Summary: Training Plan For Landslide Limusine
Training Plan for Landslide Limousine
Team D: Teresa Johnson, Moi Rodriguez, Erick Alvarez
HRM/531
February 10, 2015
Instructor: Kevin Driggs
MEMORADUM
TO: Bradley Stonefield, Landslide Limousine CEO
CC: Traci Goldman, Manager, Atwood and Allen Consulting
FROM: Teresa Johnson, Moi Rodriguez, Erick Alvarez,
DATE: February 10, 2015
SUBJECT: Training Plan for Landslide Limousine
Dear Mr. Stonefield,
As you requested we have put together a training plan for your business. Atwood and Allen Consulting believe all companies must have an effective training plan in place to be successful. This structured training plan will ensure that every employee receive exposure to the company’s goals and objectives. Regardless to the industry you are in, …show more content…
Being able to drive a car will be proven by the employee possessing a valid Texas driver’s license. The limousine business provides services beyond comfort transportation. Drivers could experience driving famous clients, teenagers attending the prom, intoxicated clients, and at times funeral attendee clients. Staging situational training will provide life like training allowing strengths and weaknesses to be displayed. Knowing your drivers before sending them to retrieve clients will help establish a good rapport with your clients most likely resulting in …show more content…
Providing surveys after orientation is the first way feedback can be obtained. Ensure the survey is detailed toward what managers really need to know. Avoid vague questions and rating scales. Ask for detailed answers. The best way to collect feedback is to communicate with employees. Face to face, on the phone, and or email are all inexpensive yet effective ways to ask the employee how he or she feels regarding the training provided.
Implementing Feedback
The final and possibly most important step to evaluating a company’s training system is implementing feedback. If a company takes the time to set criteria, pretest employees, monitor and observe training as well as collect feedback and then does not implement feedback, the company has failed not just its employees but also their clients. Employees interact with the company’s clientele daily. Knowing what the customer wants is something the drivers can relay to management. If this information is not being included in training, the company is setting itself up for failure.
If the training provided is not being facilitated in a way employees can comprehend and then utilize, the company is wasting its money on the training system. Implementing the feedback makes the employees better and gives them a since of validation. When an employee feels they have been heard and have been taken seriously, he or she tends to become
Team D: Teresa Johnson, Moi Rodriguez, Erick Alvarez
HRM/531
February 10, 2015
Instructor: Kevin Driggs
MEMORADUM
TO: Bradley Stonefield, Landslide Limousine CEO
CC: Traci Goldman, Manager, Atwood and Allen Consulting
FROM: Teresa Johnson, Moi Rodriguez, Erick Alvarez,
DATE: February 10, 2015
SUBJECT: Training Plan for Landslide Limousine
Dear Mr. Stonefield,
As you requested we have put together a training plan for your business. Atwood and Allen Consulting believe all companies must have an effective training plan in place to be successful. This structured training plan will ensure that every employee receive exposure to the company’s goals and objectives. Regardless to the industry you are in, …show more content…
Being able to drive a car will be proven by the employee possessing a valid Texas driver’s license. The limousine business provides services beyond comfort transportation. Drivers could experience driving famous clients, teenagers attending the prom, intoxicated clients, and at times funeral attendee clients. Staging situational training will provide life like training allowing strengths and weaknesses to be displayed. Knowing your drivers before sending them to retrieve clients will help establish a good rapport with your clients most likely resulting in …show more content…
Providing surveys after orientation is the first way feedback can be obtained. Ensure the survey is detailed toward what managers really need to know. Avoid vague questions and rating scales. Ask for detailed answers. The best way to collect feedback is to communicate with employees. Face to face, on the phone, and or email are all inexpensive yet effective ways to ask the employee how he or she feels regarding the training provided.
Implementing Feedback
The final and possibly most important step to evaluating a company’s training system is implementing feedback. If a company takes the time to set criteria, pretest employees, monitor and observe training as well as collect feedback and then does not implement feedback, the company has failed not just its employees but also their clients. Employees interact with the company’s clientele daily. Knowing what the customer wants is something the drivers can relay to management. If this information is not being included in training, the company is setting itself up for failure.
If the training provided is not being facilitated in a way employees can comprehend and then utilize, the company is wasting its money on the training system. Implementing the feedback makes the employees better and gives them a since of validation. When an employee feels they have been heard and have been taken seriously, he or she tends to become