Training for Mid-level Managers

Outline

• Training Overview
• Training Objectives
• Needs Analysis
• Training Content
• Trainers selection
• Organizational Objectives
• Training Objectives
• Target Audience and learning styles

​

​

​

• Training Models
• Different Training methods
• Connection of training methods to learning styles
• Evaluation of effectiveness of the training
• Ensuring transfer of training
• Evaluation questions

​

​

​

​

Training Overview�

The training will focus on;

• Career Development
• Skills enhancement.
• Mentorship

(World Health Organization, 2020)

​

Training Objectives

• Raise the overall level of productivity throughout the company.
• Implement innovative methods of instruction
• Work toward enhancing the organization's programs and the development of its teams.
• Reduce time spent on current training process.
• The expansion and maturation of the business.

(World Health Organization, 2020)

​

​

Need Analysis

1. 1.Determine the preferred outcomes for  Company.
2. Contrast the employee's performance with the intended outcome for the company.
3. Determine trainable competencies.
4. Evaluate performance gaps.
5. Make the needs for training a priority
6. Carry out some kind of cost-benefit analysis. (Mazhisham et al., 2018).

​

Training Content

​

​

​

​

​

(Mazhisham et al., 2018).

​

​

Training introduction

​

Learning components

​

Evaluation component

Training development process

Trainers selection�

Organizational Objectives�

1. The goal is to promote excellent training delivery 2. Maintain a competitive edge.

​

​

Training Objectives�

• Increased levels of staff dedication to their work
• Significant improvements attitude, job happiness, and morale

Target Audience and learning styles�

• Target audience are mid level; managers
• Learning styles will be
• Visual
• Auditory
• Kinesthetic

Training Models�

• ADDIE Model
• The Kirkpatrick Training Model
• Kemp Design Model

(Tan and Le, 2021)

​

​

Cont.

• My preferred model is Kirkpatrick Training Model

​

Different Training methods�

• Conference
• Apprenticeship
• Lectures
• Role-playing

(Tan and Le, 2021).

Connection of training methods to learning styles�

• Lectures: for audio and visual learners
• Role-playing: for physical learners (hands-on) 
• Apprenticeship: for kinesthetic learners
• Conference: for social learners

(Sener and Çokçaliskan, 2018).

​

​

Evaluation of effectiveness of the training

1. Accountability 2. Transparency in Feedback 3.Cost-Efficiency

​

​

Ensuring transfer of training �

• Availability of an added skill
• Improvement of operations
• Resources of company are put in good use
• Improved communication system
• Evaluation is important to test if the training objective was achieved

(Mazhisham et al., 2018)

​

Evaluation questions�

1. Do you think completing the training has enhanced your knowledge or skills?
2. What would you say was the overall quality of your training?
3. What could we do to make the training process better?
4. Was the content's level of quality constant throughout the training?
5. Describe the aspects of this course that you liked and didn't like the most.

References�

Mazhisham, P. H., Khalid, M. Y., Nazli, N. N. N. N., Manap, R., & Hussain, N. H. M. (2018). Identification of training needs assessment in organizational context. IJTMSS, 1(5), 20-30.

Sener, S., & Çokçaliskan, A. (2018). An investigation between multiple intelligences and learning styles. Journal of Education and Training Studies, 6(2), 125-132.

Tan, M., & Le, Q. (2021, July). Efficientnetv2: Smaller models and faster training. In International Conference on Machine Learning (pp. 10096 10106). PMLR.

World Health Organization. (2020). Training for mid-levelmanagers(MLM): module 2: partnering with the communities.

​

​