Report On Training Program In The Sales And Marketing Company
Table of Contents
The Position and Enterprise
Assessment of Needs
The Education Program
Comprehension of educational concepts
Original: Constructivism
Paraphrased: Theory of knowledge construction through experience.
In conclusion
The Employment and Institution
The training was for a week and took place between 2nd and 10.10. Kosha Agencies a multi-national Sales and Marketing Company with the aim of ensuring that other company products continue to grow in the country. This organization is responsible for analyzing target markets, advertising, networking, and finding new business ventures.
The organization also offers the following services:
Brand Building
New-market entry strategy
Planning for brand growth
Consulting and creative strategy.
This report was required by a corporate sales executive to evaluate the skills of existing employees. The training focused on business development skills and addressed some of the issues that exist within the advertising industry. These included ethics, customer relations, teamwork, and customer relations. The training will provide motivation for all employees to learn about the business’s economic, environmental, and social perspectives. The findings of the training requirements assessment will be used to make recommendations that can help develop specific skills.
The task assessment questionnaire was used as the method for assessing need. Supervisors received the questionnaires and were asked various questions about their employees’ work performance. Interviews were also carried out. Employees participated in group interviews and were asked the exact same question. The information was recorded and coded. SPSS analysis was performed to provide clear and concise data.
The task assessment questionnaire comprised two parts. The interviormation was a survey that asked about the skills and abilities of their supervisors in managing their respective stations and employees. The group interview format was used to administer the questionnaires.
Interviewer called all employees to the conference room, asking them the same question. All supervisors were free to respond. This seemed like the best way to go, as teamwork is a key component of any training program. The interview lasted one hour and assessed many skills across the various departments.
This process synthesized all the data from interviews and questionnaires to create a cohesive program that would benefit the entire organization. The goal of the process was to gather and synthesize the data and provide an in-depth understanding of the skills and capabilities of each department as well as the organization.
The Training ProgramThe training program’s main purpose is to improve professional, ethical and cultural behavior within an organization. This involves improving knowledge, skills, and behavior of employees within the organization. Training will improve the performance of administrative staff members to increase efficiency and productivity at Kosha Agencies.
Modules were developed based on employee feedback. The training had two specific goals: improving operational efficiency and quality. Participants who fully participated and adhered to the procedure were eligible for individual incentives and awards.
The training program includes the following methods:
Visuals are used in onboard training to provide a better understanding of concepts and can often be used to assist employees in being more productive in their work.
This training focuses on improving employees’ soft skills. These skills include communication, problem solving, presentation, leadership, and communication skills.
Different Learning Theories The researcher advised supervisors and top management to praise efficient and respectful employees and to critique incompetent workers to help them improve.
Furthermore, the focus was on mental health and improvement through cognitivism. Managers and employers could encourage their employees’ strategic thinking abilities and memory to be improved. Kosha Agencies developed games and activities that test employees’ agility, ingenuity, speed and creativity to improve employee well-being, workplace productivity, and overall wellbeing.
Here are some great practices for improving learning transfer
A success criteria is established to evaluate the performance of a trainee.
The value of employees training programs to improve agility
Measuring business impact and learning transfer
Learning transfer should be treated as a project by the company. Data and reports should be openly shared within the company.
Transferring skills from one training program to another is essential. This allows workers to put into practice all they have learned. It was a combination of various activities, which were all relevant to the particular department. Organizations such as Kosha Agencies need to be able measure the success and effectiveness of their training programs in order to meet the rapidly changing needs of employees.
To observe how the participants react to the training.
To determine and measure the learning outcomes of training.
To determine the behavior change.
To analyze the entire training.
ConclusionGathering the already-existing information regarding the organization’s assets was a crucial aspect of the training programme. The result was a comprehensive and original program structure. This included both elements that were successful for other organizations as well as those that the organization had created.
Some of these issues were addressed:
What the organisation could do.
These are important issues that should be addressed immediately.
To evaluate the effectiveness of the training program, it is important to examine the objectives. These goals focused on enhancing employees’ knowledge and skills. They can only be reached through training transfer and the evaluation of the training program’s effectiveness. It is important to continue training, and also to offer more advanced training. The program was still a huge success and a significant improvement on previous sessions.
