Create a written proposal in which you detail the complete design of an employee training program

Create a written proposal in which you detail the complete design of an employee training program.

Write a six to eight (6-8) page paper in which you:

Design a two (2) day training program for a group of twenty (20) employees.
Identify two to three (2-3) training needs though a Training Needs Analysis (TNA) and justify an approach for this training.
Develop the training objective for this program based on an analysis of the business.
Determine the training cost for the training program you are proposing. Include a detailed breakdown of time allotted for each piece, the subsequent cost analysis, and the total cost for the project as a whole.
Select key training method(s) to deliver the program to employees, such as an e-Learning module or a one-day face-to-face training program.
Create an agenda of activities for the training program.
Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources.
Format your assignment according to the following formatting requirements:
Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.
Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.
The specific course learning outcomes associated with this assignment are:

Identify when to conduct a Training Needs Analysis (TNA).
Analyze the various approaches to performing a Training Needs Analysis.
Develop strategies for training design.
Use technology and information resources to research issues in training and development.
Write clearly and concisely about training and development using proper writing mechanics.

Training Needs Analysis
University name:
Date:

Introduction
Training Needs Analysis is an essential component that must be embraced by every organization with the main objective of coping up with the ever changing dynamics of the market environment. This analysis focuses on Apple, Inc. and is projected for completion as a morale and skill booster that serves to help in the development and growth of the necessary skill set. Principally, this is a process of learning and development whose main objective is to help the organization in its initiative towards identifying the existing need gap for future action by the organization.
Executive Summary
The proposal for need based analysis in the area of training and development for the Apple, Inc. pays special attention to the area of trainee or intern growth and development as well as on the growth within the specialist role. The first phase of the training program would be tailored to undertake a comprehensive survey on the needs of the members of the organization especially in regards to the acts that relate to the requisite knowledge and skill set that would enhance workplace productivity. The training needs analysis also seeks to identify the existing gaps in regards to the desired skill set or knowledge objectives in an organization and the practical skills that are available (Lawson, 2016). The aim of this assessment is to identify the necessary parameters for effective functioning of organization by laying out the priority of the needs of the available workforce. This proposal mounts an exposition on the needs of Apple, Inc. to develop a training and development framework that relies on the understanding on skills and knowledge during the two- days training.

Objectives of the Program

The objective of the two- days training for the Apple, Inc. as the organization of choice in this instant program include: a) to offer a comprehensive analysis of the current skills that are available within the organization; b) determination of employee productivity and performance issues within the key areas that require restructuring; c) undertake a detailed assessment of the training and learning needs of the organization in areas such as the personal needs of the employees, the training needs of the organization, the needs that are to be achieved in respect of the specific tasks within the structural arrangement; and, an analysis on the available skill gaps that are then plotted in the context of this program for detailed analysis (Noe, 2016).
Methodology
Under the required method for the training needs program, this proposal adopts the assessment of needs of the organization based on different structured levels. The primary aim of the methodology within the different levels includes the fact that it helps tailor the focus of the program into the respective departments within the organization with a view to obtaining a clearer picture on the individual employees needs for training (Noe, 2016). Moreover, this stage also offers the right opportunity for the easy determination of the differences that exist between the desired needs and the actual skills that exist within the organization. Methodology also plays a key role in helping the Apple, Inc. to make clear assessment on the probable explanation that inform the existing gap for skills within the organization.

Strategies for Training Design

The instant training needs analysis for Apple, Inc. will lay special focus on operations of the company and the adequacy of the desired skill sets for bolstering of the overall performance of the entity. This particular analysis of the training needs focuses on the improvement of efficiency and performance at workplace by enhancing work productivity in areas such as improvement of the morale of the employees, alignment of the culture of the organization to the existing corporate climate across the globe, creation of an healthy environment for work, clear emphasis on issues of occupational health and safety as well as the enhancement of the image of the company and increase of profitability ratio (Noe, 2016).
The realization of these aspects of the training program requires an initial identification of the organizational needs that are stipulated within the training program. This training program appreciates the fact that for it to be highly effective the needs must be outlined as follows:
a) To identify the training gaps in terms of skills and knowledge;
b) to undertake a comprehensive assessment of the existing resources and the manner in which the resources can be distributed;
c) offer a comprehensive budgetary estimate and cost plan for the training needs program; and,
d) the identification of the appropriate or convenient venue for the training needs program and any other points of concern that may require instant action.
Under this assessment, the deliverables for the training program include the adoption of the use of questionnaires to obtain the relevant data from the participants. Moreover, the usage of surveys and interviewing of the training participants would be deemed appropriate in the process of undertaking a comprehensive analysis and evaluation of the result with a view to identifying the necessary areas for further improvements (Lawson, 2016).

