The essentiality for training programs has been evident over the past years, and this has been seen in institutions and organizations that have embraced the practice of training the employees and equipping them with all essential knowledge that fosters their effectiveness in organizational operations. Leadership is a crucial role that is given to leaders with the aim of making sure that an organization maintains law and order and at the same time, the organization gets to offer direction to the employees on the best activities to engage in to promote the growth and development of an organization. The half-day training program will focus on “the qualities of being an effective leader and manager.”
The reason for taking this direction in the training program is to make sure that all the attendees will be taught about the most significant characteristics that they ought to possess to become effective leaders. Most of the attendees are professional managers who have gone through various levels of education, and they already have the necessary knowledge with them. In this respect, it is understandable why the training of this significance will only take half of the day. The training is also aimed at providing information that will not only help the leaders in the present day, but it is also aimed at helping the managers to be effective managers even in the near future.
This means that the program has materials that will be provided to the leaders and the materials will help the leaders to be the best they can be and to nurture other upcoming leaders within their different departments. The targeted organization, in this case, will be Coca-Cola Bottling Company in Cyprus. The company has many branches in the world, but the focus will be on Cyprus with the aim of benefiting the leadership team in Cyprus branch.
Appropriate analysis methods used
The main aim of the program is to improve the performance of the managers in the company as opposed to only focusing on a specific portion or number of the managers. In this respect, the method that will be used in selecting the most suitable trainees in this program is the general selection (Weiss et al. 2017). In general selection, every person who holds the position that is targeted qualifies to be a participant. It is essential to note that despite the fact that all managers have the needed knowledge to perform, they need to add to the knowledge that they already have so that they can be effective in making sure that the company meets the goals that it has the intentions of meeting.
Clear identification of learners’ current state of skills/knowledge
Considering that all the managers are included in this program, there will be a dire need to look into the managers that have knowledge that is needed and the managers who need to work on the knowledge that they already have. The tool that will be used in identifying the current skills of the managers is the questionnaire (Osipov et al. 2017). The questionnaire will be there for every manager, and the managers will be expected to answer all the questions. This will make it easier to understand where the level of the knowledge of the managers is and some of the points that should be taken seriously during the training sessions.
Thorough research into task/knowledge
The company conducts appraisals, and they will be used as tools that will help to know more about the knowledge of the trainees. There is a dire need to understand that some of the concepts that will be focused on are associated with the daily activities of the managers (Lisanne, Best, Crockett, and Liu-Ambrose, 2018). In this respect, it is evident that the performance of the managers at the company will help to know if the managers have the knowledge that is needed or not.
A clear, detailed description of task/knowledge areas, conditions, tools/equipment used to do the task
The task that is emphasized on in this case does not require the use of tangible materials, and this is because it is associated with the leadership of the trainees in their different departments (Lee et al. 2018). The trainees will be expected to execute what they will have acquired at the training program with the aim of making sure that the company meets its goals and the program meets its objectives. The knowledge that the trainees will acquire during the training session will be the tool that they will use to make sure that they improve the standards of the company.
Is the needs analysis data appropriate and adequate to develop objectives and design the course?
The needs analysis data is appropriate and adequate to develop objectives, and this is because the objectives depend on the needs in place. In this case, if the analysis has provided the needs, it is evident that the process of identifying the objectives will not be complicated (Massenberg, Schulte, and Kauffeld, 2017). The data provides essential information that guides the planners on the best ways to draft the objectives that ought to be met thus making it an essential aspect in the entire process.
Title and Overall Description Of The Program
The title of the program will be “the qualities of being an effective leader and manager.” The title is more of an explanatory phrase than a statement, and this is because it goes a long way to provide details of what will take place in the training program. In any organization, the leaders play a significant role in making the organization a success (Fujimoto and EJ Härtel, 2017). In this respect, it becomes paramount to regularly look into the needs and capabilities of the leaders because failure to doing so, an organization may not be in the most suitable position to meet its overall goals (Watts et al. 2017).
