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Spreading Smile Organization
(SMILE) |
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Proposal for Professional Development
Program (Development
Sector) |
Stress
Management Training
Stress
Management Training
Stress
Management Training
Table of Contents
Our Corporate Training
Programs
6. Effective Team Communication
15. Intercultural Communication
About
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a) |
Consultant
Name |
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Abul Rehman Chairman - Spreading Smiles Organization
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b) |
Address |
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House No 2 Sublime Street behind UBL China Chowk Sialkot |
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c) |
Cell No. |
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+92324
9748440 |
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d) |
Website |
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www.spo.org.pk |
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e) |
Training
Notes |
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HRD Services |
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HRD Compliances |
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Training
Material (English) - https://trainingsmodules.blogspot.com/ |
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Informative
Essays |
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Training Material
(Urdu) |
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f) |
Proposal |
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Professional
Development Program |
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g) |
Proposal
Prepared |
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December 8,
2022 |
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h) |
Submitted by |
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Abul Rehman |
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i) |
Proposal
Submitted on: |
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December 10, 2022 |
Chapter 1
Introduction
Training is the process for
providing required skills to the employee for doing the job effectively,
skillfully and qualitatively. Training of employees is not continuous, but it
is periodical and given in specified time. Generally training will be given by
an expert or professional in related field or job.
Training is required at every stage of work and for every person
at work. To keep oneself updated with the fast changing technologies, concepts,
values and environment, training plays a vital role. Training programmes are
also necessary in any organisation for improving the quality of work of the
employees at all levels. It is also required when a person is moved from one
assignment to another of a different nature. Taking into account this context,
this unit aims at providing insight into the concept, need and methods of
training, also areas of evaluation of training, retraining and dimensions of
organisational learning.
Training is a process of learning a sequence of programmed
behavior. It is the application of knowledge & gives people an awareness of
rules & procedures to guide their behavior. It helps in bringing about
positive change in the knowledge, skills & attitudes of employees. Training
is investment in getting more and better quality work from your talent.
Thus, training is a process that tries to improve skills or add
to the existing level of knowledge so that the employee is better equipped to
do his present job or to mould him to be fit for a higher job involving higher
responsibilities. It bridges the gap between what the employee has & what
the job demands.
Since training involves time, effort & money by an
organization, so an organization should to be very careful while designing a
training program.
The objectives & need for
training should be clearly identified & the method or type of training
should be chosen according to the needs & objectives established. Once this
is done accurately, an organization should take a feedback on the training
program from the trainees in the form of a structured questionnaire so as to
know whether the amount & time invested on training has turned into an
investment or it was a total expenditure for an organization.
Recurrent training is training that is scheduled at periodic
intervals in order to keep employee skill abilities at a maximum level.
Recurrent training often occurs in certain industries, like health care and
aviation where human safety is involved. Recurrent training can be outsourced,
provided by a visiting instructor, or performed by instructors from a corporate
training department.
Training and Development
Training and Development is a
structured program with different methods designed by professionals in
particular job. It has become most common and continuous task in any organization
for updating skills and knowledge of employees in accordance with changing
environment. Optimization of cost with available resources has become pressing
need for every organization which will be possible only by way of improving
efficiency and productivity of employees, possible only by way of providing
proper employee training and development conditioned to that it should be
provided by professionals.
What is the difference between training and development?
Training is the process of
improving and polishing the required Skills to an employee in order to make
him/her skilled and perfectionist in the job which he / she does. Training is
purely job focused but development is psychology and soft skills oriented.
Previously many authors have
defined the difference between training and development, but still there is
little confusion in understanding the difference. In fact many organisations
are using term "training and development" as one and same. Mostly we
hear the term "training" for the purpose of the inducing skills and
knowledge among employees. Both training and development are continuous and
core tasks of organisation, but employee training will be for the particular
job to develop skills in concern particular job for a particular period and
will be given periodically whenever updating of skills needed for performing
particular job and moreover training is meant for the purpose of development of
technicality among employees. Training
is mainly provided for making employee aware on how to handle particular
job, technology or equipment for doing particular task or function in the
organisation. ultimately training of employees will be by way of teaching by
the professional in particular job which involves technicality to develop
skill.
In many and large organisations
even in governmental organizations financial budgeting provides a separate
budget for the purpose of employee training as a key overhead which has been
not ignored ever. Because employee training is very expensive, especially if we
take information technology companies spends large amounts for providing
training to their employees and frequency of training is high because change of
technology is not constant and updated continuously. Therefore to make aware of
new technology and update their skills in accordance with new technology,
training of employees is more frequent as that of other industries.
Coming to employee development we
don't hear or see as that of employee training program in the organisation.
