Running head: TRAINING PLAN

Training Plan
Brandy Glenn, Christopher Wallace, Evelyn Haynes, Greg Stoermer, Jonathan Falcon, and
Keonna Martin
MGT 521
September 03, 2015
Louis Stelma

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Training Plan
Environmental Analysis
Landslide Limousines is looking to be a new carrier service in Austin. The opportunities
for success are available with the population growing and a continued need to limousine carrier
services. As a new company, some strengths are new fleet vehicles, energetic employees, and
fresh faces. At the same time, the company is entering an existing market, making it difficult to
generate business and revenue. Analyzing federal, state, and local laws regarding chauffeur
services will help determine if any training for special laws is necessary.
Organizational Analysis
Landslide Limousines wants to provide first-class transportation and the supported
training needs to focus on customer service skills (University of Phoenix, 2015). Employees to
continue to learn and adjust skills for each clientele. Employees should have basic customer
service skills upon hiring, but continually refine those skills while on the job. All training should
be focused on the companys strategic direction (University of Phoenix, 2015).
Demographical Analysis
At the present time, Landslide Limousines is not faced with demographic situations.
Employees, both men and women hired will have any needs addressed as they arise. Potential
employees will not be discriminated based on color, gender, sexual orientation, or religious
beliefs.

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Operational Analysis
Operational analysis identifies what an employee must do in order to perform the tasks
given competently. Cascio (2013) states that four things need to be done for an operations
analysis, efficient collection of data that details the task, define standards of performance, how
tasks are to be done to meet the standards, and the abilities required for task. Onet OnLine
(2014) has a good list of occupations and what knowledge, skills, and abilities that employee
should have. Training needs can change for a variety of reasons. New computer software, new
vehicles in the fleet, new goals; when these changes occur an operation analysis will determine
what new training the employees need.

Individual Analysis
Individual analysis determines knowledge or skill that an employee needs, and the
methods of training they require for best comprehension (Cascio, 2013). This can also be
defined as the difference between desired and actual performance. The standards identified in
the operations analysis are deemed the desired performance level. Tests, manager ratings,
interviews, and the employees individual development plan can measure actual performance for
use to determine the gap and what individuals need assistance with.
Types of Media
There are an abundance of training methods that help the advancement of new hires
within a company. Every business should consider the use of effective and efficient training
material. Since there are a plethora of different types of media, Atwood and Allen Consulting
recommends that Landslide Limousine utilize computer-based and hands on training. The

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purpose on using computer-based training is to allow the new hire the opportunity to gain
knowledge, develop, and practice new skills. This tool is very flexible for the trainee since it is
mastered at his/her own pace and with the convenience of his/her time. Computer based training
can have interactive programs that generates comprehension results for management to analyze.
Another tool that management can use would be hands on training that provides the trainee the
opportunity to experiment the craft of driving a limousine or other areas within the business.
Management can incorporate demonstrations, coaching, apprenticeships, and drills, which are
subsets to hands on training. These are great methods for individuals who are visual and/or
kinesthetic learners.
Learning Principles
Learning principles are considered the underline to effective learning or the laws of
learning within a company. To be most effective, skill learning should include four essential
ingredients: (1) goal setting, (2) behavior modeling, (3) practice, and (4) feedback (Cascio,
2013). The trainer has to be able to effectively understand and execute the learning principles to
the trainee(s). In turn, the trainer can provide attainable and challenging goals helps motivate the
trainee and increase ones level of performance. The trainer must be clear and concise about the
objectives and skills needed for any given position. The purpose is to cover the necessary
material to help mood the trainee into the proper employee for that particular company. During
this stage of employment, the employee has the opportunity to observe others and emulate other
individuals actions, which in turn provides desirable outcomes like that of promotions and/or
bonuses. Once the learning principles are mastered, the trainer must be able to interpret and
answer any given concerns in reference to that position. The trainee has the opportunity to ask
questions and analyze the mistakes that were made. After feedback has been given from the

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trainer and trainee, both parties can develop sound strategies that will help prevent making the
same mistakes in the future.
Training for Learning Skills
In contrast of the learning principles, on the job training is very popular within
companies. This is a method that requires the employee to shadow and learn from an expert coworker or supervisor. The purpose is to give the trainee the opportunity to apply what was taught
in the classroom, give explanation, and hands on experience on that particular area. This is very
advantageous and inexperience since this training comes from in-house and not outsourced. This
is a very quick and beneficial method to be used. One should consider the use of mentoring and
coaching for those individuals that respond better with one-on-one training. Finding a good
trainer/coach/mentor should be a priority if one considers implementing this tool. There has to
be some type of chemistry between the mentor and mentee. Keep in mind the proper knowledge,
skills, and training that limousine drivers need to have when moving into different states.
Effectiveness of Methods
For the training method to be considered effective, it must meet at a minimum the
following conditions:
o Motivate the trainee to improve his or her performance
o Clearly illustrate desired skills
o Allow the trainee to participate actively
o Provide an opportunity to practice
o Provide timely feedback on the trainees performance
o Provide some means for reinforcement while the trainee learns