Justification for Training Needs Analysis
The assessment of training needs of Apple, Inc. is closely hinged on the motivational aspects of the organization which is an important aspect on performance and productivity of the company. Principally, the theory of motivation by Maslow outlines the hierarchy of needs of the customers within the marketing and advertisement domain. Over the years, marketers and companies have adopted the use of Maslow’s hierarchy of needs theory with the aim of acquiring a competitive edge within the market. The use of Maslow’s motivational theory has proved very effective in persuading many customers to make purchasing decisions that are favorable to such companies (Conley, 2007). A clear example is demonstrated by the adverts by Apple, Inc. which serves to show the contents of the hierarchy of needs as explained by Maslow.
This theory enables the organization to achieve its overall objective of accumulation of skills and knowledge which are required for the enhanced levels of productivity within the company. The organizational needs are usually tailored in line with the constituent need structure as demonstrated by the hierarchy of needs by Maslow (Fischer & Marx, 2010). Principally, the theory postulates that there are five key needs that are common to nearly every person. The needs are arranged in a descending order and this means that in order to effectively meet a particular need area of the customer, the marketer must satisfy the immediate need before it (Maslow, 1943). At the peak of the hierarchy are the psychological needs of a person which must be satisfied before progressing to the safety of a person. The next level or area of need embodies love experiences which must also be satisfied in terms of the self-esteem that an individual faces. The last part of the needs as formulated under the hierarchy of needs theory meets the self-actualization at which point the needs of the customer are duly satisfied.

Approaches to Skill- Based Training
a) The skill gap assessment and questions
In the context of training, the program will focus on the existing specialists within the organization with a view to identifying the core competencies. This will be achieved by asking certain key questions that include both personal and team reflection as a central measure towards ensuring that the information on the gap is obtained (Noe, 2016).
The Agenda for the Program Activities
These include the key areas that the training needs analysis will focus on during the learning and development process within the organization. For instance, the relevant subjects for Apple, Inc. would include the identification and analysis of the available job description under study. Moreover, other aspects include identification of the key responsibilities within a given job and the rough postulate of the relevant skill sets that would be required. Another program agenda is the assessment of the recommendations from the clients with a view to determining the quality of product and services that are offered by the company (Lawson, 2016). This is crucial in the sense that it will help towards the overall understanding of the situational analysis of the company in order to assess the input resources and profitability margin within the market.

Methods for Learning and Development
The process of learning and development at Apple, Inc. will embrace the culture of continual learning and development processes. The learning method will include a personal coaching and mentoring session with the aim of inducting the organizational employees from the specialist departments to the required culture of the organization. This will be achieved through an investment process that allows for effective support of individual growth and attainment of lesson objectives in a typical L & D program initiative (Noe, 2016). This will be in addition to the face to face meeting and coaching session although the L & D program initiative will focus on remote access and lesson delivery during the training needs program. Other methods of advanced learning such as the use of delivery within classroom and other e-learning initiatives will also be employed into use.
a) Type of Learning Programs
The relevant areas under the training program include the overall orientation and induction program that is offered to the new set of employees in order to introduce them to a new range of skills that includes critical reasoning. Another area for training and development is competency building in which the existing organizational specialists are trained on the evolving set of skills across the global market.
b) Flow of the training program
Evaluation of the Training needs
Under this, the program for Apple, Inc. will venture into both qualitative and quantitative assessment of the needs of the organization. This will be achieved through the set of parameters on training and data gathering such as the use of surveys, questionnaires and interviews on the program participants (Lawson, 2016). The second phase is the mapping of skills and identification of knowledge gap for the employees:

The name of the employee:
Employee’s position and identification code:
Question 1: what are some of the desired skills for your specialty?
Required skills in order of ascension:
a)
b)
c)

Conclusion
The training needs analysis for Apple, Inc. appeals to the needs within the first levels of the hierarchy that includes both the psychological and safety needs of people by offering learning opportunity and skill- based work environment which is a critical component for organizational survival. The customers are most likely to make purchasing decisions that are favorable to the company product since the organization emphasizes the need for survival and well- being to prompt the action by the consumers. It is clear that the hierarchy of need theory by Maslow is still highly applicable in the justification for the analysis of the training needs of the company.

References
Conley, C. (2007). Peak: How great companies get their mojo from Maslow. San Francisco: Jossey- Bass.
Fischer, U., & Marx, C. (2010). Customer Processes and their application to Mobile Devices. München: GRIN Verlag GmbH.
Noe, R. A. (2016). Employee Training and Development. New York: McGraw-Hill Education. New York: McGraw-Hill Education.
Lawson, K. (2016). New employee orientation training. Alexandra, Virginia: ATD Press.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, July 1943. 370- 396.