Employee development is psychological oriented mainly provided for people who
deals with managerial tasks.
Such development, however, should
be monitored so as to be purposeful. Without proper monitoring, development is
likely to increase the frustration of employees if when, once their skills are
developed, and expectations raised, they are not given opportunities for the
application of such skills. A good training sub-system would help greatly in
monitoring the directions in which employees should develop in the best
interest of the organization. A good training system also ensures that
employees develop in directions congruent with their career plans.
Benefits
of Training
1.
Increased
efficiency of employees:
An effective training programme can make the employees of the
company work in an effective manner. With training people gain confidence and
this confidence is seen in the output and results.
2.
Reduced
supervision:
An employee needs to be supervised when he works. When the
employee has got sufficient training the amount of supervision required is less
as mistakes are less. This reduces the workload of the supervisor.
3.
Less
amount of wastage:
The amount of wastage by an employee is reduced a lot due to
training and therefore if we take an account of the amount of wastage we find
that the company has saved a lot of money.
4.
Reduced
turnover:
Proper training improves chances of obtaining promotions and
employees are happy because they have better opportunities Due to this their
chances of leaving their current job reduces greatly thereby reducing employee turnover in the company.
5.
Helps
new employees in the organization:
Training always benefits employees whether old or new. In case
of new employees, training helps them a lot . This is because new employees may
not be aware of the functioning of the organization and training helps them to
gain knowledge and insight into the working of the company.
6.
Better
labor –management relations:
Labour – management relations are very essential for any
organization. When companies introduce training programs and prepare employees
for future jobs and promotions they send out a message to the unions that they
are interested in employee welfare. Due to this the unions also adopt a
positive attitude and labour- management relations improve.
7.
Others
·
As the business world is
continuously changing and dynamic, organizations will need to provide to their
employee training throughout their careers. If they do not provide continuous
training they will find it difficult to stay ahead of the competition.
·
The other benefit of training is
that it will keep employees motivated. New skills and knowledge can help to
reduce or minimize boredom. It also demonstrates to the employee that they are
valuable enough for the employer to invest in them and their development.
·
Employee Training can be used to
create positive attitudes through clarifying the behaviours and attitudes that
are expected from the employee by employer.
·
Employee Training can be cost
effective, as it is cheaper to train existing employees compared to recruitment
of new employee with the skills you need.
·
Training can save the
organization money and time if the training helps the employee to become more
efficient.
·
Hence, a well-planned and
well-executed training program should result in:
·
Once you start providing training
to the employees, they feel they are a part of your company family;
a) Knowledgeable
employees make fewer mistakes;
b) reduction
in waste and spoilage;
c) improvement
in methods of work;
d) reduction
in learning time;
e) reduction
in supervisory burden;
f)
reduction in machine breakage and
maintenance cost;
g) reduction
in accident rate;
h) improvement
in quality of products;
i)
improvement in production rate;
j)
improvement of morale and
reduction in grievances;
k) improvement
of efficiency and productivity;
l)
reduction in manpower
obsolescence;
m) enabling
the organization to provide increased financial incentives, opportunity for
internal promotion and raising of pay rates; wider awareness among
participants, enlarged skill; and personal growth.
·
Training is essential because
technology is developing continuously and at a fast rate. Systems and practices
get outdated soon due to new discoveries in technology, including technical,
managerial and behavioral aspects. Organizations that do not develop mechanisms
to catch up with and use the growing technology soon become stale. However,
developing individuals in the organization can contribute to its effectiveness
of the organization. There are some other reasons also for which this training
becomes necessary. Explained below are various factors, giving rise to the need
for training. Employment of inexperienced and new labour requires detailed
instructions for effective performance on the job.
·
People have not to work, but work
effectively with the minimum of supervision, minimum of cost, waste and
spoilage, and to produce quality goods and services.
·
Increasing use of fast changing
techniques in production and other operations requires training into newer
methods for the operatives.
·
Old employees need refresher training
to enable them to keep abreast of changing techniques and the use of
sophisticated tools and equipment.
·
Training is necessary when a
person has to move from one job to another because of transfer, promotion or
demotion.
Chapter 2
Step 1: Decide If Training is
needed
The first step in the training process is a basic one: to
determine whether a problem can be solved by training. Training is conducted
for one or more of these reasons: 1) Required legally or by order or regulation
2) to improve job skills or move into a different position 3) for an
organization to remain competitive and profitable. If employees are not
performing their jobs properly, it is often assumed that training will bring
them up to standard. This may not always be the case. Ideally, training should
be provided before problems or accidents occur and should be maintained as part
of quality control.