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o Be structured from simple to complex tasks

o Be adaptable to specific problems
o Encourage positive transfer from the training to the job (Cascio, 2013).
Additional Tools for Training
The use of computer based and hands on training with other useful training tools that
Landslide Limousine may incorporate will accomplish the above conditions to train new hires
within this company. When an employee is given numerous testing scenarios with instant
(timely) feedback, it gives both the company and employee sound data on how well an employee
is doing at that moment in time. The key individual that holds the next steps an employees
performance level would be the supervisor. That supervisor needs to be able to provide proper
feedback to strengthen the knowledge and training of that employee.
Training and Development
In the United States more money is spent annually in order to provide employees with the
right training (Bateman & Snell, 2013). Competition requires that most companies use the most
efficient training methods, that could include the use of the classroom setting which is the most
traditional way of training but this way of training has been replaced mostly with computerized
method (Bateman & Snell, 2013). In the overview of the training process there are four phases
of training. The first phase is the start of all training. The training process begins with a needs
assessment, where managers create an analysis to identify the positions in the company, the
employees, and where training is needed for each department. (Bateman & Snell, 2013) The
second phase is the design on training programs and based on what the needs assessment is
training objectives and content can be obtained. The third phase involves decisions regarding the
methods of training to be used, and whether to opt for on the job training, or to train in a different

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format. (Bateman & Snell, 2013) With the final phase four of the training process, training
should evaluate the programs effectiveness and with this it will include employee reactions,
learning, on the job behavior improvement, and bottom-line results. (Bateman & Snell, 2013)
Methods of Training
Orientation training will be the process where the new employee will be given a tour of the
facility and they are given the chance to be shown and told about the policies and the procedures
of the company.
Team training teaches new employees the skills that they will need to work together as a team
and how to express their interactions with others. Team training has taken a greater importance in
the development of an organization. Companies have reorganized to facilitate individuals
working together. (Bateman & Snell, 2013). There are all types of training that can be offered to
new employees or older employees that may need that extra help to do the job. This training
could include computer training, technical training, or communication skills are some of the
most common types of training which has become standard to most organizations. (Bateman &
Snell, 2013)
Diversity training builds awareness of diversity issues, which provides the skills workers need to
work people from different cultures, backgrounds, and orientations. (Bateman & Snell, 2013)
Even with the overall positive effects of training in the organization, there is still a very
important lesson to be learned; which includes the necessity of evaluating the effect and to utilize
each of the training programs that is offered by the organization.

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Collecting Feedback
A critical element of managing a dynamic people-focused organization is ensuring ongoing
dialogue on an individual's performance (Nettleton, 2008). Training evaluation data can be
collected in many ways: questionnaires, one-to-one interviews, manager focus groups and by
observation of the training itself. The role of collecting feedback is to come up with new
strategies for maintaining staff and customers, in order to maintain a good prosperous company.
Collecting feedback starts with conducting an audience analysis, in order to understand customer
preferences and identify potential service issues within the company. The 360-degree feedback
method is a good way to provide both positive and negative feedback to employees as well as
customers. By collecting feedback, the Landslide Limousine will have a strong knowledge of its
customer base and that will enforce their loyalty to the brand.
Implementing Feedback
Successfully implementing feedback is critical for Landslide Limousine return on investment
and is essential to eliminate potential downfalls or setbacks. A well-rounded view of employees
is needed to provide a full 360-degree assessment. Gather feedback from supervisors, peers,
subordinates and clients, seek, and provide input year round(Nettleton, 2008). Reaching out to
employees often and letting them know how they are doing is always good. Always keep up
with what each employee is doing and give them their feedback immediately so that they are able
to know what they are doing right or wrong. That steady give-and-take of feedback ensures that

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performance issues are addressed in a timely manner so that any problems can be addressed in a
timely manner.

References
Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits
(9th ed.) Boston, MA: McGraw-Hill/Irwin.

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Onet Online. (2014). 53-3041.00 - Taxi Drivers and Chauffeurs. Retrieved from
http://www.onetonline.org/link/summary/53-3041.00
Nettleton, M. (2008). Recruiting, retaining and training staff. (Cover Story). Manufacturers'
Monthly, 14-15.
University of Phoenix. (2015). Training Plan [Multimedia]. Retrieved from University of
Phoenix, HRM/531 website.
University of Phoenix. (2015). Managing Human Resources. Retrieved from University of
Phoenix, HRM/531 website.

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