ACHIEVERS UNIVERSITY OWO

DEPARTMENT OF HEALTH INFORMATION

MANAGEMENT

ASSIGNMENT ON

PRINCIPLE OF MANAGEMENT IN HIS

QUESTION: HOW DO MANAGERS DEVELOP AND IMPLEMENT TRAINING

PROGRAM FOR EMPLOYEES

SUBMITED BY GROUP 5:

1. OLOWOJESIKU BISOLA (AU23AC523)

2. UMAR YINKA WASIU (AU24AC7405)

3. OLAWUNMI ABILORO FLORENCE (AU23AC5521)

4. OMORIBA OMOLADE(AU23AC5514)

5. PETER ABIGEAL(AU23AC5534)

APRIL,10
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 INTRODUCTION

Employee training is a structured process aimed at enhancing the skills, knowledge, and

competencies of employees to improve their performance and align them with organizational

goals. Managers play a critical role in identifying training needs, designing the program, executing

it, and evaluating its impact. A well-developed training program boosts productivity, morale, and

overall efficiency in the workplace.

STEPS IN DEVELOPING AND IMPLEMENTING A TRAINING PROGRAM

1. ASSESS TRAINING NEEDS (NEEDS ASSESSMENT)

This is the first and most critical step in the training process. It lays the foundation for developing

a relevant and effective training program. The goal is to identify the gap between current

performance and desired performance of employees, teams, or departments.

🎯 Why is it Important?

Without properly assessing training needs, resources may be wasted on irrelevant content, or

worse, on training that doesn't solve the actual performance issues. A well-conducted needs

assessment ensures that training is:

 Targeted

 Cost-effective

 Performance-driven

 Aligned with organizational goals

🔍 How Managers Assess Training Needs

✅ 1. Performance Evaluations

 Managers review employee appraisals and key performance indicators (KPIs) to identify

areas where performance is lagging.

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  Example: If several customer service agents have low customer satisfaction scores, training

may be needed in communication or conflict resolution.

✅ 2. Surveys and Interviews

 Direct feedback is collected from employees, supervisors, and sometimes customers.

 Tools include questionnaires, focus group discussions, and one-on-one interviews.

 This helps understand employee perspectives on their challenges and what support they

believe would help.

✅ 3. Direct Observation

 Managers watch how employees perform their tasks.

 Through this, they can identify inefficiencies, skill gaps, or non-compliance with

procedures.

 It's especially useful in physical or hands-on roles (e.g., manufacturing, logistics, customer

service).

✅ 4. Customer Feedback

 Customer complaints or satisfaction ratings can highlight service or product delivery

issues.

 These issues may be a result of gaps in employee knowledge, customer handling, or

technical understanding.

✅ 5. Organizational Goals & Future Changes

 Anticipated business expansions, new technologies, policy changes, or product launches

may require training in new skills or knowledge areas.

 Example: If the company plans to adopt a new CRM software, training in its use becomes

essential.

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🧠 Types of Needs Identified

Type of Need Description

Lack of theoretical or procedural knowledge (e.g., company policies, software

Knowledge Gap
use)

Lack of practical ability to complete tasks effectively (e.g., time management,

Skill Gap
technical tasks)

Unproductive work behaviors or mindsets (e.g., poor teamwork, low

Attitude Gap
motivation)

Compliance Gaps in legal or regulatory requirements (e.g., safety protocols, industry

Needs certifications)

✅ Outcome of This Step

By the end of the assessment:

 Managers know what training is needed.

 They know who needs the training (individuals, teams, departments).

 They are prepared to move on to the goal-setting and design stage with precision.

2. DEFINE TRAINING OBJECTIVES

Once the training needs have been clearly identified, the next crucial step is to define specific,

measurable, and achievable learning objectives. These objectives form the backbone of the

training program. They articulate what the training is intended to accomplish and provide a clear

direction for content development, training methods, and evaluation.

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🎯 What Are Training Objectives?

Training objectives are clear statements of the expected outcomes of a training program. They

define what learners should know or be able to do by the end of the training.

They serve three main purposes:

 Guide the design and content of the training

 Help measure the effectiveness of the program

 Set expectations for both trainers and participants

✍️ Characteristics of Effective Training Objectives (SMART)

A well-written objective should follow the SMART criteria:

S Specific – Clearly states what the learner will do.

M Measurable – Progress can be tracked and assessed.

A Achievable – Realistic given time and resources.

R Relevant – Aligned with the organization's goals.

T Time-bound – Completion time is specified.

Types of Learning Objectives

Type Description Example

Knowledge- Focused on understanding or

"List the steps in the sales process"
Based remembering information

"Operate the new inventory system

Skill-Based Focused on applying learned skills
without supervision"

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Type Description Example

Focused on changing perspectives or "Demonstrate a positive approach to

Attitude-Based
behavior customer complaints"

✅ Examples of Well-Written Training Objectives

 “Increase product knowledge among sales reps by 80% by the end of a two-week training

program.”