Step 2: Determine What Type of
Training is needed
The employees themselves can provide valuable information on the
training they need. They know what they need/want to make them better at their
jobs. Just ask them! Also, regulatory considerations may require certain
training in certain industries and/or job classifications. Once the kind of
training that is needed has been determined, it is equally important to
determine what kind of training is not needed. Training should focus on those
steps on which improved performance is needed. This avoids unnecessary time
lost and focuses the training to meet the needs of the employees.
Step 3: Identifying Goals and
Objectives
Once the employees' training needs have been identified,
employers can then prepare for the training. Clearly stated training objectives
will help employers communicate what they want their employees to do, to do
better, or to stop doing! Learning objectives do not necessarily have to be
written, but in order for the training to be as successful as possible, they
should be CLEAR and thought–out before the training begins.
Step 4: Implementing the Training
Training should be conducted by professionals with knowledge and
expertise in the given subject area; period. Nothing is worse than being in a
classroom with an instructor who has no knowledge of what they are supposed to
be teaching! Use in-house, experienced talent or an outside professional
training source as the best option.
The training should be presented so that its organization and
meaning are clear to employees. An effective training program allows employees
to participate in the training process and to practice their skills and/or
knowledge.
Employees should be encouraged to
become involved in the training process by participating in discussions, asking
questions, contributing their knowledge and expertise, learning through
hands–on experiences, and even through role–playing exercises.
Step 5: Evaluation Training
Program
One way to make sure that the training program is accomplishing
its goals is by using an evaluation of the training by both the students and
the instructors Training should have, as one of its critical components, a
method of measuring the effectiveness of the training. Evaluations will help
employers or supervisors determine the amount of learning achieved and whether
or not an employee's performance has improved on the job as a result.
Training Methods
Employee training is a significant part of an organization’s growth
and success. A well-trained workforce is more productive and efficient at their
roles, enabling them to contribute at a high level to their
organization. With the importance of effective employee training being
obvious, the next step is to choose the right employee training methods that are
ideal for your overall organization, as well as individual team members.
Different types
of employee training methods come with different benefits, challenges,
and goals. There are different learning styles for different people – some are
visual learners, some need hands-on experience, some require an instructor to
guide them, etc. To find an employee training method that works best for your
workforce, we recommend the following techniques during the Training Process.
1. Simulators
Simulations are an effective training
technique for fields that require a specific set of skills for operating
complex machinery, such as in the medical or aviation industries. Successful
simulations reflect actual work situations and allow trainees to solve issues
that they will likely face on the job.
2. Coaching/mentoring
While a structured curriculum has its place
in training, there are many benefits to mentorship and coaching. Implementing a
mentorship program at your company, along with other training methods, creates
employee development opportunities as well as develops relationships that help
new employees feel welcomed and supported.
Mentorship is invaluable, but it does come
with its challenges. Your best employees will be asked to take time away from
their work to train and grow newer staff members. Though it proves to be
beneficial in the end, it will require a little sacrifice.
3. Instructor-led
training
Classroom-style training is the most traditional
and popular training method for employees. This method mimics other classrooms
in that an instructor prepares and leads the experience, usually using a
lecture-style presentation with a visual component.
This style of training has many benefits, one
of which being that trainees can interact with their trainer. Questions are
asked that might otherwise go unaddressed in other training methods. It also
allows for relationship building between the trainer and the trainee as well as
among the employees that are going through the training together.
4. Roleplaying
This technique is usually executed with a
trainee and a facilitator (or trainer), where each is allowed to act out
different potential work scenarios. This method is most effective in industries
that require client or customer interaction, as it allows employees to practice
handling difficult situations.
5. Films and videos
Video has quickly gained popularity as an
effective training technique. It aids companies in training employees more
quickly and efficiently. Many employees prefer it to reading materials. There
are several approaches to training videos. Some companies choose one approach
depending on the material, while others combine a few approaches into one video
seamlessly. The approaches include:
a. Animation: This style allows
complex topics to be explained through visual illustrations. If a topic is
difficult to record, animation is probably the best method.
b. Live-action: Live-action videos
are more demonstrative and are great for showing appropriate and inappropriate
interactions through role-play scenes.
c.
To-camera: This approach features a narrator
who directly addresses the viewer. Typically, the narrator is communicating the
information through a more lecture-style format.
d. Screen recorded: This method
features a recording of things happening on the computer screen. It's perfect
for showing employees how to use new digital tools through a step-by-step
process.
e.
Videos can make difficult material more
interactive, engaging and demonstrative. Additionally, like computer-based
training, the material is easily accessible. An in-person facilitator is
unnecessary and employees can revisit the information whenever they need it.
Though making videos is relatively
affordable, it can be time-consuming. It may be beneficial to partner with a
training video agency to save yourself valuable time and frustration.
