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Training Program Plan

Sukari Barnes

AET/570Course

Professor Dr. Patrick Oldenburgh Jr., Sphr

December 7, 2020
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Training Program Plan

Needs or Gap Analysis

This Training Program Plan bases on the cross-sectional research E-working’s benefits,

especially during this COVID-19 times. The research noted the following four benefits, which

the company aims to explore by introducing a freelancing option. First, experts like Fadinger &

Schymik (2020) warn that social congestions such as crowded workplaces heighten coronavirus

transmissions. Therefore, the company will train workers to work remotely to decongest its

offices to curb COVID-19 infections.

Additionally, the training will help access many clients. According to Khurram, Sultan, &

Turi (2019), E-marketing reach more clients than visiting the market physically. So, part of the

E-working training will entail enlightening the sales and marketing team on how to capitalize on

digital platforms to access potential clients. For example, the training will recommend marketers

to rely on social media ads to access potential consumers. The training is essential since the

current sales & marketing teams rely primarily on physical sales, which are less effective.

Cost-reduction is the third justification for this Training Program. As Jones, Philippon, &

Venkateswaran (2020) assert, freelancing cuts costs for both the employer and the client. For

example, the company will not have to feed employees working from home or rent large spaces,

which cuts expenses. Likewise, staffers do not have to incur fare for traveling to and from

offices. Since the organization prohibits workers from operating remotely, it incurs huge

expenses. Fortunately, the training on e-working will assist workers and the company to reduce

costs drastically.

The fourth reason for training workers on freelancing is to elevate convenience. In

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particular, Van-der, Hessels, & Burger (2020) discovered that it is less strenuous for staffers to

work from homes than operate from offices. For instance, freelancers do not have to wake up

early to prepare for traffic jams and arrive at offices on time. Also, e-workers do not have to

stress dressing smart to avoid getting negative comments from bosses and colleagues for

inappropriate attire. Since the employer has only been letting staffers operate from the company

premises, most workers have felt inconvenienced. However, the training program training will

equip workers to operate remotely, thus enabling them to operate conveniently.

Training Program Description

Scope: The Training Program will coach the current staffer who works from the offices

on operating from their homes. As a result, employees will learn the following tips. First,

workers will learn how to access the company server remotely and execute their tasks

accordingly. The Training Program will also teach workers how to secure their online

connections, which, according to Ventures (2017), are highly vulnerable to cyber-attacks.

Additionally, workers will be directed on how to seek assistance whenever they feel stuck to

access the company system. Lastly, the sales team will be taught how to serve customers without

physically visiting them on the market.

Audience: The primary audience comprises two teams. The first ones are the sales agents

and marketers who visit clients physically to sell. Notably, due to the COVID-19 outbreak, the

government has discouraged social distances for safety reasons (Sun & Zhai, 2020). Therefore,

the company will teach sales and marketers on how to access, convince, and serve clients

remotely. The second group comprises the general company support team like accountants and

procurement officers who can freelance and still meet the set standards. However, the training

program will omit some staffers like cleaners and the production team, who must operate from
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the company to meet their targets.

Goals: The training program has the following four long-term targets. The first one is to

enhance employees’ health significantly. Besides, the training agenda aims to ensure that the

sales team accesses as many clients as possible. The third goal is to reduce operational costs.

Lastly, the training incentives intents to enhance operational convenience and employee

satisfaction.

Objectives: The training program has four objectives below. First, the company aims to

ensure no employees contract COVID-19 while on duty in three months by limiting crowding to

enhance staffers’ health. The second objective is to ensure that the sales team increases quarterly

sales by 10% by relying on digital marketing techniques. Besides, the training incentive aims to

cut quarterly operational costs by 5% by decreasing workers who operate in the company and

directly-consume its resources. For example, E-working will reduce the number of staffers who

get meals at the company and suppress the food budget. Lastly, the firm aims to cut

inconvenience-related complaints from staffers in the next quarter by 50% by allowing many

employees to conveniently-work from their homes.

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Budget

The training program will consume about $200,000. In particular, below how the costs will

distribute to different stakeholders and components.

Activity Cost ($)

Personnel 35,000
External staff 35,000
Materials or Equipment 30,000
Technical support 40,000
Travel 30,000
Facilities 30,000
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Total 200,000

Stakeholders and Goals

Goal Stakeholder Role

Goal One: Enhance HRM The human resource management team will be

Employees’ Health responsible for actualizing this goal. Specifically, the

HRM will identify workers who can operate from home

and recommend them to the Training Program.

