Designing a training program in an industrial company

Résumé du document

Sempermed, a company which produce medical and industrial gloves, is a subsidiary of the Semperit Group. This one is one of the most competitive companies in the international rubber and plastics industry. Sempermed is on a leading position on the European and American markets. With a wish to always improve their products, the company needs continually to update their employees' skills, as well as workers and sales people. Therefore, employees must follow a suitable training.

But before designing the training program, we have to respect what Raymond J. Stone (Managing human resources, 2nd edition, 2008) calls ‘a systematic approach to training' which consists of three steps: assessment of training needs, the training activity and the evaluation of the training activity. So, as a first step, we have to identify training needs with organizational variables, task variables and person variables, and then establish training objectives. Afterwards, the training activity consists of selecting and designing the training program. Finally, according to Kirkpatrick's training evaluation model, the final step is an evaluation of reactions, learning, behavior and results which ensue from training.

Extraits

[...] This one is a description of how the training will occur. First, we have to define the location, timing and presenters of this training. Location: the training will occur inside of the company, because it includes a visit of the company building and the factory. Timing: as said before, it will happen inside of the company, neither the company building nor the factory must be closed, so the best time is during the work hours. The courses will be run at the most one and half hours at the end of the workday. [...]

[...] Evaluation The last part when a company conducts training is to evaluate it, in order to define if the objectives have been achieved. Donald Kirkpatrick (Evaluating Training Programs, 1975) defines an evaluation based on four levels: Reactions: this level aims to note the first and personal reactions of the trainees, their impressions, feelings and opinions. Did they enjoy the training? Was it a waste of their time? These are the kind of questions they had to answer. These questions can be asking verbally, or by means of feedbacks forms, immediately at the end of the training. [...]

[...] Person variables: it permits to answer to the question: who needs training about this process and what kind of training? In that case, sales people are the most inclined to do this training, because they have to know the product in order to sell it to the right customer by knowing every feature. Secondly, the knowledge of the factory workers about safety rules, breakdowns has to be updated. What's more, employees must be assessed about their knowledge, know-how and abilities to do their work, before training to the new process, in order to determine if they need or not this training. [...]

[...] Designing a training program in an industrial company I. Overview Sempermed, a company which produce medical and industrial gloves, is a subsidiary of the Semperit Group. This one is one of the most competitive companies in the international rubber and plastics industry. Sempermed is on a leading position on the European and American markets. With a wish to always improve their products, the company needs continually to update their employees' skills, as well as workers and sales people. Therefore, employees must follow a suitable training. [...]

[...] The way how presenters will teach their knowledge follow the principle of process methods (Raymond J. Stone, Managing human resources, 2008): The best way to teach or strengthen knowledge about how are made medical gloves is to present the different processes in a classroom situation. Several room layouts are possible for an efficient learning atmosphere. Because the various tackled subjects need a visual presentation, the arrangement that best suits for this activity is the type of a squared-off U. Indeed, trainees could have the possibility to write down what they learn: without tables this is harder. [...]