6. Case studies
When you're hoping to develop analytical and
problem-solving skills, case studies could be the best training technique.
Trainees are given scenarios, either real or imagined, that depict common work
situations. Either independently or in a group, the employees are then asked to
analyze the case and come up with ideal solutions and scenarios.
Chapter 3
Our Corporate Training Programs
Here’s a list of 15 corporate
training programs, we planned,
1. Work Life Balance
Work-life balance is a major factor in achieving a satisfactory
and enhanced lifestyle. The Work-Life Balance Training course teaches you how
to determine and focus only on relevant matters in life, which allows you to
enjoy a sense of achievement and satisfaction in both your career and personal
life
2. Collaboration
Collaborative training is a methodology where employees
share their knowledge and expertise, teaching and learning from one another at
the same time. This technique helps enhance the overall training experience for
employees by capitalizing on their skills, ideas, and knowledge
3. Prioritizing
Prioritization
in the workplace refers to a person’s ability to correctly appraise the
relevant importance or urgency of assigned tasks. Employees with better
prioritization skills will be better equipped to make strategic decisions, show
excellent judgment, and display strong time-management skills.
Similarly,
in roles where staff must juggle several objectives, prioritization skills
underpins a person’s ability to keep up with their tasks, focus on the most
important tasks, and objectively weigh up options when making decisions.
"Employees
with better prioritization skills will be better equipped to make strategic
decisions" - Ben Schwencke
Those
that lack prioritization skills will inevitably focus their time and attention
on less important tasks, misinterpret the urgency of incoming tasks, and will
have difficulty thinking tactically when making decisions.
4. Innovation and
Creativity
You
could think of creativity as the ability to transcend traditional ways of
thinking or acting, and to develop new and original ideas, methods or objects. Innovation,
on the other hand, is the practical implementation of ideas that result in
the introduction of new goods or services or improvement in offering goods or
services.
Successful
organizations over the long haul are those who are the most creative and
innovative. These organizations don’t copy what others do; instead, they may
use innovative ideas from others as a spring board to come up with a unique
application, product or service for themselves. Creative and innovative
companies tend to distance themselves from the competition rather than compete
with them. If they see another company copying what they do, they create
something new and better. In other words, they are able to leverage their
creativity and their innovative capabilities to attain long-term success.
Offering leadership training to
existing employees is an excellent way of retaining them. A leadership training
program helps such employees be future-ready and shows them that your
organization wants to invest in their future at the company.
Such training aims at providing
holistic development of employees by improving their communication skills, goal
setting techniques, collaboration, forecasting, behavioral interviewing,
conflict resolution, and team building.
6. Effective Team Communication
Effective team communication is
crucial for successful team collaboration and goal alignment. Team
communication training focuses on verbal and non-verbal aspects of
communication. It allows team members to experience first-hand how well people
receive their ideas and improve further.
This training offers multiple
benefits such as team building, increased productivity, and efficient
problem-solving. Your team members will also be able to resolve conflicts
better and send out effective business communication in emails and messages.
Project management is a skill
required at every level of an organization, and organizations should train all
employees in the basics of project management at least once. After implementing
a project management training program, you can expect your employees to deliver
efficiently on vital business goals, as well as becoming more organized
workers.
Negotiation is a difficult skill
and can be mastered over time with practice. Negotiation training programs
allow employees to practice negotiation in an environment where stakes are low
and learn how to be influential without clouding their judgment.
An effective negotiator brings a
sense of power to the table and drives the conversation in their favor.
Negotiation is a highly crucial skill set in situations like third-party
collaborations, partnerships, and sales organizations.
Workplace conflicts reduce
productivity and lead to poor workplace satisfaction if not resolved in time.
Training such as these becomes a mandate to empower employees to solve their
differences without escalations and third-party mediations. A conflict
resolution training program allows employees to fill their interpersonal skills
gap and take responsibility for their behavior. It also helps them recognize
conflicts early on before they become an issue.
Time is the most valuable
resource to organizations, and with employees juggling multiple tasks
simultaneously, it becomes essential to train employees on effective time
management. There are instances when employees might fail to prioritize their
work, leading to missed deadlines and stress. Time management training program
teaches employees to prioritize multiple tasks without falling behind on the
assigned deadlines.
Sales is the revenue generation
department for an organization, and every lost deal costs an organization
revenue. Sales training programs can go a long way
in teaching entry-level sales employees negotiation, objection handling, and
practical decision-making skills.
Emotional intelligence is
instrumental in an individual’s success, and a training program for developing
emotional intelligence can provide your leadership team with the emotional
skills to become better leaders. By training your leaders to be emotionally
intelligent, you make them self-aware and improve their levels of compassion.