Eventually, a few staffers will remain to work from the

company offices and reduce crowds, which, according to

Fadinger & Schymik (2020), limits COVID-19 infections.

Goal Two: Sales The sales and marketing team will help achieve this

Accesses More Agents and target. In particular, the sales agents and marketers will

Clients Marketers advertise and contact clients through digital platforms like

social media, which Khurram et al. (2019) believe is ideal

to convince buyers and optimize sales revenues.

Goal Three: HRM Again, the human resource management will be

Reduce Operational responsible for meeting this aim. The HRM will identify

Costs staffers who can operate remotely and add them to the

training. Ultimately, a few employees will remain to work

from offices, which Jones et al. (2020) confirm cuts

operational expenses.
Goal Four: All All staffers recommended for the E-working training
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Enhance Freelancers program will help achieve this agenda. Specifically, the

Operational selected employees should ensure they work from their

Convenience & homes as instructed, which, according to Hessels &

Employee Burger (2020), is more convenient than traveling to

Satisfaction offices.

Training Promotional Materials

Marketing Message:

Logo
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Slogan: Committed to decongest our offices to cut COVID-19 infections

Fact Sheets
Number Fact
1 E-working reduces social distances and cut COVID-19 infections (Fadinger &

Schymik, 2020)
2 E-working cuts operational costs (Jones et al., 2020)
3 Freelancing enhances convenience (Van-der et al., 2020)
4 E-marketing optimizes sales (Khurram et al., 2019)

Benefits & Instruction: As noted in the Fact Sheet, E-working suppresses COVID-19
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infections, cuts operational expenses, enhances convince, and help raise sales. Therefore, the

training will improve workers’ health, increase the company’s profits, elevate employee

satisfaction, and optimize sales revenue. However, each stakeholder must fulfill their obligations

to achieve the intended goals. For example, marketers should capitalize on digital apps in

advertising products to meet sales targets. Also, workers must be proactive and follow security

measures to prevent hacking that could disrupt E-working.

Communication Strategy: According to Agut et al. (2019), managers are company

leaders, which gives them more influence in directing staffers. Therefore, the Training Program

initiator will first explain it to the CEO, highlighting the strategic benefits. Afterward, the CEO

will consult and convince other stakeholders to implement the training program and achieve the

four primary goals.

Program Evaluation

The following quantitative and qualitative tools will help assess the Training Program’s progress.

Questionnaires: This tool will help detect the E-working Training Programs’

effectiveness in enhancing workers’ satisfaction. Specifically, the manager will ask freelancing

workers after three months to state if operating from home has enhanced convince in executing

their tasks. If more workers (at least 50%) cite an improvement, the Training Program would

have paid off and vice versa.

Health Surveys: The Company will assess the number of workers who contracted

COVID-19 while on duty three months after launching the E-working program. If the firm

reports a single positive case, the Training Program would have failed and vice-versa. In short,

one of the Training Program’s agendas was to prevent internal COVID-19 infections through E-

working.
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Accounting Records: The firm will explore its quarterly income statement check for

sales revenues and operational costs. If revenues increase by at least 10% and operational

expenses reduce by more than 5%, the Training Program would have met the objectives, and

vice-versa.
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References

Agut, S., Hernández Blasi, C., & Lozano Nomdedeu, F. A. (2019). Perception of

managers’ influence depending on status, power, and company performance.

Scandinavian journal of psychology, 60(5), 484-491.

Fadinger, H., & Schymik, J. (2020). The effects of working from home on covid-19

infections and production a macroeconomic analysis for Germany (No.

crctr224_2020_167). University of Bonn and University of Mannheim, Germany.

Jones, C. J., Philippon, T., & Venkateswaran, V. (2020). Optimal mitigation policies in a

pandemic: Social distancing and working from home (No. w26984). National

Bureau of Economic Research.

Khurram, S., Sultan, M. F., & Turi, J. A. (2019). Linking E-Marketing Practices with the

Sales of Small and Medium-Sized Enterprises, In Karachi: A Moderating Role of

Business Intelligence Gathering. Grassroots, 52(2).

Sun, C., & Zhai, Z. (2020). The efficacy of social distance and ventilation effectiveness

in preventing COVID-19 transmission. Sustainable cities and society, 62,

102390.

Van-der Z., P., Hessels, J., & Burger, M. (2020). Happy Free Willies? Investigating the

relationship between freelancing and subjective well-being. Small Business

Economics, 55(2), 475-491.

Ventures, C. (2017). Cybersecurity Jobs Report. Herjavec Group.