Sample Coursework Paper on Employee Training Plan

Landslide Limousine is a transportation business that is about to be opened in Austin Texas where the owner is currently located. The business objective is to offer first-class transportation services and it expects to start with 25 number of employees with a turnover rate of 10%. The first year the business is expected to make a loss of $ 50,000 and obtain a 5% growth in the next couple of years entails a number of activities, which include. The training plan for Landslide Limousine will consider a number of factors as well as the information collected from the business.

Assessment of employees’ training needs.

Landslide Limousines personnel should be comprised of individuals who are skilled in both technical and business skills such as driving have specific knowledge features of limousine cars as well as skills to run a transportation business. These individuals should also be able to drive safely and efficiently to ensure provision of high quality services. The first thing should therefore be to find out qualifications of the 25 employees who will be hired to identify the areas that they require to be trained.

Consideration of the style of learning

There are different learning styles that can be most appropriate to fulfill the specific training needs that are identified in the assessment. In the training of technical skills that are mostly needed by Landslide Limousine, visual style of learning is the most appropriate where the trainees will be able to see and observe what they are taught. Other employees who will be engaged in other areas of the business like marketing and accounting functions can be trained through auditory learning style (Cardon and Stevens 2010).


The budget will cover the cost of training employees such as paying the trainers, hiring the training location, and buying training materials. The business is not making a profit in the first year and will not be able to cover the costs of training from the operations of the business. However, there are training grants offered locally in Texas offered to various types of businesses. Other sources of finance for the training plan could be through loans or tax exempt bonds obtained from local economic development agencies.


Timelines for the training will have to be set in a way that there are those employees who will be trained before they start their jobs. This will be done by dividing them in to two groups where those requiring technical skills will be trained first so as to make sure that issues like safety and efficiency will be guaranteed when it comes to offering the transportation services. The second group will be trained later which will involve those performing job tasks that are not technical in nature like accounting and marketing.

Measuring the effectiveness of training

The effectiveness of the training should be evaluated in the course of training and after the training programs are completed. There are a number of strategies that will be applied in the process of evaluation. These include continuous measurement of the level of standards obtained after and during the training, which can be evaluated through completion of allocated tasks on time and less mistakes and errors when carrying out tasks (Hughey and Mussnug, 2007). Tests should also be administered before the training process is over to find out whether the training is effective. The training process should also be closely monitored through observation to find out whether the right content is being delivered to the trainees. Trainees should also be involved in providing ideas on the areas they feel requires improvements and the right action should be followed in implementation of the suggestions. The selection of program should also be done with consideration of the business needs such as the objectives of the training are met (Hughey and Mussnug, 2007).References

Cardon, M. S., & Stevens, C. E. (2010). Managing human resources in small organizations: What do we know?. Human resource management review14(3), 295-323.

Hughey, A. W., & Mussnug, K. J. (2007). Designing effective employee training programmes. Training for Quality5(2), 52-57.