These training programs will positively modify their daily interactions by
forming more meaningful relationships and collaborations.
Decision-making often becomes
difficult when your managers are in a tight spot. Therefore, you need to train
them for effective decision-making in a safe and low-risk environment.
With well-designed
decision-making training, you can delegate more decisions and be confident that
you can rely on your managers to make informed decisions in crucial situations.
Current work schedules can often
stress your employees, resulting in a decline in productivity. Amidst stressful
situations such as the ongoing pandemic, it is crucial to help your workforce
keep their stress levels low. Effective stress management training programs will
result in your employees being happy and productive at the same time. It also
allows managers to empathize with their team member’s conditions and provide
them with all the necessary support.
15. Intercultural Communication
With more and more organizations
working on improving their workplace’s diversity or becoming global companies,
intercultural communication is an important step to avoid future conflicts.
Training your employees on intercultural communication will reduce the
instances of miscommunication and make employees from different cultures work
better together. It will also decrease prejudices and stereotypes against
people from other cultures.
§
Chapter 4
Training Detail & Scope of Work
Which
topics of training should be selected, it depends upon either the needs of the
origination or Training Need Analysis (TNA). Training Needs Analysis (TNA)
is the process in which the company identifies training and development
needs of its employees so that they can do their job effectively. It involves a
complete analysis of training needs required at various levels of the
organization. The consultant will help the origination to reach to the best
solution. However, in order to understand the complete scope of Professional
Training, some detail about some common Training Topics is given below.
Training Modules
Here are the a few Training
Modules.
Module
1 – Stress Management
a)
Stress
management
b)
Causes
of stress
c)
Disadvantages
of stress on human health
d)
Benefits
of stress management
e)
Types
of stress
f)
Measuring
stress
g)
Famous
models of stress management
h)
Stress
management at workplace
Module
2 - Manage
a work-life balance
a)
Work-life
balance
b)
Significance
of work-life balance
c)
Creating
a better work-life balance
d)
What
is a good work-life balance?
e)
5
steps to working life balance?
f)
Improving
your work-life balance
Module
3 - Collaboration
a) Collaboration.
b) Why is collaboration so important?
c) Types of collaboration.
d) Collaboration examples in the Workplace.
e) Effective collaboration?
f)
Which Kind of collaboration is “Right for you”?
g) Essential elements of collaboration.
h) Collaboration skills that bring teams together.
i)
What are the
six collaborative behaviors?
j)
What are the fundamental
elements of collaboration?
Module 4 – Prioritizing
a)
What
is prioritizing?
b)
Significance
of prioritizing
c) How to increase priorities skills?
d)
Which
task should be the first priority?
e)
Prioritizing
work when everything's important?
f)
Mistakes
that make effective prioritizing impossible?
g)
How
Product Experts Prioritize?
h)
What
are the 3 key components to prioritizing?
i)
What
are your top 5 priorities in life?
j)
How
do you find top priority?
k)
What happens when you don't prioritize?
l)
4
levels of prioritizing tasks.
m) 9 practical methods for how to prioritize
your work.
Module 5 – Innovation and Creativity
a)
Creativity
and Innovation.
b)
What
are creativity skills?
c)
Examples
of creativity skills and innovation skills.
d)
Improving
Your Creative Thinking.
e)
What
4 skills are needed for innovation?
f)
Improving
Innovation Skills and creativity skills
g)
Creativity
skills in the workplace.
Training Material
The “Consultant” will design
the following types of the training material
a)
Training
Material and Notes
b) Presentation PPT
c)
Identification of video documentaries about
certain topics
d)
Templates for pre and post evaluation
Training Methods
Training Methods are subject to the Training Modules
approved. To know complete information about the training style, please see the
Training Plan. However the following methods will be used, which may be changed
as par the client demand.
a)
Presentation – PPT
b)
Brainstorming/Participator Approach/Knowledge
sharing
c)
Role Play/Activity
d)
Audio Video Method
e)
Assignments
f)
Ice Breakers
Training Schedule
The “Consultant” shall conduct
training in subject matter in accordance with the schedule recommended.
Publicity and Marketing
The Client will authorize the “Consultant” to utilize the
Client's logo and associated trademarks as well as any media, photos, or
footage from the any training session solely for the purpose of marketing the Trainer's
Services.