 “Train 100% of staff on workplace safety protocols with a minimum test score of 90%.”

 “Reduce machine downtime by 25% through technical skills training over the next

quarter.”

🧠 Why Objectives Matter

 For Trainers: They offer a blueprint to develop relevant content.

 For Trainees: They clarify what is expected and help focus efforts.

 For Managers: They provide a way to evaluate the training’s success.

🎓 Outcome of This Step

After defining training objectives:

 Managers know what the trainees should achieve.

 The training becomes goal-oriented and focused.

 It is easier to create content and select training methods that align with the expected

outcomes.

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3. DESIGN THE TRAINING PROGRAM

After defining the training objectives, the next step is to design a structured, strategic, and

engaging training plan. This involves choosing the right content, format, materials, and

trainers to ensure the program meets its goals efficiently and effectively.

The design stage is where the training begins to take shape in practical terms.

🧠 Key Components of Training Design

✅ 1. Content: What Will Be Covered

This refers to the subject matter of the training. The content should be directly aligned with:

 The identified training needs

 The defined objectives

 The desired outcomes

Examples of content:

 Soft skills (e.g., communication, leadership)

 Technical skills (e.g., using software, operating machinery)

 Compliance topics (e.g., safety procedures, data protection laws)

 Company policies and processes

💡 Tip: Keep content concise, relevant, and tailored to the employees' job roles.

✅ 2. Format: How Will the Training Be Delivered?

Choosing the right delivery method depends on various factors such as the type of content, target

audience, available budget, and resources.

Common formats include:

 In-Person/Classroom Training: Best for interactive sessions, hands-on practice, or group

work.

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  Online/E-Learning: Ideal for remote employees, flexible learning, or cost savings.

 Blended Learning: A mix of in-person and online methods—offers the best of both

worlds.

 On-the-Job Training: Employees learn by doing under the supervision of a mentor or

supervisor.

💡 Tip: Consider learning styles and accessibility when choosing a format.

✅ 3. Materials: Tools and Resources Needed

Training materials enhance understanding, facilitate engagement, and provide reference after the

training.

Examples include:

 Presentations or slides

 Handouts and workbooks

 Instructional videos and animations

 Quizzes and assessments

 Job aids or quick-reference guides

 Case studies and role-play scripts

💡 Tip: Use visuals, real-life examples, and interactive tools to keep materials engaging.

✅ 4. Trainers: Who Will Deliver the Training?

Choosing the right trainer is critical to the program’s success. A trainer should be knowledgeable,

engaging, and capable of facilitating learning.

Options include:

 Internal Trainers: HR staff, supervisors, or subject-matter experts from within the

organization.

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  External Trainers: Consultants, industry professionals, or training agencies—useful for

specialized knowledge or unbiased delivery.

💡 Tip: Provide a trainer briefing or rehearsal to ensure consistency and effectiveness.

🧠 Other Considerations During the Design Stage

 Duration: How long will the training last? Will it be a one-time event or a series of

sessions?

 Location: On-site, off-site, or virtual?

 Schedule: Will it disrupt daily operations, or can it be scheduled during downtime?

 Evaluation Method: How will success be measured post-training (quizzes, performance

tracking, feedback)?

🎯 Outcome of This Step

By the end of the design stage:

 A complete blueprint of the training program is ready.

 Managers know exactly what will be taught, how, with what resources, and by whom.

 The training is prepared to be developed and delivered efficiently.

4. DEVELOP THE TRAINING MATERIALS

Once the structure and design of the training program are finalized, the next step is to

develop the actual training content and materials. This involves creating, organizing, and

assembling all the resources that will be used to deliver the training effectively.

Whether you're conducting in-person sessions, online modules, or on-the-job training, high-quality

materials are essential to:

 Enhance understanding

 Maintain engagement

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  Reinforce learning

 Serve as post-training references

🛠️ What Training Materials Are Developed?

Below are common materials that managers or training teams may create or adapt:

✅ 1. Presentation Slides

 Purpose: To visually guide the session and support verbal instruction.

 Content: Key points, visuals, graphs, step-by-step instructions, real-life examples.

 Tools: PowerPoint, Google Slides, Canva, or eLearning platforms.

💡 Tip: Keep slides clean and visually engaging. Use bullets, infographics, and minimal text for

clarity.

✅ 2. Workbooks and Training Manuals

 Purpose: Provide detailed, structured learning resources that participants can follow and

refer back to.

 Content: Course outlines, exercises, space for notes, step-by-step guides, case studies.

 Format: Printed or digital PDF documents.

