Lending, Business Banking,
etc.).
Trainee to learn how to
manage people and assist
customers with diverse
backgrounds.
Stakeholders Impact on Adult Learning for the Training
Program
Facilitators Facilitators will own the development and
Trainees knowledge given to trainees and should be able to
taper the experience based upon various learning
styles
Branch Managers Managers experience and knowledge will guide
Senior Managers the social and experiential learning opportunities
Trainees that drive the trainees experience
Executive Executive Leadership will be held responsible for
Leadership trainees learning and being exposed to the
Budget Managers appropriate content so that it feel relevant; Budget
Department SMEs Managers will need to ensure resources are
Trainees available to fund the program and that the project
stays on budget; Department SMEs will be
responsible for building the training material for
the trainees
HR SMEs HR SMEs will be responsible for building the
Trainees training material for the trainees and ensure the
trainees receiving the knowledge in a
complimentary way
PART V: TRAINING PROMOTIONAL MATERIALS

Dedicated to the Future

TODAY

FACT SHEET

WHY GROW YOUR CAREER AT ABC BANK?

Fortune 500 Company

Ranked Top Training Program for Management

Development Opportunities

Earn Salary while being in 2-3 year program

Program Guarantees Management Role After Completing Program

BENEFITS:

Trained by Senior Leadership

Networking Opportunities for Future Roles

Full-Time Employee Benefits

Competitive Starting Salary

Full Training Experience PAID for

 PART VI: PROGRAM EVALUATION

Evaluation Category Evaluation Question Evaluation Scoring

Overall Program The objectives were identified and covered during

the training program.

Overall Program The training program met expectations.

Overall Program The training program effectively prepares a new hire

to be a successful teller.

Overall Program The activities during the training program were

relevant and consistent with real-life customer
interactions.

Overall Program The assessment measured content that was covered

during the training program.

Facilitator The facilitators were knowledgeable about content

a. Strongly Agree
covered during the training program
b. Agree
c. Neutral
Facilitator The facilitators used their industry experiences to
d. Disagree
compliment the content covering during the training e. Strongly Disagree
program. **selecting answers d or e
would require a short answer
Facilitator The facilitators teaching style of choice was
response*
effective for the training program.

Facilitator The facilitators encouraged questions and open

discussion amongst the entire class.

Facilitator The facilitators were effective in managing the

training program and the class.

Training Program Materials The training program materials complimented the

content covered.

Training Program Materials The training program materials were relevant and
current.

Training Program Materials The training program materials were well organized
and easy to comprehend.
PART VII: IMPLEMENTATION

https://create.piktochart.com/output/26843615-part-vii-implementation
 References

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Dillenbourg, P. (1999). Collaborative Learning: Cognitive and Computational Approaches.

Advances in Learning and Instruction Series. New York, NY: Elsevier Service, Inc.

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