Training Duration and
Participants’ Number
The duration and participants’ number depends
on the approval of the “Recommended Modules”. It is recommended that there
should not be more than 25 persons in a group and that the training duration
should be at least eight hours so that the training participants may avail an
opportunity to demonstrate the skills, in the form of “Presentation/Assignment/Role
Play/etc.”. If the duration of the training is extended to eight hours, the
participants can give their presentation according to the training topic, which
will make easier to evaluate the training purpose and quality. However, at the
stage, 2 types of Training Plans are being submitted, Plan A and Plan B. Plan A
is a Full 5 Days Training Plan with total 40 hours, whereas Plan B has been reduced to 4 4 hours a day, for two separate
groups of 25 participants each. In Plan B, daily 2 Training Events will be
arranged, the Morning Session, the Noon Session, respectively. Detail has been
provided.
Video Documentaries
During the process of Training, certain
“Animated Documentaries” from YouTube, will be used. Complete list will be
shared after the approval of the “Training Modules”. Right now, just a
few links are being shared.
a)
Power of Team
Work - https://www.youtube.com/watch?v=4duPBWzf46E
b)
Power of
Felling - https://www.youtube.com/watch?v=8AGgbIQyqR8
c)
Team Work - https://www.youtube.com/watch?v=kKxNBABwEG0
d)
Team Work
Significance - https://www.youtube.com/watch?v=6fbE52YDEjU
e)
Managing Stress
- https://www.youtube.com/watch?v=hnpQrMqDoqE
f)
Good Team Work
and Bad Team Work - https://www.youtube.com/watch?v=fUXdrl9ch_Q
g)
Don’t be Angry
- https://www.youtube.com/watch?v=8vzSckg8jk8
h)
Innovation - https://www.youtube.com/watch?v=ZtHZyJTfvHc
i)
Creativity - https://www.youtube.com/watch?v=pCxY70kPDnM
j)
Work Life
Balance - https://www.youtube.com/watch?v=lgnS-oBhfHk
Resources Needed
To conduct the proposed training program
successfully, the “Consultant” request the following services from the
organization.
a)
Accommodation and lodging
b)
Logistic Support
c)
Training Material including stationery items
(charts, writing markers, photocopies, etc.)
d)
Mini Speakers
e)
Internet Access
Trainee Assessment – Before Training/After training
For the
assessment of the “Trainee Pre and Post Knowledge Base”, certain
evaluation templates will be designed. These forms will be provided to the
participants, at the start of the training as well as at the end of the each “Training
Module”. In this “Evaluation Form”, certain questions will be asked
from the “Trainees” so as to get an overview of their previous and current
level of knowledge about specific topic.
Training Evaluation
To evaluate the Training Quality, Training Evaluation Template for each module will be designed.
These Training Evaluation Forms will gauge the following criteria.
a)
Training
content
b)
Training
methods
c)
Most
useful aspects of the training
d)
Which aspects
of the workshop participants found LEAST?
e)
Recommendation
for the “Room of Improvement”.
f)
Quality of coordination/facilitation
i.
Poor
ii.
Average
iii.
Good
iv.
Excellent
Training Evaluation Template
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2. Please share
with us which aspects of the workshop you found most useful?
3. Please share
with us which aspects of the workshop you found LEAST
4. Please share
your recommendation for the “Room of Improvement”.
5. Please rate
the quality of Coordination/facilitation by circling only one number from the
given category?
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Poor |
Average |
Good |
Excellent |
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Training
Plan
Full Day Training Schedule
Total 40 Hours
(Daily 8 Hours)
25 Participants
Proposed Training Plan (Stress Management)
Training Timings (09.00 to 5.00) - (Duration 8 Hours)
|
No. |
Training Modules |
Timing |
(Minutes) |
Methodology |
Resources |
|
1 |
·
Introduction |
9.00 to 9.20 |
20 |
Throwing Ball Activity |
Ball for throwing |
|
2 |
·
Norms Setting |
9.20 to 9.40 |
20 |
Participatory Approach |
Stationery items |
|
3 |
·
Telawat e Quran Sharif |
9.40 to 09.50 |
05 |
Participant Help |
Participant |
|
4 |
·
Trainee
Assessment – Before training |
09.50 to 10.00 |
10 |
Template Filling |
Photocopies |
|
5. |
·
Stress
management ·
Causes of
stress |
10.00 to 10.30 |