💡 Tip: Include summaries, key takeaways, and discussion questions to reinforce understanding.

✅ 3. Quizzes, Tests, or Assessments

 Purpose: Measure what participants have learned and provide feedback.

 Types:

o Pre-training assessments (to measure baseline knowledge)

o Post-training quizzes (to assess comprehension)

o Practical tests (e.g., role-plays or simulations)

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💡 Tip: Mix multiple choice, short answers, and scenario-based questions for a well-rounded

assessment.

✅ 4. Simulations and Case Studies

 Purpose: To allow employees to apply knowledge in realistic scenarios and develop

problem-solving skills.

 Examples:

o Customer service role-play

o Technical task simulations

o Real-world case studies followed by group discussion

💡 Tip: Use actual examples from the company when possible to increase relevance and realism.

✅ 5. Job Aids and Quick Reference Guides

 Purpose: To support on-the-job performance after the training.

 Formats: Checklists, flowcharts, cheat sheets, or tip cards.

 Content: Simple steps, reminders, or key information related to the task.

💡 Tip: Keep it brief, visual, and easy to access—ideal for desk or mobile use.

✅ 6. Videos and Multimedia Content

 Purpose: Enhance engagement and accommodate visual/auditory learners.

 Types: Instructional videos, tutorials, animations, voice-over presentations.

💡 Tip: Keep videos concise (under 10 minutes per topic) and focus on clarity and relevance.

🧠💼 Who Develops the Materials?

 Internal HR or training team: If in-house expertise exists.

 Subject-matter experts (SMEs): For technical or highly specialized content.

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  External vendors or instructional designers: For professional, high-quality material—

especially eLearning.

🎯 Outcome of This Step

At the end of this stage:

 All training content is ready to be delivered.

 Materials are aligned with the objectives and tailored to the audience.

 Trainers are equipped with the tools they need to conduct the session smoothly and

effectively.

5. IMPLEMENT THE TRAINING

This is the execution phase, where all the planning, designing, and development efforts come to

life. It involves delivering the training sessions to employees in a way that is engaging,

accessible, and aligned with the training goals.

A well-implemented training session ensures that employees are not only present but are actively

learning and participating. The success of this phase depends on proper logistics, strong

facilitation, and employee involvement.

🛠️ Key Elements of Training Implementation

✅ 1. Scheduling and Logistics

Before the training begins, managers must ensure that:

 Training sessions are properly scheduled, taking into account employees’ work shifts

and availability.

 Venues or platforms are ready, whether in-person (classrooms, halls) or virtual (Zoom,

Teams, LMS).

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  All training materials are prepared, including handouts, presentation slides, videos, and

supplies.

 Technical equipment (projectors, microphones, laptops) is tested and functioning.

 Reminders and invites are sent to participants in advance.

💡 Tip: Consider staggered sessions or multiple time slots for large or shift-based teams.

✅ 2. Delivering the Training

This is the core of implementation. The trainer or facilitator should:

 Introduce the training objectives clearly at the start.

 Explain the relevance of the training to employee roles.

 Present the material using the chosen format—lecture, demonstration, discussion, group

work, or hands-on tasks.

 Use interactive techniques such as:

o Q&A sessions

o Role-playing

o Breakout groups

o Gamified learning

💡 Tip: Adult learners retain more when actively engaged—make it practical and participatory.

✅ 3. Ensuring Engagement

Keeping participants involved boosts learning retention and makes the session more enjoyable.

Managers or trainers should:

 Encourage participation by asking questions or prompting discussion.

 Use real-life scenarios relevant to their work environment.

 Monitor body language and feedback to adjust delivery style if necessary.

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  Provide breaks, especially for longer sessions.

💡 Tip: Use icebreakers at the start and mini-assessments (like quick polls or quizzes) to maintain

focus.

✅ 4. Providing Support During Training

Trainers and managers must be available to:

 Clarify doubts or elaborate on complex topics.

 Offer one-on-one guidance if someone falls behind.

 Ensure all employees, regardless of learning speed, feel included and valued.

✅ 5. Flexibility and Adaptability

Unexpected situations (technical issues, low attendance, comprehension gaps) may arise.

Managers should:

 Be flexible with schedules, possibly rescheduling or offering recordings.

 Be ready to adjust the pace or format based on employee feedback or participation.

 Ensure employees who miss sessions are given makeup opportunities.

💡 Tip: Record virtual sessions or provide summaries for those who couldn’t attend.

🧠 Post-Training Communication

After implementation:

 Reinforce key takeaways with follow-up emails or resource links.

 Share additional tools or refresher materials.

 Encourage continued learning through coaching or mentoring.

🎯 Outcome of This Step

At the end of the implementation phase:

 Training has been successfully delivered to the targeted employees.