It becomes paramount to understand the roles and responsibilities of leaders in any given organization. The leaders stand at the highest position, and this means that even before giving direction to the employees, the employees look up to them and are guided by their actions. Knowing that the character of the leaders is influential is helpful to any organization, and this is because the organization is able to know the exact measures to take to ensure that the characters of leaders influence the employees positively.
The growth of any company is paramount, and its success affects the employees and the management. The key issues that are present in the company are need for effective management, aligning the success of other Coca-Cola branches with the success of Coca-Cola Bottling Company in Cyprus, making sure that the needs of the employees are looked into to promote effectiveness and also increase customer satisfaction, and also to ensure that there is compatibility between the organizational culture and the community (Sitzmann and Weinhardt, 2018).
The program looks into all the listed key issues, and it does so by aligning the learning program with the needs of the company. The reason why the program has targeted the managers instead of bringing in employees from various ranks is that the managers are the best remedy to the keys issues that have been stated. Therefore, training them on how to overcome the key issues will also affect the employees and the organization at large, and this is due to the fact that the managers are high in rank and they have an influence on the employees.
Training objectives
The training program will be specific and transparent on the objectives that it plans to meet. The first objective is to increase the rate of employee satisfaction. Employee satisfaction is fostered when the working environment of a company is at its best and gives the employees ample time to perform their duties (Fastring et al. 2018). It is, however, paramount to understand that the employees have a limited role in making the working environment-friendly. The best they can is to promote friendly relationships with their fellow employees (Soler et al. 2018).
However, when it comes to the aspect of making sure that all resources needed at the organization to make the operations smooth, the managers come in. The reason behind it is because the managers have the power to make rules that promote the distribution of resources equally (Campos et al. 2017). In this respect, the program will help in making sure that the managers know more about the roles they are supposed to play in making sure that the satisfaction levels at the company are at their highest.
The second objective is to make sure that the company does not engage in activities that may promote conflicts between it and the community. An organization is not only supposed to manufacture goods and offer services, but it is also supposed to make sure that there is a good relationship between it and the community members (Ghaderi, Kadesjö, Björnsdotter, and Enebrink, 2018). It is essential to note that most of the members of the community are customers and employees of the company. For an organization to be a success,
it must have a good reputation, and a good reputation is promoted when an organization makes sure that it does not engage in activities that affect the relationship between the organization and the members of the community (Rehfeld et al. 2017). The program will be equipping the managers with the knowledge that will be essential and helpful to them. It will be helping the managers to understand what they are supposed to do as leaders so that they can promote a good relationship with the members of the community.
The third objective of the training program is to promote continuity in the passing of leadership skills from one level of management to the other. It is essential to note that the current leaders in any organization are likely to be promoted or to head for retirement. If this happens, it becomes a challenge to fill in the positions that they were holding on to when they were serving the company (Bell, Tannenbaum, Ford, Noe, and Kraiger, 2017). The program will help the managers to identify potential leaders with the aim of making sure that when the managers are promoted to other ranks, they have the fittest leaders to fill in the gaps they will have left.
A good leader does not only look into ways of growing his or her carrier, but a good leader also grooms (Pakenham, Mawdsley, Brown, and Burton, 2018). In this respect, the training program will be coming in place to promote the grooming process at the organizational level. At the same time, it is essential to note that the organization of focus is global and it has been opening new outlets all over the world. With this in mind, it is evident that there is a possibility that soon the organization might be in dire need of leaders to take on new roles and responsibilities (Högström, Olofsson, Özdemir, Enebrink, and Stattin, 2017). When this time comes, there will be a need to have leaders who are already groomed and ready to take up the leadership role of the company.
Training methods to be used and the rationale for using them
The training program is aimed at providing nothing less than helpful information and lessons to the managers. It is for this reason that the training methods come in place to make sure the process of passing the information and knowledge is smooth (Jiménez-Reyes, Samozino, Brughelli, and Morin, 2017). Three essential training methods will be used in this program, and the methods are aligned with the objectives of the training program.