30 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
6. |
·
Advantages
& Disadvantages |
10.30 to 10.15 |
15 |
Video Documentary |
Multimedia/etc. |
|
7. |
·
Advantages
& Disadvantages |
10.15 to 11.00 |
45 |
Brainstorming/Lesson Learned |
Participants |
|
8. |
·
Tea Break |
11.00 to 11.30 |
30 |
Working Tea |
Tea/eatable items |
|
9. |
·
Types
of stress ·
Measuring
stress ·
Famous models
of stress management |
11.30 to 12.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
10. |
·
Assignment for trainees ·
Giving instructions and group
formation ·
Preparation
Time ·
Presentation ·
Review and
questions/answers |
12.30 to 1.30 |
60 |
Group Assignment |
Stationery items |
|
11. |
·
Prayers and
lunch break |
1.30 to 2.30 |
60 |
Break |
Prayers
and lunch |
|
12. |
·
Stress
management at workplace |
2.30 to 3.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
13. |
·
Overview –
Module 1 |
3.30 to 4.30 |
60 |
Brainstorming |
Stationery items |
|
14. |
·
Trainee
Assessment – After training |
4.30 to 4.45 |
15 |
Template Filling |
Photocopies |
|
15. |
·
Training
Evaluation |
4.30 to 5.00 |
15 |
Template Filling |
Photocopies |
Proposed Training Plan (Manage a work-life balance)
Training Timings (09.00 to 5.00) - (Duration 8 Hours)
|
No. |
Training Modules |
Timing |
(Minutes) |
Methodology |
Resources |
|
1 |
·
Telawat e Quran Sharif |
9.00 to 9.05 |
05 |
Participant Help |
Participant |
|
2 |
·
Overview –
Module 1 |
9.05 to 9.30 |
25 |
Brainstorming |
Stationery items |
|
3 |
·
Trainee
Assessment – Before training |
9.30 to 09.45 |
15 |
Template Filling |
Photocopies |
|
4 |
·
Work-life
balance ·
Significance
of work-life balance |
09.45 to 10.30 |
45 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
5. |
·
Creating a
better work-life balance/What is a good work-life balance? |
10.30 to 10.15 |
15 |
Video Documentary |
Multimedia/etc. |
|
6. |
·
Creating a
better work-life balance/What is a good work-life balance? |
10.15 to 11.00 |
45 |
Brainstorming/Lesson Learned |
Participants |
|
7. |
·
Tea Break |
11.00 to 11.30 |
30 |
Working Tea |
Tea/eatable items |
|
8. |
·
5 steps to
working life balance? |
11.30 to 12.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
9. |
·
Assignment for trainees ·
Giving instructions and group
formation ·
Preparation
Time ·
Presentation ·
Review and
questions/answers |
12.30 to 1.30 |
60 |
Group Assignment |
Stationery items |
|
10. |
·
Prayers and
lunch break |
1.30 to 2.30 |
60 |
Break |
Prayers
and lunch |
|
11. |
·
Improving
your work-life balance |
2.30 to 3.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
12. |
·
Overview –
Module 2 |
3.30 to 4.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Stationery items |
|
13. |
·
Trainee
Assessment – After training |
4.30 to 4.45 |
15 |
Template Filling |
Photocopies |
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14. |
·
Training
Evaluation |
4.30 to 5.00 |
15 |
Template Filling |
Photocopies |
Proposed Training Plan (Collaboration)
Training Timings (09.00 to 5.00) - (Duration 8 Hours)
|
No. |
Training Modules |
Timing |
(Minutes) |
Methodology |
Resources |
|
1 |
·
Telawat e Quran Sharif |
9.00 to 9.05 |
05 |
Participant Help |
Participant |
|
2 |
·
Overview –
Module 2 |
9.05 to 9.30 |
25 |
Brainstorming |
Stationery items |
|
3 |
·
Trainee
Assessment – Before training |
9.30 to 09.45 |
15 |
Template Filling |
Photocopies |
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4 |
·
Collaboration/why
is collaboration so important? ·
Types of
collaboration ·
Collaboration
Examples in the Workplace ·
Effective
collaboration? ·
Which Kind of collaboration is “Right for
you”? ·
Essential
elements of collaboration |
09.45 to 10.30 |
45 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
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5. |
·
Collaboration |
10.30 to 10.15 |
15 |
Video Documentary |
Multimedia/etc. |
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6. |
·
Collaboration |
10.15 to 11.00 |
45 |
Brainstorming/Lesson Learned |
Participants |
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7. |
·
Tea Break |
11.00 to 11.30 |
30 |
Working Tea |
Tea/eatable items |
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8. |
·
Collaboration
skills that bring teams together |
11.30 to 12.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
9. |
·
Assignment for trainees ·
Giving instructions and group
formation ·
Preparation