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  Participants are better informed or skilled in the focus area.

 Feedback and observations can now be used for evaluation and improvement.

6. EVALUATE THE TRAINING

Evaluating the effectiveness of a training program is crucial to understanding its impact on both

the employees and the organization as a whole. After the training has been conducted, managers

should assess its effectiveness using a variety of methods to ensure that the objectives of the

training have been met and that the desired outcomes have been achieved. The following are key

methods for evaluating training effectiveness:

1. Feedback Forms

Feedback forms are one of the most common methods for evaluating training. They are

typically distributed to participants immediately after the training session to gather their

thoughts, opinions, and insights about the program. These forms often include questions on

the quality of the content, the effectiveness of the trainer, the clarity of the materials, and the

overall satisfaction of the participants. Feedback forms can provide valuable qualitative and

quantitative data that can be used to identify areas of strength and areas that need

improvement in the training program.

Advantages:

o Quick and easy to implement

o Provides direct insight into participants' perceptions

o Can help identify immediate improvements for future sessions

Challenges:

o May not reflect the true long-term impact of the training

o Respondents may be biased or overly positive

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2. Post-Training Assessments

A post-training assessment, often in the form of a test or quiz, is a direct way to evaluate how

well participants have absorbed the material. These assessments typically focus on the

knowledge or skills that were intended to be imparted during the training. Post-training

assessments can be formal (such as written exams) or informal (such as practical

evaluations). The results of these assessments help to determine if the training content was

understood and if the objectives were met.

Advantages:

o Provides measurable data on knowledge retention and skill acquisition

o Can be tailored to assess specific learning objectives

o Helps to identify knowledge gaps or areas needing reinforcement

Challenges:

o May not fully capture the application of knowledge in real-world scenarios

o Participants may perform differently under test conditions compared to in-the-field

performance

3. Observation of Performance Improvements

This evaluation method involves observing the employees in their work environment after

the training to see if there are any noticeable improvements in their performance. Managers

can assess whether the skills or knowledge acquired during the training are being applied

effectively. This could include evaluating productivity, efficiency, customer interactions, or

other key performance indicators (KPIs) that were targeted by the training.

Advantages:

o Provides insight into real-world application of training

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 o Allows managers to track improvements over time

o Can highlight long-term effects of the training program

Challenges:

o Requires time to observe and measure changes in performance

o Performance improvements may be influenced by other factors unrelated to the

training

4. ROI (Return on Investment) Analysis

ROI analysis is a financial evaluation method that measures the cost-effectiveness of the

training program by comparing the benefits gained from the training to the costs incurred in

providing it. To calculate the benefit, managers need to assess the financial value of any

improvements resulting from the training, such as increased productivity, reduced errors, or

higher sales. By comparing these benefits to the costs of the training (including materials,

trainers, and participant time), managers can determine if the training was a worthwhile

investment.

Advantages:

o Provides a clear, quantifiable measure of the financial impact of the training

o Helps justify the training budget and future investment in training programs

o Useful for aligning training outcomes with business goals

Challenges:

o Difficult to isolate training effects from other contributing factors

o May require a long-time frame to assess the true financial benefits

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7. FOLLOW-UP AND REINFORCEMENT

Training should not be viewed as a one-time event but rather as the beginning of a longer learning

journey. To ensure that newly acquired skills and knowledge are retained and effectively applied,

organizations must establish a strong follow-up and reinforcement strategy. This stage bridges the

gap between training delivery and practical implementation in the workplace.

Here’s how managers can support continuous growth after training:

 Offer Continuous Learning Opportunities

Encourage employees to expand their knowledge beyond the initial training. This can be

achieved through access to e-learning platforms, reading materials, workshops, webinars,

or advanced courses. Continuous learning fosters a growth mindset and keeps employees

updated with evolving best practices.

 Provide Resources for Practice

Supply practical tools, job aids, cheat sheets, and access to simulations or role-play

exercises that allow employees to practice what they’ve learned. Hands-on reinforcement

ensures the translation of theory into real-world competence.

 Schedule Refreshers or Mentorship

Organize periodic refresher sessions to reinforce key concepts and address any emerging

challenges. Pairing employees with mentors can provide ongoing guidance, boost

confidence, and facilitate a deeper understanding of the material.

 Monitor Long-Term Impact

Evaluate how well training outcomes are being maintained over time. Use performance

metrics, feedback from supervisors, and employee self-assessments to track progress. If

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 knowledge decay or implementation challenges are identified, additional support can be

provided.

Diagram: Training Program Development Cycle

↺ (Feedback may lead back to Needs Assessment)

This cycle demonstrates that training is an ongoing process. The follow-up stage not only

reinforces learning but also feeds valuable insights back into the system, helping to continuously

refine and improve future training efforts.

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