Lectures will be used to pass the knowledge and information from the trainers to the trainees. Lectures are in most cases used when the trainees already have some knowledge of the lessons that the training program wants to provide (Kempker et al. 2018). The managers are in their respective positions because they are qualified and therefore not all knowledge will be new to them. This method will help in passing on the knowledge to the managers and reminding them of the role they have in making the company a success.
Coaching and mentoring are essential in any given training program and mostly if the training program wants to attain long-term goals (Omura, Maguire, Levett-Jones, and Stone, 2017). The training program wants to make sure that the managers are effective as leaders and at the same time, the continuity of good leadership is fostered at the organizational level. In this respect, coaching becomes paramount. To foster a good mentoring program, the senior and junior managers will be brought together with the aim of fostering an environment where the senior managers can be of benefit to the junior managers.
The use of scenarios that have taken place in the past as a reference point is essential in any training session, and this is because it gives the trainees an opportunity to understand the concepts from a real-life perspective (Stefanakis et al. 2018). The training program will focus on some of the cases of success and failure with the aim of making the managers understand the need to take seriously the lessons that will be passed across during the training program.
A tentative lesson plan
The training program will take approximately six hours, and this is because it is not supposed to take more than half a day. In this respect, the lessons will be divided into three broad lessons (Newton et al. 2018). Each of the lessons will be allocated two hours to make sure that there is enough time to help the trainees to understand some of the crucial aspects. The lesson plan will be as follows;
The managers will be taught how to come up with policies that do not oppress the employees but have policies that motivate the employees to work harder (Best et al. 2017). At the same time, the provision of resources that promote the effectiveness of the employees will be emphasized on.
The lesson will be helping the managers to make sure that the organizational culture does not collide with the cultures of the members of the society. This is because of the members of the community comprised of some of the employees of the company.
In this lesson, the trainees will be expected to gain in different ways. The first way is associated with the characters of the managers that are supposed to act as an attraction to the junior managers and employees (Lacerenza, Reyes, Marlow, Joseph, and Salas, 2017). The managers will be taught how to make sure that their behaviors and how they conduct themselves appeal to the employees.
A list and a brief description of training materials
A program evaluation plan
The program will be evaluated in three different categories. The first category will be associated with the availability of learning materials. The effectiveness of a program can only be seen if the program is able to meet the expectations and provide all materials. The participation of the trainees will be the second criterion that will be used. The effectiveness of the program can only be known if the trainees participate in activities of the program (Phillips et al. 2017). The third criterion will be the effectiveness of the managers in their respective posts. After the training, the evaluation of the changes that the managers will make in the company will take place. If the managers initiate positive changes, it will be a sign that the program was effective and the trainees were able to grasp as much knowledge as possible that was essential to their careers.
Conclusion
Training is an essential aspect of any given organization. The main aim of training is to make sure that an organization is able to feed the employees with the information that is needed for them to be effective members of the company. The training proposal that has been drafted has focused on an organization in Cyprus, and its main aim is to make sure that the managers of the company are equipped with the essential knowledge that will make them effective team members. The managers of a company play an essential role, and if they do not perform in line with the needs of the company, they might affect the success of the company.
The training program is transparent and clear. One of the characteristics that show that it is transparent and clear is the definition of the objectives of the training program. The training program is aimed at making sure that all the managers are equipped with knowledge that will help them to create a good working environment, to look into the compatibility of the organizational culture and the community cultures, and to pass on the knowledge from the managers to the employees who are potential managers. At the same time, it is evident that the training program has focused on the managers and that has been well introduced.
Doing so has helped the reader to understand the perspective of the program and the persons that it targets. Resources are essential in any given training program. The training program proposal has listed all the materials that are essential, and at the same time, it has discussed how the materials will be of use to the whole program. The proposal has also done a recommendable job by outlining how the needs of the trainees will be identified. Doing so helps the team that will be on the ground to know what it is supposed to do to promote a learning environment that is helpful to the targeted trainees.
References
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