Developing a Training and Mentoring Program Term Paper
A plan for a training program for a newly formed sales team at InterClean.
# 150576
| 2,883 words
| 4 sources
| APA
| 2011
| 
Published
on Mar 15, 2012
in
Business
(Human Resources)
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Description:
The paper describes a training program for the employees previously selected to lead the newly formed sales team at InterClean. The paper addresses the training and mentoring needs, the objectives of the training and mentoring program, delivery methods, training and mentoring content and feedback and timeline. The paper also includes the evaluation methods and feedback as well as alternate avenues for those who need further development.
Outline:
Training and Mentoring Needs
Objectives of the Training and Mentoring Program
Delivery Methods, Training and Mentoring Content, Feedback and Timeline
Evaluation Methods and Feedback
Alternate Avenues for Those Who Need Further Development
Summary
Outline:
Training and Mentoring Needs
Objectives of the Training and Mentoring Program
Delivery Methods, Training and Mentoring Content, Feedback and Timeline
Evaluation Methods and Feedback
Alternate Avenues for Those Who Need Further Development
Summary
From the Paper:
"In order to develop an effective training program that will meet the organizational objectives, a comprehensive assessment of the structure and characteristics of the program must take place. Several elements are considered essential, and therefore, were included in the design of the training program. The first is a strong commitment from senior leaders within the organization to training and development must be intact. Training is built into the corporate culture, setting expectations for personal learning, growth and change. The next element is to link the training to the organization's business strategy and objectives creating a focused workforce. The third component is transparency. Organizations that allow feedback, emphasize continuous improvement and openly discuss successes and failures will promote an environment of mutual accountability and a platform for intelligent decision making. Lastly, the organization must make a commitment to invest in the necessary resources needed to provide adequate training."InterClean has clearly identified a new business strategy for using multi-functional teams that will interact directly with their customers' organizations. InterClean executives have defined the resources and the need for both an initial training program and ongoing organizational development. Senior leaders have articulated that in order to be successful in this market, solutions-based selling will require the sales force to have in-depth knowledge about products and up-and-coming issues in sanitation, safety and regulation standards."
Sample of Sources Used:
- Cascio, W. (2006). Managing human resources: Productivity quality of work life, profits (7th ed.). New York: McGraw-Hill.
- University of Phoenix. (2009). Week one InterClean EnviroTech merger scenario. Retrieved 04/14/2009, from University of Phoenix, Week Two, rEsource. HRM/531 Human Capital Management course web site.
- University of Phoenix. (2009). Week three student mind map. Retrieved 04/14/2009, from University of Phoenix, Week Three, rEsource. HRM/531 Human Capital Management course web site.
- University of Phoenix. (2009). Week two employee profiles. Retrieved 04/14/2009, from University of Phoenix, Week Two, rEsource. HRM/531 Human Capital Management course web site.
Cite this Term Paper:
APA Format
Developing a Training and Mentoring Program (2012, March 15)
Retrieved September 30, 2023, from https://www.academon.com/term-paper/developing-a-training-and-mentoring-program-150576/
MLA Format
"Developing a Training and Mentoring Program" 15 March 2012.
Web. 30 September. 2023. <https://www.academon.com/term-paper/developing-a-training-and-mentoring-program-150576/>