Time ·
Presentation ·
Review and
questions/answers |
12.30 to 1.30 |
60 |
Group Assignment |
Stationery items |
|
10. |
·
Prayers and
lunch break |
1.30 to 2.30 |
60 |
Break |
Prayers
and lunch |
|
11. |
·
What are the
six collaborative behaviors? ·
What
are the fundamental elements of collaboration? |
2.30 to 3.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
12. |
·
Overview –
Module 3 |
3.30 to 4.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Stationery items |
|
13. |
·
Trainee
Assessment – After training |
4.30 to 4.45 |
15 |
Template Filling |
Photocopies |
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14. |
·
Training
Evaluation |
4.30 to 5.00 |
15 |
Template Filling |
Photocopies |
Proposed Training Plan (Prioritization)
Training Timings (09.00 to 5.00) - (Duration 8 Hours)
|
No. |
Training Modules |
Timing |
(Minutes) |
Methodology |
Resources |
|
1 |
·
Telawat e Quran Sharif |
9.00 to 9.05 |
05 |
Participant Help |
Participant |
|
2 |
·
Overview –
Module 3 |
9.05 to 9.30 |
25 |
Brainstorming |
Stationery items |
|
3 |
·
Trainee
Assessment – Before training |
9.30 to 09.45 |
15 |
Template Filling |
Photocopies |
|
4 |
·
What is
prioritizing? ·
Significance
of prioritizing ·
How to increase priorities skills? ·
Which task
should be the first priority? ·
Prioritizing
work when everything's important? ·
Mistakes that
make effective prioritizing impossible? |
09.45 to 10.30 |
45 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
5. |
·
Prioritizing |
10.30 to 10.15 |
15 |
Video Documentary |
Multimedia/etc. |
|
6. |
·
Prioritizing |
10.15 to 11.00 |
45 |
Brainstorming/Lesson Learned |
Participants |
|
7. |
·
Tea Break |
11.00 to 11.30 |
30 |
Working Tea |
Tea/eatable items |
|
8. |
·
What happens when you don't prioritize? ·
4 levels of
prioritizing tasks |
11.30 to 12.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
9. |
·
Assignment for trainees ·
Giving instructions and group
formation ·
Preparation
Time ·
Presentation ·
Review and
questions/answers |
12.30 to 1.30 |
60 |
Group Assignment |
Stationery items |
|
10. |
·
Prayers and lunch
break |
1.30 to 2.30 |
60 |
Break |
Prayers
and lunch |
|
11. |
·
9 practical methods for how to prioritize your work (and time) |
2.30 to 3.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
12. |
·
Overview –
Module |
3.30 to 4.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Stationery items |
|
13. |
·
Trainee
Assessment – After training |
4.30 to 4.45 |
15 |
Template Filling |
Photocopies |
|
14. |
·
Training
Evaluation |
4.30 to 5.00 |
15 |
Template Filling |
Photocopies |
Proposed Training Plan (Innovation and Creativity)
Training Timings (09.00 to 5.00) - (Duration 8 Hours)
|
No. |
Training Modules |
Timing |
(Minutes) |
Methodology |
Resources |
|
1 |
·
Telawat e Quran Sharif |
9.00 to 9.05 |
05 |
Participant Help |
Participant |
|
2 |
·
Overview –
Module 4 |
9.05 to 9.30 |
25 |
Brainstorming |
Stationery items |
|
3 |
·
Trainee
Assessment – Before training |
9.30 to 09.45 |
15 |
Template Filling |
Photocopies |
|
4 |
·
Creativity
and Innovation ·
What are
creativity skills? ·
Examples of
creativity skills and innovation skills |
09.45 to 10.30 |
45 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
5. |
·
Creativity
and Innovation |
10.30 to 10.15 |
15 |
Video Documentary |
Multimedia/etc. |
|
6. |
·
Creativity
and Innovation |
10.15 to 11.00 |
45 |
Brainstorming/Lesson Learned |
Participants |
|
7. |
·
Tea Break |
11.00 to 11.30 |
30 |
Working Tea |
Tea/eatable items |
|
8. |
·
Improving
Your Creative Thinking ·
What 4 skills
are needed for innovation? |
11.30 to 12.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
9. |
·
Assignment for trainees ·
Giving instructions and group
formation ·
Preparation
Time ·
Presentation ·
Review and questions/answers |
12.30 to 1.30 |
60 |
Group Assignment |
Stationery items |
|
10. |
·
Prayers and
lunch break |
1.30 to 2.30 |
60 |
Break |
Prayers
and lunch |
|
11. |
·
Overview –
Overall |
2.30 to 3.30 |
60 |
Brainstorming/ Lecturer/Presentation |
Multimedia/etc. |
|
12. |
·
Trainee
Assessment – After training |
3.30 to 3.45 |
15 |
Brainstorming/ Lecturer/Presentation |
Stationery items |
|
13. |
·
Training
Evaluation |
3.45 to 4.00 |
15 |
Template Filling |
Photocopies |
|
14. |
·
Event
Closer Ceremony |
3.45 to 5.00 |
90 |
Group
Gathering/Question Answers/Brainstorming |
Cake for Cutting
/Group Photo |